Analyzing trends in talent acquisition 2025

Although the labor market is on the path of recovery, talent acquisition challenges still exist, especially in industries with strong recruitment growth. In the first two months of 2025, the Vietnamese labor market recorded positive signs of recovery compared to the same period in 2024. According to the survey results, recruitment demand increased by 19% compared to the previous year, reflecting the trend of expanding human resources of enterprises. However, this increase has not been matched by labor supply, as job search demand has not been met evenly among industries.

The sectors with the highest recruitment demand include Retail & Trade, Real Estate & Construction, and Manufacturing - Processing, accounting for nearly 60% of the total number of recruitment positions. Notably, the Sales - Business sector continues to lead in the number of recruitments, accounting for more than 20% of demand, reflecting the trend of Enterprises promoting market expansion and revenue.

1. Challenges in recruitment

According to a survey by Faro Vietnam, many businesses said they are facing many challenges in future of talent acquisition

1.1 Imbalance between labor supply and demand. 

The current labor market records a large gap between industries. Some industries have a serious shortage of human resources, while many industries have a surplus of labor, increasing competition and making it difficult for businesses to recruit.

The skill gap is also becoming more and more evident as businesses require high expertise and soft skills such as critical thinking, teamwork, etc. However, in the fields of Data Analysis, Technology, Logistics, Business, despite the high recruitment demand, businesses still have difficulty finding suitable candidates.

Rapidly developing technology creates a need for new skills, while many candidates are not ready to upgrade or have not accessed appropriate training, prolonging the gap between labor supply and demand.
 

Trends in talent acquisition 2025

1.2 Big shift in the labor market

The labor market is constantly changing under the influence of technology, business trends and macroeconomic factors, causing some industries to witness a wave of workers leaving, while businesses have difficulty recruiting again. At the same time, workers are increasingly cautious when looking for new jobs, especially in a volatile economic context. These changes force businesses to be flexible and adjust their recruitment strategies, including improving working models, enhancing recruitment experiences and developing talent attraction strategies to meet actual needs.

In addition, rapidly changing career trends along with the impact of labor policies and the economic situation also directly affect businesses' future of talent acquisition plans.

1.3 Competition between businesses

Salary is recognized as an important factor in Candidates' decisions when choosing a job. If businesses do not offer competitive salaries, they will have difficulty attracting and retaining talent, especially in industries with high recruitment needs.

In addition to salary, the survey results show that welfare policies and development opportunities also greatly affect recruitment ability. Many businesses said they still maintain salaries at the old level, while employees said in the survey that they expect more in terms of stability, long-term benefits, working environment and promotion opportunities.

1.4. Impact of technology on recruitment

Technology is completely changing traditional talent shortage strategies: Online platforms such as Faro Vietnam are constantly upgraded with AI technology to help reach candidates faster and more accurately. Candidate management software helps optimize the recruitment process, improving the experience for both businesses and candidates.

Candidates are also increasingly using technology to find jobs: The trend of searching for jobs through digital platforms, social networks and AI tools is growing strongly, forcing businesses to keep up with this trend.

In addition to the three main factors, employees participating in the survey also pointed out a number of other important factors that have a great impact on their decision to research and choose to apply, such as employer brand and talent acquisition in a hybrid workforce.
 

Future of talent acquisition in technology

>>>Read more: Top 3 strategies for talent acquisition

2. Need for long-term recruitment and human resource development strategy

To solve the problem of human resource shortage in the context of a constantly changing market, Faro Vietnam recommends that businesses need to have a long-term recruitment market insights and human resource development strategy. Some important solutions include:

2.1 Analyzing and forecasting the labor market. 

To balance labor supply and demand, in-depth research is needed to clearly identify industries that are lacking in human resources and industries that have a surplus of labor. Forecasting the development trends of the labor market will help businesses build appropriate training and recruitment plans, ensuring quality human resources to meet actual needs.

2.2 Improve the quality of human resources through training and skill transfer

Enterprises should invest heavily in reskilling and upskilling to help workers from surplus industries move to high-demand fields. In addition, cooperation between enterprises and universities and colleges during the training process will help students acquire practical skills while still in school, shortening the gap between training and actual recruitment. At the same time, it is necessary to organize training courses to improve professional qualifications and soft skills for workers, meeting market needs. 

2.3 Connect labor supply and demand more effectively

Developing recruitment market insights platforms and job exchanges is an important solution to help enterprises quickly find suitable personnel, while supporting workers to access better job opportunities. Organizing job fairs, recruitment days, as well as applying information technology to trends in talent acquisition 2025 will help optimize the connection process between Enterprises and Candidates. Faro Vietnam is constantly making efforts to shorten the recruitment time, helping Candidates and Enterprises find suitable partners faster and easier.

2.4 Improve policies to attract and retain employees

Enterprises should not only build competitive salary and benefits, but also focus on promotion opportunities, training and working environment. Paying attention to talent acquisition in a hybrid workforce, mental health, flexible working regimes and corporate culture will help improve employee engagement, reduce turnover and increase labor productivity.

With experience consulting and supporting many businesses to analyze recruitment market insights, Faro Vietnam confidently build a strong talent acquisition strategy in 2025 for business to attract more talent! Please do not hesitate to contact us!

Faro Vietnam

• Email: service@farovietnam.com.vn

HANOI HEAD OFFICE

• Tel: + 84 24 3974 3091

HO CHI MINH CITY OFFICE

• Tel: + 84 28 3821 4654

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