Attracting Top Industry Talent in Vietnam 2025

One of the hardest but most important things to do for your business is to hire good people. This is a vital skill for an ambitious and growing business. So how do you attracting top industry talent for a great team? 3 basic principles from Faro Vietnam will help you:

1.  Recruit for Attitude and Values

Look around online and in the trade press and you will see that 90% of them focus on the mechanics of the job - skills, qualifications, responsibilities, hours, salary, etc. Very few businesses realise this: they are all posting the same thing. So your job ad should be designed to attract Diversity and Inclusion Recruitment. When you write the job specification, think about the technical skills you are looking for in your candidates and reflect these skills in your job ad.

Of course, there is a minimum skill level required to do the job and this should be clearly stated in the JD, but don't focus so much on this that you exclude the values and attitudes of the ideal candidate.
 

Diversity and Inclusion Recruitment in Vietnamese companies

2. Attract as many candidates as possible

What you are looking for is a process that filters through candidates to the point where you have 2 or 3 great candidates for each role that you can choose from. This is very difficult to do if you only have 4 or 5 applicants to begin with. We've probably all been in that situation where we're down to the last 2 candidates and neither of them are really suited to the role but we have to make the least bad choice.

Some things you can apply here are:

• Understand the skills required versus the skills that can be trained. And hire for the skills required.
• Make sure your ad is visible in every way possible in your chosen geographic area (don't just rely on one website)
• Engage with your team, suppliers, friends and family - tell everyone you're hiring!
• Harness the power of social media of Employer Branding for Recruitment
• Have an initial screening task to quickly move from 40 or 50 candidates to 15 to 20 who are serious about the role.

Employer Branding for Recruitment in Vietnam

3.  Assess the right skills and attitudes and values

Once you've found 15 to 20 candidates with potential, a 2 or 3 stage recruitment process will allow you to assess skills as well as attitudes and values through Personalized Candidate Engagement. It also allows you to ensure that candidates understand the role and choose it as their first choice of all jobs they will do.

This avoids unpleasant surprises for the candidate as well as for you. There are many cases where candidates are selected and then rejected because they found a job just a few days ago.

Some ways to Optimizing Candidate Experience (depending on the position you are hiring for):

• Hold group interviews early in the process
• Set up a written or oral skills test to ensure minimum skill levels are met
• Get them involved in the team they will be working on later in the process
• Ask specific and targeted questions in 1-2-1 interviews
• Allow candidates to spend 2-3 hours in your business as part of the process
• Be really clear about expectations and opportunities for candidates
• Allow candidates to talk to current employees about “what it’s like to work here”
• Be clear about the company’s values and culture

4.  What you can do for the final round?

Once you’ve found your ideal candidate and they’ve accepted the job, keep them excited, make them feel part of the team and help them look forward to their first week. Some ideas you can use for Optimizing Candidate Experience are:

• Send a greeting card and gift.
• Let them know exactly what their induction process will be.
• If you have a company polo shirt or other kit, bring it to them before they arrive.
• Prepare their work area and what they’ll need before they start.
• Give them a chance to ask questions before their start date.
• Stay in touch!
• Assign a buddy to show them around and help them settle in.
• Share a clear induction plan for their first day/week/month.

So many employers forget about the human side of the hiring process. If you can do this well: is the candidate suitable for the business and is the business suitable for the candidate - you have a much greater chance of attracting top industry talent - building a great team.

If you are having problems with recruitment or human resources, contact Faro Vietnam, meet our expert in HR to build an effective business to achieve goals in the fastest way. Hope the article has brought you a lot of useful information.

>>>Read more: Talent Acquisition Trends in Vietnamese market 2025

If you need more assistance, please 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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