Key Takeaways

Understand Vietnam’s Talent Market: In 2025, demand for skilled workers is high in sectors like tech and finance, requiring businesses to focus on strategic recruitment and skill development programs.
Adapt to Local Culture and Communication: Navigating Vietnam’s unique cultural norms and workplace values is essential for building strong employee relationships and enhancing recruitment efforts.
Ensure Legal Compliance: Adhering to Vietnam’s labor laws, including contracts, benefits, and termination procedures, is crucial for successful hiring and long-term employee retention.

As the global economy continues to evolve, Vietnam stands out as one of the most dynamic markets in Southeast Asia, making it an increasingly attractive destination for businesses seeking to tap into new pools of talent.

With a rapidly growing economy, a young and highly motivated workforce, and competitive labor costs, hiring employees in Vietnam in 2025 presents exciting opportunities for companies looking to expand their operations or enter the region for the first time.

However, as with any international hiring process, employers must be well-informed about the local labor market dynamics, legal frameworks, and cultural nuances to ensure a successful recruitment strategy.

How to Find and Hire Employees in Vietnam in 2025

In 2025, the Vietnamese job market is undergoing significant transformations driven by both the country’s economic growth and the rise of new sectors, particularly in technology, manufacturing, and services.

With an increasing number of universities and vocational schools producing highly skilled graduates each year, the country is fast becoming a hub for talent in fields like software development, engineering, finance, marketing, and digital services.

This shift, coupled with a growing demand for both local and international talent, has created a highly competitive job market, making it more critical than ever for employers to adopt effective and innovative methods for sourcing, hiring, and retaining top talent.

However, finding and hiring employees in Vietnam in 2025 comes with its own set of challenges.

Employers must navigate complex labor laws, adapt to a rapidly changing technological landscape, and build a recruitment strategy that aligns with the evolving expectations of the Vietnamese workforce.

Cultural differences, despite Vietnam’s increasingly global outlook, can also present barriers to effective communication and integration within a team.

Therefore, understanding the local recruitment landscape—how to find candidates, how to assess them, and how to keep them engaged—is crucial for businesses aiming for long-term success in the region.

In this blog, we will explore the most effective strategies for finding and hiring employees in Vietnam in 2025.

From understanding the job market to leveraging recruitment platforms, navigating legal compliance, and understanding the cultural expectations of Vietnamese employees, we will guide you through each step of the hiring process.

Whether you are a multinational corporation or a small business planning to expand into Vietnam, this comprehensive guide will provide you with the insights you need to build a strong and competitive workforce in one of Southeast Asia’s fastest-growing economies.

With a focus on practical tips, local insights, and the latest trends, this blog will ensure that you have all the information you need to make informed decisions when hiring employees in Vietnam in 2025. Let’s dive into how you can effectively find and hire the best talent this emerging market has to offer.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of How to Find and Hire Employees in Vietnam in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.

Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.

How to Find and Hire Employees in Vietnam in 2025

Why Vietnam is an Attractive Destination for Talent
Steps to Find and Hire Employees in Vietnam in 2025
Legal and Compliance Considerations When Hiring in Vietnam
Interview and Selection Process in Vietnam
Onboarding and Retaining Employees in Vietnam
Cultural Considerations in Hiring Employees in Vietnam
Top Challenges in Hiring Employees in Vietnam (And How to Overcome Them)

1. Why Vietnam is an Attractive Destination for Talent

Vietnam has rapidly emerged as one of Southeast Asia’s most attractive destinations for talent, driven by a combination of its strong economic performance, a growing and young workforce, competitive labor costs, and increasing educational standards. In 2025, the country continues to be a key player in the global job market, offering a wealth of opportunities for both local and international companies to hire highly skilled professionals. This section explores the reasons why Vietnam stands out as an ideal place to source talent, offering key advantages for businesses seeking to expand or establish their presence in the region.

1. Strong Economic Growth and Workforce Demand

Rapid Economic Growth: Vietnam’s GDP growth has consistently outpaced many other countries in the region, with the economy growing at an average rate of over 6% in recent years. This robust economic growth fuels an increasing demand for skilled workers across various industries, especially in technology, manufacturing, and services.
Growing Middle Class: The expanding middle class is contributing to a higher demand for goods and services, driving the need for skilled employees in areas such as retail, logistics, healthcare, and consumer goods.
Key Examples:
- Vietnam is a top destination for tech outsourcing, with companies like Samsung, Intel, and LG investing heavily in their operations. The need for highly qualified engineers and IT professionals continues to rise.
- The financial services sector has seen significant expansion, with global banks like HSBC and Citigroup increasing their presence, creating more demand for skilled financial analysts, risk managers, and digital marketers.

2. Young, Educated, and Tech-Savvy Workforce

Youthful Demographics: Over 50% of Vietnam’s population is under the age of 35, making it one of the youngest populations in Southeast Asia. This provides companies with a vibrant and energetic talent pool eager to contribute to the growing economy.
Improved Education System: Vietnam has made significant strides in improving its education system, particularly in STEM (Science, Technology, Engineering, and Mathematics). The government has invested in upgrading educational facilities, and many universities now offer high-quality degrees in engineering, computer science, and business administration.
Tech-Savvy Talent: The increasing access to technology and the internet has led to a highly digital-savvy population. Young professionals are not only proficient in emerging technologies but are also eager to work in the tech, e-commerce, and digital marketing sectors.
Key Example:
- Hanoi and Ho Chi Minh City are now home to a thriving tech startup ecosystem, with many young entrepreneurs and software developers creating innovative solutions in areas like AI, blockchain, and fintech. The growing number of tech graduates in these cities makes them an attractive choice for tech companies looking to hire skilled professionals.

3. Competitive Labor Costs

Lower Labor Costs Compared to Other Asian Markets: Labor costs in Vietnam remain significantly lower than in neighboring countries like China, Singapore, or Japan. This makes it an attractive destination for companies looking to optimize costs while still accessing highly skilled talent.
High Return on Investment: International businesses can benefit from lower wages while maintaining high standards of productivity and quality. This is particularly advantageous for companies in labor-intensive industries like manufacturing and electronics.
Key Example:
- Global companies like Nike and Adidas have long established production facilities in Vietnam, taking advantage of the country’s cost-effective labor force. In 2025, Vietnam remains a top destination for global companies looking to outsource labor while maintaining efficiency.

4. Strategic Location and Access to ASEAN Market

Geopolitical Advantage: Vietnam’s location in the heart of Southeast Asia provides access to the ASEAN Economic Community (AEC), which includes over 600 million people. This geographical advantage allows companies to tap into a large consumer base while leveraging Vietnam’s proximity to key markets like China, Thailand, and Indonesia.
Trade Agreements and Investment Incentives: Vietnam is part of multiple Free Trade Agreements (FTAs) such as the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP) and the EU-Vietnam Free Trade Agreement (EVFTA). These agreements offer reduced tariffs and incentives for foreign companies investing in the country, making it an even more attractive destination for hiring talent.
Key Example:
- Vietnam’s strategic location has attracted significant foreign direct investment (FDI) from major global corporations such as Samsung, Bosch, and Panasonic. This in turn has driven the demand for highly skilled workers in industries ranging from electronics and automotive manufacturing to logistics and R&D.

5. Increasing Focus on Innovation and Entrepreneurship

Supportive Ecosystem for Startups: Vietnam is rapidly becoming a hotspot for entrepreneurship, with a growing number of tech startups, incubators, and accelerators emerging across the country. Cities like Ho Chi Minh City and Hanoi are particularly known for their innovation hubs, making it a prime destination for talented professionals with a passion for innovation.
Government Initiatives: The Vietnamese government has introduced various policies to promote entrepreneurship, including tax incentives for startups, access to government-backed financing, and fostering a favorable regulatory environment for new businesses. This is creating more opportunities for young professionals to engage in entrepreneurial ventures and join the startup ecosystem.
Key Example:
- Companies like MoMo, a mobile wallet and payment app, and Sendo, an e-commerce platform, are prime examples of successful Vietnamese startups that have attracted global attention and investment, driving the demand for a skilled, innovative workforce in technology and business operations.

6. High English Proficiency and Cultural Openness

Rising English Proficiency: English proficiency in Vietnam has improved significantly over the past decade, particularly in urban areas like Hanoi and Ho Chi Minh City. Many universities offer courses in English, and Vietnamese professionals are increasingly fluent in international business languages, making it easier for foreign companies to communicate and collaborate.
Cultural Openness: While Vietnam maintains strong cultural traditions, it is increasingly open to global ideas, technology, and business practices. This cultural adaptability makes it easier for foreign companies to integrate their teams and operations within the country.
Key Example:
- Major global companies such as Microsoft and IBM have successfully established teams in Vietnam, benefiting from the country’s rising English proficiency and the ability to seamlessly integrate into international business environments.

7. Government Support for Talent Development

Educational Reforms and Workforce Development: The Vietnamese government has placed significant emphasis on developing its workforce to meet the demands of the modern economy. The introduction of programs aimed at enhancing technical skills, digital literacy, and management training ensures a steady supply of qualified talent across various sectors.
Public-Private Partnerships: The government has collaborated with multinational corporations, educational institutions, and international organizations to provide training programs and internships that help bridge the skills gap and prepare students for the job market.
Key Example:
- In recent years, partnerships between international companies like Intel and local universities have created specialized training programs, ensuring a constant supply of skilled engineers and technicians to meet the demands of the electronics and tech industries.

In summary, Vietnam’s growing economy, youthful and educated workforce, competitive labor costs, and strategic location make it an ideal destination for businesses looking to hire top talent in 2025. Whether for tech, manufacturing, or innovation-driven industries, Vietnam offers a wealth of opportunities for companies to build high-performing teams that can drive growth and success in the Southeast Asian market.

2. Steps to Find and Hire Employees in Vietnam in 2025

Hiring in Vietnam in 2025 offers businesses access to a dynamic and skilled workforce, but the process requires careful planning and an understanding of the local market, legal frameworks, and recruitment strategies. The steps to find and hire employees in Vietnam involve researching the talent pool, using local recruitment methods, complying with labor laws, and effectively engaging with potential hires. Below is a detailed guide to help you navigate the hiring process in Vietnam.

1. Researching the Talent Pool in Vietnam

Understand the Industry-Specific Talent Landscape: The demand for employees varies depending on the industry. While tech and manufacturing sectors often require engineers, software developers, and skilled technicians, sectors like hospitality and retail may have a greater need for customer service and sales professionals.
Leverage Local Job Portals: Vietnam’s online job portals are widely used by both employers and job seekers. Popular platforms include:
- VietnamWorks: One of the leading job search websites in Vietnam, offering a wide range of professional job listings across industries.
- TopCV: A platform that allows companies to post jobs and also view pre-screened resumes of candidates in Vietnam.
Collaborate with Educational Institutions: Partnering with universities and vocational schools is a great way to access fresh graduates with up-to-date knowledge and skills. Top universities such as the University of Danang and Hanoi University of Science and Technology often work with businesses to connect students with job opportunities.
Use Industry-Specific Recruiting: Some industries have specialized recruitment platforms or job fairs. For example, tech companies can use IT Jobs Vietnam to target software developers or engineers specifically.

2. Partnering with Recruitment Agencies

Why Work with Local Agencies?: Partnering with local recruitment agencies offers businesses a valuable advantage, as these agencies have a deep understanding of the local labor market, trends, and legal requirements.
Benefits of Using Agencies:
- Access to Pre-Screened Candidates: Agencies often have a database of pre-screened candidates with the right skills, reducing the time spent on searching and vetting resumes.
- Expert Knowledge on Market Trends: They can provide valuable insights into salary expectations, industry demand, and the availability of talent, ensuring your hiring strategy is competitive.
- Time and Cost Efficiency: Outsourcing recruitment tasks to an agency can save time and resources, especially when looking to hire large numbers of employees or highly specialized roles.
Top Recruitment Agencies in Vietnam:
- Navigos Group: One of the largest and most trusted recruitment agencies in Vietnam, specializing in professional-level staffing across multiple sectors.
- HR Vietnam: Focuses on both local and foreign talent acquisition and offers services like headhunting and staff outsourcing.

3. Utilize Social Media and Professional Networks

LinkedIn: LinkedIn is widely used in Vietnam by professionals, particularly in tech, finance, and business sectors. By posting jobs, searching candidate profiles, and joining industry groups, employers can directly reach qualified candidates.
Facebook: Facebook groups related to job postings and career opportunities in Vietnam are widely used, particularly by younger job seekers. Companies can post job openings or participate in discussions to engage with potential candidates.
Vietnamese Platforms:
- Zalo: A messaging app popular in Vietnam that also includes job-related groups and communities. Companies can leverage Zalo for recruitment by joining job-related groups or posting openings.
Employer Branding: Social media platforms offer a unique opportunity to showcase your company’s culture and values, which can attract top talent. Sharing employee testimonials, work-life balance stories, and team-building activities can appeal to candidates looking for an ideal work environment.

4. Legal and Compliance Considerations When Hiring in Vietnam

Understand Labor Laws: Employers must comply with Vietnam’s strict labor laws, which govern aspects such as working hours, overtime pay, social insurance contributions, and employee contracts.
- Labor Contracts: It is mandatory to sign a labor contract with employees, which should clearly outline job responsibilities, remuneration, and working conditions.
- Probation Period: Employees are generally subject to a probation period of 2 months, during which either party can terminate the contract with minimal notice.
- Social Insurance Contributions: Employers are required to contribute to the Vietnam Social Insurance Fund, which covers health insurance, pension, and other social welfare benefits for employees.
Work Permits for Foreign Employees: If hiring expatriates, companies must ensure that employees have the proper work permits and visas. Vietnam requires foreign workers to hold a work permit, and companies must navigate specific documentation and processing timeframes.
- Key Example: Foreign employees in Vietnam often need to undergo health checks and submit police background checks to apply for a work permit. This process can take several weeks, so planning ahead is essential.

5. Structuring the Interview and Selection Process

Multi-Stage Interviews: A typical interview process in Vietnam may involve multiple stages:
- Phone or Video Interview: The first round is usually a phone or video interview, allowing both parties to discuss general qualifications and expectations.
- In-Person Interviews: In the second round, candidates are invited for face-to-face interviews, where employers assess soft skills, cultural fit, and professional experience.
- Technical Assessments: For positions requiring specialized knowledge, such as software development or engineering roles, technical assessments or skills testing is common.
Cultural Fit and Language Skills: During interviews, employers must assess not only technical skills but also how well candidates fit within the organizational culture and their ability to communicate in both Vietnamese and English (if required).
- Key Example: Companies hiring for customer-facing roles in Vietnam may place significant emphasis on strong communication skills in both Vietnamese and English, as this can be a deciding factor in the hiring process.

6. Onboarding and Retaining Employees in Vietnam

Efficient Onboarding Process: Once the hiring decision is made, an effective onboarding process is essential for long-term retention.
- Introduce Company Culture: Ensure new hires understand the company’s values, mission, and work culture. In Vietnam, relationships and social integration play a crucial role in workplace success.
- Clear Role Definition: Provide clarity on job responsibilities, expectations, and performance goals to ensure alignment from day one.
Offer Competitive Benefits and Growth Opportunities:
- Salary and Benefits: Competitive salaries, healthcare benefits, and social insurance contributions are important for attracting top talent in Vietnam. Many companies offer additional perks such as bonuses and paid leave.
- Career Growth: Vietnam’s workforce places a high value on career advancement opportunities. Offering professional development programs or training sessions can increase employee satisfaction and retention.

7. Consider Outsourcing Recruitment for Specific Roles

Outsource for Hard-to-Fill Roles: For certain hard-to-fill positions such as senior executives or highly specialized technical roles, outsourcing recruitment to global headhunters or niche agencies can be an effective strategy.
Global Talent Pool: In some cases, companies may choose to tap into the global talent pool for highly specialized roles where local expertise is limited, especially in areas like AI, blockchain, or niche IT positions.
- Key Example: A tech startup based in Ho Chi Minh City may choose to hire an overseas consultant for a senior software engineering position while simultaneously hiring local developers for their core team.

Conclusion

Finding and hiring employees in Vietnam in 2025 requires a well-structured approach that integrates local recruitment strategies, legal compliance, and cultural awareness. By researching the talent pool, partnering with recruitment agencies, utilizing social media and job boards, ensuring legal compliance, and focusing on onboarding and retention, businesses can successfully build a skilled and motivated workforce in one of Southeast Asia’s most promising markets. Adapting your hiring process to the unique characteristics of the Vietnamese job market will not only help you attract top talent but also set your business up for long-term success in the region.

3. Legal and Compliance Considerations When Hiring in Vietnam

Navigating the legal and compliance landscape in Vietnam is a critical aspect of hiring employees in the country. Vietnam has a well-defined labor law framework that employers must adhere to when hiring, managing, and terminating employees. Ensuring compliance not only helps avoid legal disputes but also fosters a good relationship with employees, making it an essential part of any recruitment process. Below is an in-depth guide to the legal considerations businesses must understand when hiring employees in Vietnam in 2025.

1. Labor Contracts

Types of Contracts:
- Indefinite-Term Contracts: These contracts are the most common and involve a long-term employment relationship without an end date.
- Fixed-Term Contracts: These are typically used for temporary roles, such as project-based positions, and must not exceed 36 months.
- Probation Contracts: Employees may be hired on a probationary basis for a period of up to two months, during which either party can terminate the contract without significant legal consequences.
Written Contracts:
- It is mandatory to have a written labor contract with all employees. This contract should clearly define:
  - Job responsibilities
  - Working conditions (hours, salary, etc.)
  - Duration (if applicable)
  - Termination procedures
- Key Example: If a company hires a software developer on a fixed-term contract for a project, the contract must specify the project duration, payment terms, and possible extensions if needed.

2. Probationary Period

Length of Probation:
- The probation period cannot exceed two months for non-managerial employees and may be up to 60 days for managerial positions.
Termination During Probation:
- Either party can terminate the contract during the probation period with minimal notice or compensation.
- Notice Period: A minimum notice period of three days is required for employees under probation.
Legal Protection During Probation:
- Despite being in the probation period, employees are entitled to rights under the labor code, such as working hours, breaks, and safety standards.
- Key Example: A company in Vietnam hires a new marketing manager on probation for two months. During this time, they are entitled to their agreed salary and benefits, and the company can terminate if the performance does not meet expectations.

3. Minimum Wage and Salary Regulations

Minimum Wage Requirements:
- Vietnam has a system of regional minimum wages, which differ by geographic location. The minimum wage is set by the government and is regularly updated. As of 2025, the minimum wage varies between VND 4.42 million and VND 5.98 million per month, depending on the region.
- Employers must ensure that salaries meet or exceed the legal minimum wage for the specific region.
Salary Payments:
- Employers are required to pay employees on a monthly basis, at a minimum.
- If the employer is unable to pay on the due date, they must inform employees and provide a valid explanation.
Overtime Pay:
- Overtime is compensated at a rate higher than regular working hours:
  - 150% of the hourly wage for overtime during regular working hours.
  - 200% for overtime on weekends.
  - 300% for overtime on public holidays.
- Key Example: If an employee works overtime on a public holiday, they must be paid three times their standard hourly wage for that work.

4. Social Insurance, Health Insurance, and Unemployment Insurance

Social Insurance Contributions:
- Employers are required to contribute to the Social Insurance Fund, which covers pensions, health insurance, and work-related injuries.
- Contribution Rates: As of 2025, the employer’s contribution rate for social insurance is around 17.5% of the employee’s monthly salary, while the employee contributes 10.5%.
- Work-Related Injury Insurance: Employers must contribute to the Work-Related Injury Insurance Fund, which covers employees in case of job-related accidents.
Health Insurance:
- Employers are required to contribute 3% of an employee’s salary to the health insurance fund. This ensures that employees have access to medical care through the national health system.
Unemployment Insurance:
- Both employers and employees contribute to unemployment insurance, which offers financial assistance to workers in the event of job loss.
- Employer’s Contribution: The employer contributes 1% of the employee’s salary to this fund.
Key Example: A company with 50 employees must make regular contributions to these funds, ensuring that all employees have health coverage, retirement benefits, and protection against unemployment.

5. Work Permits and Visa Requirements for Foreign Workers

Work Permit Necessity:
- Foreign employees must hold a valid work permit to legally work in Vietnam. Work permits are required for expatriates in positions where local talent is unavailable or insufficient.
Eligibility for Work Permits:
- Foreign workers must meet certain qualifications, including professional experience and relevant education.
- Employers must prove that no suitable Vietnamese candidate is available for the position.
Work Permit Application Process:
- The process involves submitting the required documents, including:
  - The employee’s health check certificate
  - Police background check from their home country
  - Evidence of qualifications and work experience
- Work permits are typically valid for up to two years and must be renewed.
Key Example: A software company in Hanoi hires a foreign software engineer. To comply with the law, they submit the necessary documents to the Department of Labor to obtain a work permit for the engineer.

6. Termination and Severance Pay

Legal Grounds for Termination:
- Vietnam’s labor law provides clear guidelines for the lawful termination of an employee’s contract, which must be based on valid reasons such as poor performance, company downsizing, or breach of contract.
- Notice Period: Employees who are terminated are entitled to a notice period, usually at least 30 days.
- Severance Pay: Employees who have worked for at least 12 months are entitled to severance pay equal to half a month’s salary for each year of service.
Disciplinary Actions:
- Employers must adhere to a strict disciplinary procedure, which includes written warnings before taking any drastic action like termination.
- Key Example: A company terminates an employee after several warnings for repeated lateness, in accordance with the proper procedures.

7. Workplace Safety and Health Regulations

Employer’s Responsibility for Safety:
- Employers must provide a safe working environment for all employees and comply with regulations set by the Vietnam Ministry of Health and Vietnam Ministry of Labor, Invalids, and Social Affairs.
- Workplace Safety Training: Employees must receive safety training relevant to their roles, especially in high-risk sectors such as construction, manufacturing, and chemicals.
Health Standards:
- Employers must ensure that the workplace is clean, safe, and provides adequate ventilation, lighting, and emergency exits.
Key Example: A manufacturing company in Vietnam must provide employees with personal protective equipment (PPE) and ensure that safety protocols are followed to comply with occupational health standards.

8. Dispute Resolution and Employee Rights

Labor Dispute Resolution:
- Labor disputes in Vietnam are generally resolved through mediation by the local labor authorities, who act as intermediaries between employers and employees.
- If a dispute cannot be resolved through mediation, it may be taken to court.
Employee Rights:
- Employees in Vietnam are entitled to certain basic rights, including:
  - Paid annual leave (at least 12 days per year)
  - Sick leave with a doctor’s certificate
  - Maternity leave (from 4 months up to 6 months depending on the situation)
Key Example: If an employee files a complaint for unpaid overtime, the company may need to engage with the labor authorities to resolve the issue according to Vietnam’s dispute resolution process.

Conclusion

Legal and compliance considerations are essential when hiring employees in Vietnam. Understanding labor contracts, social insurance, work permits, and termination procedures ensures that businesses remain compliant with the law while protecting employee rights. Additionally, navigating workplace safety, dispute resolution, and offering fair pay and benefits strengthens your company’s reputation as a responsible employer. By adhering to these regulations, businesses can foster a positive and legal working environment, avoid costly mistakes, and attract top talent in the competitive Vietnamese job market.

4. Interview and Selection Process in Vietnam

The interview and selection process in Vietnam plays a pivotal role in determining the quality of candidates hired and ensuring compliance with local labor laws. Whether hiring local talent or foreign nationals, it is essential to adhere to industry standards and cultural expectations during recruitment. Understanding the various stages of the hiring process, from initial screening to final selection, will help employers effectively navigate the Vietnamese job market. Below is a comprehensive guide to the interview and selection process in Vietnam.

1. Job Advertisement and Candidate Sourcing

Advertising the Job:
- Local Job Boards: Popular local platforms like VietnamWorks and MyWork are frequently used by companies to advertise open positions, especially in major cities like Hanoi and Ho Chi Minh City.
- Social Media: Platforms like LinkedIn and Facebook are often leveraged by employers to reach a broader audience, especially for positions requiring higher-level skills.
- Company Website: Posting job openings on the company’s official website ensures the role reaches candidates who are already interested in the company culture and values.
Targeting Specific Groups:
- University Graduates: Vietnam has a highly educated workforce, with a growing number of university graduates every year. Companies may collaborate with universities to offer internships or post job openings in their career services.
- Specialized Recruitment Agencies: Agencies like 9cv9 specialize in matching candidates with roles in specific industries, such as IT, engineering, and finance.
- Key Example: A multinational company looking to hire an IT expert might post its vacancy on VietnamWorks while also reaching out to a specialized IT recruitment agency to ensure they attract candidates with the right technical expertise.

2. Initial Screening of Candidates

Resume Review:
- Employers typically review CVs to assess a candidate’s educational background, professional experience, and skills.
- Resume Format: In Vietnam, resumes (CVs) usually follow a standard format and often include personal information such as marital status and age, which is common in Southeast Asia. Employers should be aware of these regional norms while maintaining focus on qualifications.
Telephone Screening:
- A phone interview is often the first step in filtering candidates. This provides an initial gauge of communication skills, language proficiency (in Vietnamese or English), and overall fit for the role.
- Key Example: A candidate with five years of experience in sales might be asked about their previous roles, familiarity with the company’s products, and reasons for applying, all during a short phone call to filter out unqualified candidates.

3. The Interview Process

In-Person Interviews:
- Interviews in Vietnam are usually conducted in-person, especially for senior roles, to assess the candidate’s presentation, demeanor, and cultural fit.
- Key Example: For an executive role in a Ho Chi Minh City-based company, the interview panel may consist of key stakeholders, such as the HR director, department head, and direct supervisor.
Panel Interviews:
- Many companies use panel interviews for more senior or technical roles. The panel typically includes HR personnel, the hiring manager, and possibly other team members who will be directly working with the candidate.
- Behavioral Questions: Employers often use behavioral interview techniques, asking candidates to describe past experiences that demonstrate their skills and problem-solving abilities.
- Key Example: A candidate applying for a managerial position in a manufacturing company might be asked, “Can you describe a situation where you successfully led a team to solve a major operational issue?”
Virtual Interviews:
- With the rise of remote work, virtual interviews have gained popularity, especially for international applicants or for initial screenings. Employers often use video conferencing platforms like Zoom or Microsoft Teams.
- Key Example: A software development company may choose to conduct a virtual interview with a foreign candidate to assess their coding skills and communication abilities before inviting them for an in-person interview.

4. Skills Testing and Technical Assessment

Assessing Technical Skills:
- For roles requiring specialized skills (e.g., IT, engineering, marketing), employers may conduct technical assessments, such as coding tests, problem-solving exercises, or design challenges.
- Online Assessments: Many companies use online platforms like Codility or HackerRank to evaluate candidates’ technical capabilities before proceeding to the interview stage.
- Key Example: A company hiring a software developer might ask the candidate to complete a coding test to assess their proficiency in specific programming languages such as Python, Java, or JavaScript.
Role-Specific Assignments:
- Some companies provide practical assignments related to the job to assess a candidate’s real-world application of skills.
- Key Example: A marketing agency may ask a candidate for a social media strategy proposal or a case study presentation to evaluate their ability to handle real-world scenarios.

5. Cultural Fit and Soft Skills Assessment

Cultural Fit:
- Companies in Vietnam highly value candidates who align with their organizational culture. Understanding the candidate’s ability to integrate into the team and respect local customs and traditions is crucial.
- Key Example: During interviews, candidates may be asked questions that help assess their alignment with company values. For instance, “How do you handle conflicts in a team?” or “How would you contribute to our company culture?”
Soft Skills Evaluation:
- In addition to technical skills, employers in Vietnam place significant emphasis on soft skills such as communication, teamwork, and problem-solving abilities.
- Key Example: For a customer-facing role, a candidate might be asked how they would handle a dissatisfied client or manage a high-stress situation.

6. Final Selection and Offer

Evaluating Candidates:
- After completing the interview process and assessing technical and soft skills, employers compare candidates against the job description and team requirements to identify the best fit.
- Key Example: A hiring manager might rank candidates based on their experience, technical skills, and cultural fit with the company, ultimately selecting the candidate who best aligns with the role’s needs.
Making the Offer:
- Once a candidate is selected, a formal job offer is extended. This offer typically includes:
  - Salary and benefits package
  - Job title and responsibilities
  - Working hours and location
  - Any additional incentives or bonuses (e.g., performance bonuses, relocation packages)
Offer Negotiation:
- In some cases, the candidate may negotiate the terms of the offer. Common negotiation points include salary, vacation days, and remote work flexibility.
- Key Example: A candidate with prior experience in a similar role might request a higher salary than initially offered. Employers need to be prepared for such negotiations to ensure they secure top talent without exceeding their budget.

7. Onboarding and Integration

Onboarding Process:
- The onboarding process in Vietnam generally involves introducing the new hire to the company’s culture, team members, and specific job functions.
- Key Example: For a multinational company, the onboarding process might involve training sessions on company policies, introductions to team members from different departments, and discussions on performance expectations.
Compliance and Documentation:
- Employers must ensure that all necessary legal documents are completed during the onboarding process, including labor contracts, insurance forms, and tax documentation.
Key Example: For local hires, the employer must complete the necessary paperwork for social insurance and tax registration. For foreign hires, obtaining work permits and relevant visas is a critical part of the onboarding process.

Conclusion

The interview and selection process in Vietnam involves multiple stages, from sourcing candidates to evaluating their technical and cultural fit within the company. Companies must carefully plan and execute each step to ensure they identify the best talent while adhering to local regulations and cultural expectations. By understanding the nuances of the Vietnamese recruitment landscape, businesses can hire top-notch employees who contribute positively to their growth and success in the region.

5. Onboarding and Retaining Employees in Vietnam

Effective onboarding and retention strategies are essential for ensuring employee satisfaction, engagement, and long-term success in Vietnam. The competitive labor market in Vietnam, particularly in industries like technology, manufacturing, and finance, demands that businesses not only hire the right talent but also foster a work environment that encourages growth and loyalty. This section provides an in-depth look at the best practices for onboarding new employees and retaining top talent in Vietnam, along with relevant examples of companies that have successfully implemented these strategies.

1. Onboarding Process in Vietnam

A smooth onboarding process sets the tone for a new hire’s experience and can have a significant impact on their long-term engagement and job satisfaction. In Vietnam, onboarding is not just about introducing employees to their roles, but also about aligning them with the company culture and values.

a) Pre-Onboarding Preparation

Preparing Workstation and Tools: Before the employee’s first day, ensure that their workstation is ready, including necessary tools such as computers, software, and office supplies.
- Example: A tech company in Ho Chi Minh City might ensure a developer’s laptop is pre-configured with coding environments, access to project management tools, and a company email.
Communication of Expectations: Clearly outline job expectations, role responsibilities, and goals prior to the employee’s start date.
- Key Example: A multinational company might send a welcome email with a comprehensive schedule for the first week, including key meetings and introductions.

b) Orientation Day

Introduction to the Company Culture: Vietnamese employees value a sense of belonging and alignment with company values. Organize an orientation session to introduce the company’s mission, vision, and values.
- Example: A hospitality company may organize an interactive session where employees learn about the company’s history, vision for the future, and key achievements, creating a strong emotional connection.
Meeting Key Teams and Departments: Introduce the new hire to their immediate team, as well as other key departments they will interact with. This fosters collaboration and a sense of community.
- Key Example: A finance company may have the HR team, finance department, and IT support introduce themselves, ensuring the new employee feels part of the broader team.
Explanation of Benefits and Policies: Provide a thorough overview of employee benefits, policies, and HR processes, including leave entitlements, health benefits, and work schedules.
- Example: An HR representative might walk new hires through the Vietnamese labor laws that impact their contract, social insurance, and tax deductions.

c) Training and Development

Job-Specific Training: Offer detailed training on specific job responsibilities. This could involve shadowing colleagues, role-playing scenarios, or online training programs.
- Key Example: In a digital marketing company, the new hire may receive training on the company’s analytics tools, SEO strategies, and content management systems.
Cultural Sensitivity and Local Practices: Especially for foreign employees, provide guidance on local business etiquette, communication styles, and cultural norms in Vietnam.
- Example: A foreign manager at a software development firm might be given a guide on Vietnamese communication styles, which emphasize respect and humility, helping them navigate hierarchical structures.

2. Retaining Employees in Vietnam

Employee retention in Vietnam has become increasingly critical, especially as the economy grows and industries face competitive talent shortages. By focusing on engagement, career development, and work-life balance, businesses can retain top talent for longer periods.

a) Competitive Compensation and Benefits

Market-Competitive Salaries: Regularly review and adjust salaries to ensure they are competitive with industry standards in Vietnam.
- Example: A high-tech company in Hanoi may increase its salaries by 10% annually to retain top-tier engineers who could be easily poached by competitors.
Performance-Based Incentives: Offer performance-based bonuses and rewards, which can motivate employees to work towards company goals.
- Key Example: A large logistics company might offer quarterly bonuses tied to individual or team performance, aligning employees’ goals with the company’s success.
Health and Wellbeing Benefits: Health insurance and wellness programs are highly valued by employees in Vietnam. Ensure that these benefits are well-communicated and easy to access.
- Example: Companies in Vietnam, like VNG Corporation, offer healthcare benefits and wellness programs, including gym memberships, helping employees stay healthy and satisfied.

b) Professional Development and Career Advancement

Training and Upskilling: Invest in continuous learning opportunities for employees, as professional development is a key factor in retaining top talent.
- Key Example: A leading consulting firm in Vietnam offers its employees opportunities to attend international conferences, webinars, and in-house training to enhance their skills.
Clear Career Pathways: Create well-defined career development plans to demonstrate to employees that they can grow within the company.
- Example: A growing e-commerce company in Ho Chi Minh City offers clear progression paths, such as junior marketing assistants becoming marketing managers after meeting performance targets, keeping employees motivated to stay longer.

c) Work-Life Balance and Flexible Work Policies

Flexibility in Work Hours and Remote Work: Many employees in Vietnam value a good work-life balance, which may include flexible hours or the option to work remotely.
- Example: A software development company in Hanoi allows employees to work from home two days a week, giving them the flexibility to balance work and family life.
Paid Time Off (PTO): Offer generous paid leave policies, including vacation days, sick leave, and public holidays.
- Key Example: A multinational corporation provides additional annual leave days to employees who meet their performance goals, ensuring a high level of satisfaction and reducing burnout.

d) Employee Engagement and Company Culture

Fostering Open Communication: Establish an environment where employees feel their voices are heard, and their feedback is valued. Regular one-on-one meetings with managers can improve engagement.
- Key Example: A Vietnamese startup company holds weekly “town hall” meetings where employees can ask leadership questions and suggest new ideas.
Employee Recognition Programs: Recognize and reward outstanding performance with awards or public recognition. This can increase motivation and loyalty.
- Example: A retail chain in Vietnam runs a “Employee of the Month” program, where top performers are celebrated with bonuses and public acknowledgment, boosting morale and employee engagement.
Team Building Activities: Organize company-wide events, team outings, and social gatherings to promote camaraderie and strengthen team bonds.
- Key Example: A hospitality company in Hanoi arranges quarterly team-building retreats for employees, fostering stronger interdepartmental relationships and promoting a sense of belonging.

e) Employee Wellness Programs

Physical and Mental Health Support: Provide resources and support for both physical and mental well-being. Access to counseling services or fitness programs can help employees manage stress.
- Example: A large retail chain in Vietnam offers access to mental health support via hotlines and fitness programs, showing a commitment to employees’ overall well-being.
Workplace Environment: Create a safe and comfortable work environment with ergonomic furniture, a clean office space, and areas for relaxation.
- Key Example: A leading tech company in Ho Chi Minh City designed their office to include quiet spaces and a dedicated relaxation room, helping employees unwind and improve productivity.

3. Managing Employee Expectations and Expectations of Employers

a) Clear Expectations from Day One

Setting Clear Expectations: From the start, ensure that employees know what is expected of them in terms of performance, behavior, and outcomes.
- Example: A banking institution in Hanoi ensures that all new hires understand their KPIs and performance expectations during the onboarding process, helping them set clear goals from the outset.
Regular Feedback: Offer constructive feedback during the probation period to guide employees toward achieving the company’s standards.
- Key Example: A multinational pharmaceutical company provides regular performance reviews during the first six months, ensuring employees have the support and direction they need.

b) Transparency in Leadership and Communication

Open Leadership: Ensure leaders and managers maintain transparency in decision-making and communicate effectively with all employees.
- Example: A Vietnamese conglomerate conducts quarterly strategy meetings where senior leaders share the company’s financial performance and future plans, fostering trust and loyalty among employees.

Conclusion

Onboarding and retaining employees in Vietnam requires a strategic approach that combines effective training, competitive compensation, career development, and a supportive work environment. By offering comprehensive onboarding programs and prioritizing employee engagement and satisfaction, businesses can not only attract top talent but also retain them long-term. Understanding the cultural nuances and unique expectations of the Vietnamese workforce ensures that companies build loyal, committed teams who contribute to their success and growth in the competitive Vietnamese job market.

6. Cultural Considerations in Hiring Employees in Vietnam

Understanding the cultural landscape of Vietnam is crucial when hiring employees in the country. The unique social norms, work ethics, and business etiquette significantly influence how recruitment processes are perceived, how candidates interact with potential employers, and how relationships are built in the workplace. In this section, we explore the key cultural considerations that businesses should keep in mind when hiring employees in Vietnam in 2025, with relevant examples to ensure successful recruitment and integration of talent.

1. Respect for Hierarchical Structures

Vietnamese society is deeply hierarchical, and this cultural trait extends to the workplace as well. Employees typically show great respect for authority and seniority, and decision-making is often centralized.

a) Respect for Authority

Deference to Seniority: Employees tend to defer to senior leaders and managers, both in terms of respect and decision-making authority.
- Example: In a Vietnamese manufacturing company, lower-level staff rarely challenge the decisions of senior managers. Instead, they typically support decisions made by those in higher positions, which may influence the hiring process and employee expectations.
Titles and Formality: Using titles such as “Mr.” or “Ms.” followed by the person’s last name is essential in professional settings. This conveys respect for the individual’s position and social standing.
- Key Example: In a corporate meeting, a junior employee in Vietnam may refer to a senior manager as “Chị Linh” (Ms. Linh) or “Anh Minh” (Mr. Minh), acknowledging their respect for their role.

b) Decision-Making Process

Group Decision-Making: Decisions, especially important ones, are often made collectively by a group of senior leaders rather than by one individual. This collaborative approach aims to foster unity and consensus.
- Example: In a tech company, the final decision on hiring a senior developer may involve multiple team members, including HR, the department head, and senior engineers, rather than just one hiring manager.
Indirect Communication: Rather than openly disagreeing with others, employees may prefer to express differing opinions in private or through indirect means. This ensures harmony and avoids causing embarrassment or conflict.
- Key Example: During interviews, candidates may avoid confronting an interviewer directly about issues they disagree with, preferring to ask follow-up questions or seek clarification later.

2. Emphasis on Relationships and Trust

Building strong, trusting relationships is a cornerstone of Vietnamese business culture. Both professional relationships and personal connections play a crucial role in hiring, retention, and overall workplace dynamics.

a) The Role of Guanxi (Connections)

Importance of Personal Connections: In Vietnam, personal relationships and networks, known as “guanxi” (or “quan hệ”), can be just as important as professional qualifications. Knowing the right people can help candidates gain access to job opportunities.
- Example: A candidate may secure an interview or job offer through personal recommendations from a trusted colleague or relative, even if they do not have all the technical skills required for the role.
Building Trust Over Time: Employers in Vietnam may prioritize hiring candidates who can establish a rapport with current employees or leadership, believing that trust is key to long-term collaboration.
- Key Example: In many Vietnamese companies, a job applicant’s family connections or the endorsement of a trusted business partner might play a significant role in the hiring decision.

b) Importance of Face and Respect

Preserving “Face”: The concept of “face” (mặt) is central to Vietnamese culture. It represents one’s dignity and social reputation. When interviewing or managing employees, ensuring that individuals do not lose face is essential to maintaining respectful relationships.
- Example: During an interview, it would be inappropriate to directly criticize or confront a candidate. Instead, feedback is often given in a more diplomatic way to avoid causing the person to feel embarrassed or disrespected.
Maintaining Harmony: Conflict is generally avoided, and employees are expected to navigate disputes subtly. A hiring process that promotes harmony and avoids direct confrontation will be more successful.
- Key Example: If a candidate is not selected for a position, the rejection is often communicated in a way that focuses on the candidate’s strengths and potential future opportunities rather than pointing out their shortcomings.

3. Work Ethics and Attitudes Towards Employment

The work ethic in Vietnam is generally strong, with an emphasis on dedication, discipline, and job security. However, it is essential to understand the nuances of employee expectations, which may differ from Western approaches to work culture.

a) Value of Job Security

Long-Term Employment: Employees in Vietnam tend to value long-term employment and job security. The idea of “lifetime employment” is still prevalent in many industries.
- Example: In many traditional sectors like banking or manufacturing, employees often stay with the same company for decades, contributing to a strong sense of loyalty.
Career Progression: Employees are often motivated by clear career advancement opportunities within the company, and job stability is a significant driver in employee satisfaction.
- Key Example: A large Vietnamese retailer provides employees with a clear, structured pathway for promotions, which keeps them motivated to stay with the company long term.

b) Hard Work and Dedication

Commitment to Work: Vietnamese employees generally exhibit high levels of commitment and dedication to their jobs. They often work long hours, especially in high-demand industries like tech or finance.
- Example: Employees in the software development sector in Vietnam are known for working extra hours to meet project deadlines, as delivering results is highly valued.
Politeness and Modesty: Modesty is considered an essential trait in Vietnamese culture. Employees may not openly self-promote or boast about their achievements. It’s important to recognize employees’ contributions through formal channels to maintain respect.
- Key Example: A senior project manager in a construction company might not openly seek recognition for a project’s success but will appreciate being acknowledged in a team meeting or through formal recognition programs.

4. Gender Roles and Inclusivity

Vietnamese culture holds traditional views on gender roles, but these have been changing rapidly, especially in the workforce. Being mindful of these evolving roles is critical when hiring and managing employees in Vietnam.

a) Gender Equality in the Workplace

Progressive Changes: Vietnam has made significant strides toward gender equality in recent years, particularly in urban areas and industries such as technology and education.
- Example: Many tech startups in Ho Chi Minh City actively promote gender equality, encouraging female employees to take leadership roles in the workplace.
Balancing Traditional Expectations: While gender equality is promoted, traditional gender roles still influence work-life expectations, particularly for women in family-oriented roles.
- Key Example: In some cases, female employees may seek flexible work schedules to accommodate family responsibilities, a trend that employers should consider when designing policies.

b) Inclusive Hiring Practices

Promoting Diversity: Companies are increasingly adopting inclusive hiring practices, though they may be more common in larger, multinational companies operating in Vietnam.
- Example: A multinational company such as Microsoft has been instrumental in pushing forward diversity and inclusion initiatives in Vietnam, creating an environment where individuals from all backgrounds feel valued.
Discrimination Awareness: Discrimination based on ethnicity or background is less common in the workplace, but companies should still be aware of local sensitivities around regional accents or ethnic differences.
- Key Example: In hiring for retail or customer service roles, companies should focus on hiring candidates based on skills rather than regional origin to foster a truly inclusive work environment.

5. Language and Communication Styles

Understanding the communication style in Vietnam is essential for effective recruitment and building a harmonious work environment. Vietnamese communication is often indirect and hierarchical, which can impact the recruitment process.

a) Indirect Communication

Avoiding Direct Confrontation: Vietnamese candidates may not always express disagreement openly, preferring instead to give polite, non-confrontational answers.
- Example: During interviews, candidates may avoid directly saying “no” or disagreeing with a potential employer. Instead, they might use phrases like “I am not sure about that” or “Let me think about it,” indicating they need more time to consider the issue.
Listening is Key: Listening attentively and allowing candidates to express themselves is important, as it allows them to feel respected and understood.
- Key Example: In interviews, taking the time to listen patiently and asking follow-up questions demonstrates respect for the candidate’s opinions and helps build trust.

b) Role of the Vietnamese Language

Importance of Vietnamese Proficiency: While English is commonly spoken in multinational companies, proficiency in Vietnamese is often preferred, especially for roles that require direct interaction with local clients or teams.
- Example: A local marketing agency in Hanoi may prioritize hiring candidates who are fluent in Vietnamese to better communicate with the local customer base and effectively navigate regional cultural nuances.
Translation and Multilingual Teams: In global companies, having multilingual teams can be an advantage, with English often serving as the common business language.
- Key Example: Large tech firms in Ho Chi Minh City might rely on English for internal communication, but fluency in Vietnamese is still an advantage for client-facing roles.

Conclusion

Understanding the cultural considerations when hiring employees in Vietnam is essential for building a successful workforce. By respecting hierarchical structures, fostering trust, considering work ethics and gender roles, and adapting communication styles, businesses can build strong relationships with their Vietnamese employees. With this cultural understanding, companies can navigate recruitment challenges more effectively, leading to higher retention rates and better integration of talent into the company’s culture.

7. Top Challenges in Hiring Employees in Vietnam (And How to Overcome Them)

Hiring employees in Vietnam in 2025 presents unique challenges that employers must navigate to ensure they attract, hire, and retain top talent. From navigating the labor market dynamics to understanding legal complexities, these challenges require a strategic approach to overcome. In this section, we explore the top challenges in hiring employees in Vietnam and offer practical solutions to address these hurdles, ensuring a smooth hiring process and successful integration of talent.

1. Talent Shortage in Key Sectors

Vietnam is witnessing rapid economic growth, but this has led to an increased demand for skilled talent in certain industries, particularly in technology, manufacturing, and finance. The supply of skilled workers often falls short of demand, making recruitment highly competitive.

a) Shortage of Skilled Workers

Rising Demand for Tech Talent: As Vietnam’s tech industry booms, companies are struggling to fill specialized positions such as software engineers, data scientists, and IT managers.
- Example: Tech companies like FPT Software face intense competition for qualified developers and often resort to offering higher salaries or perks to attract talent.
Skilled Labor Gaps in Manufacturing: Vietnam’s manufacturing sector is expanding rapidly, but many workers lack the technical skills required to meet the growing demand for high-quality production.
- Key Example: In the automotive manufacturing sector, companies like Toyota Vietnam face challenges finding workers with advanced technical expertise, leading to increased costs for training new hires.

b) Solution: Invest in Training and Upskilling

On-the-Job Training Programs: To bridge the skills gap, companies can create or partner with training programs to upskill workers, particularly in high-demand industries like technology and engineering.
- Example: Samsung Vietnam has partnered with local universities to provide specialized training programs in electronics and manufacturing to prepare the workforce for more technical roles.
Internship and Apprenticeship Opportunities: Offering internships or apprenticeships can help companies cultivate a pool of skilled talent by providing hands-on experience and training.
- Key Example: Local startups like Tiki, an e-commerce platform, often run internship programs to train young tech talents who may eventually transition into full-time employees.

2. High Turnover Rates

Employee turnover is a significant challenge in Vietnam, particularly in sectors like retail, hospitality, and tech. The younger generation of workers, including millennials and Gen Z, often seek better opportunities and are quick to switch jobs for higher salaries, better benefits, or improved work-life balance.

a) Low Employee Loyalty

Frequent Job-Hopping: The tendency to job-hop among younger workers has become a common trend in Vietnam, especially in fast-growing industries like IT, sales, and marketing.
- Example: In the tech sector, skilled software developers are often recruited by multiple companies offering higher salaries and better career prospects, leading to a cycle of high turnover.
Limited Long-Term Commitment: Many employees in Vietnam seek opportunities for faster career advancement and are less likely to stay in a position for long if their professional growth is stagnant.
- Key Example: In retail, employees often leave their positions for roles in other sectors where they perceive better career prospects or benefits.

b) Solution: Build Strong Employee Engagement and Retention Programs

Offer Competitive Benefits: Providing attractive benefits such as healthcare, flexible working hours, and professional development opportunities can help retain employees and reduce turnover.
- Example: Companies like VNG Corporation, a leading internet company in Vietnam, offer employee wellness programs, work-life balance initiatives, and regular career development workshops to improve retention rates.
Create Career Development Paths: Companies that invest in their employees’ growth by offering clear career progression paths and leadership training are more likely to retain top talent.
- Key Example: Intel Vietnam provides internal training programs and leadership development initiatives, ensuring employees have opportunities for advancement within the company.

3. Complicated Labor Laws and Regulations

Vietnam’s labor laws are designed to protect employees, but these regulations can be complex and pose a challenge for foreign businesses unfamiliar with the local legal landscape. From labor contracts to employee benefits and termination procedures, the legal framework requires careful attention.

a) Understanding Labor Contracts and Benefits

Mandatory Labor Contracts: Vietnamese law mandates that all employees, whether full-time or temporary, must have a written labor contract. Understanding the various types of contracts (definite, indefinite, part-time) and the specific terms required can be daunting for employers.
- Example: A foreign company opening a branch in Vietnam may find it challenging to navigate the process of drafting labor contracts that comply with Vietnamese labor law.
Employee Benefits: Employers must also adhere to regulations regarding social insurance, health insurance, and annual leave, which can be time-consuming to manage, especially for larger companies.
- Key Example: A local employer in Ho Chi Minh City may be caught off guard by the obligation to pay into the employee’s social insurance fund, which is calculated as a percentage of their salary.

b) Solution: Partner with Local Legal Experts

Engage Legal Advisors: Hiring a local legal advisor or partnering with a Vietnamese law firm can help employers navigate labor laws and ensure compliance with all contractual and regulatory requirements.
- Example: A global company like PwC Vietnam employs local legal experts to assist international clients in complying with local labor regulations.
Use an Employer of Record (EOR): For businesses unfamiliar with the Vietnamese legal system, working with an Employer of Record can simplify employment contracts, benefits, and compliance by outsourcing these functions to a local expert.
- Key Example: Companies like Remote.com help foreign businesses hire employees in Vietnam while managing the legalities of employment contracts, social insurance, and taxes.

4. Language Barriers

Vietnamese is the official language of Vietnam, and while many professionals in urban areas and multinational companies speak English, language barriers can still pose challenges, particularly in customer-facing roles or when recruiting local talent.

a) Communication Difficulties

Vietnamese Fluency Requirements: While English is commonly used in business, it is still not universally spoken across all sectors, particularly in manufacturing and blue-collar jobs. This can make recruitment and onboarding processes difficult.
- Example: A foreign company operating in Vietnam may struggle to find qualified customer service representatives who are proficient in English but also fluent in Vietnamese for client interactions.
Cultural Differences in Communication: Vietnamese employees may communicate indirectly, which can sometimes lead to misunderstandings during the hiring process or within the workplace.
- Key Example: During an interview, a candidate may not directly challenge an interviewer’s question, even if they feel the question is inappropriate, leading to potential miscommunication.

b) Solution: Leverage Language Training and Translation Services

Offer Language Training: Companies can invest in language training for their employees, particularly if English fluency is required for certain roles. This investment improves communication and helps employees feel more confident in their work.
- Example: Multinational companies like Unilever offer English language training to their Vietnamese employees to facilitate smoother communication and greater collaboration across teams.
Utilize Bilingual Recruiters and Translators: Engaging bilingual recruitment specialists or hiring local HR professionals proficient in both Vietnamese and English can mitigate language barriers during the hiring process.
- Key Example: A company recruiting in Vietnam for high-level management roles may engage a bilingual recruitment agency to assist in screening and interviewing candidates, ensuring that language differences do not hinder the selection process.

5. Competitive Salary Expectations

Vietnam’s economy has experienced rapid growth, and with that, salary expectations among skilled workers have risen. Companies may face challenges in offering competitive salaries that align with local expectations while maintaining budgetary constraints.

a) Rising Salary Expectations

Increased Demand for Competitive Pay: As Vietnam’s workforce becomes more educated and skilled, particularly in urban areas, salary expectations for certain roles—especially in IT, finance, and management—are higher than before.
- Example: A software developer with five years of experience in Ho Chi Minh City may expect a salary significantly higher than the starting rate offered by many local companies.
Inflation and Cost of Living: Rapid inflation and rising living costs, particularly in cities like Hanoi and Ho Chi Minh City, are driving employees to demand higher wages to maintain their standard of living.
- Key Example: A marketing manager in Hanoi may seek an increased salary as living costs rise, which could challenge companies to balance competitive pay with profitability.

b) Solution: Conduct Salary Benchmarking

Market Research and Salary Surveys: Employers can conduct regular market research or partner with local recruitment agencies to assess salary benchmarks in their industry. This ensures that compensation packages are aligned with the market rate and employee expectations.
- Example: An international company entering the Vietnamese market may use salary surveys from agencies like Robert Walters to ensure their pay packages are competitive.
Non-Monetary Benefits: In addition to competitive salaries, companies can offer attractive non-monetary benefits, such as health insurance, career development programs, and work-life balance initiatives, to attract and retain top talent.
- Key Example: Microsoft Vietnam offers employees a range of non-monetary benefits, including flexible working hours, health and wellness programs, and the opportunity to work remotely, which helps attract top talent without solely relying on salary increases.

Conclusion

Hiring employees in Vietnam presents several challenges, including talent shortages, high turnover rates, legal complexities, language barriers, and rising salary expectations. However, by employing strategic solutions such as investing in training programs, partnering with legal advisors, using bilingual recruiters, conducting salary benchmarking, and offering competitive benefits, businesses can overcome these challenges effectively. With a well-rounded approach, companies can successfully navigate the Vietnamese labor market and build a skilled, loyal workforce that supports long-term growth.

Conclusion

As businesses look to expand in 2025, Vietnam remains a prime destination for talent acquisition, thanks to its dynamic economy, growing workforce, and increasingly competitive job market. However, hiring employees in Vietnam requires more than simply posting job listings; it involves a deep understanding of local talent pools, legal frameworks, cultural considerations, and the evolving job market trends. From attracting top-tier candidates to ensuring compliance with local regulations, every step in the hiring process demands careful planning and strategic execution.

Vietnam’s position as a leading Southeast Asian economy is set to grow even stronger in 2025, driven by its youthful workforce, expanding education system, and significant foreign investment. To successfully tap into this potential, companies must take a proactive approach to navigating both challenges and opportunities. This means identifying the right recruitment channels, understanding local salary expectations, and leveraging modern technologies to streamline the hiring process.

Key Takeaways for Employers in Vietnam

Understanding the Talent Market: The demand for skilled workers in sectors like technology, finance, and manufacturing continues to rise, but the supply of qualified candidates is often limited. Employers must invest in recruitment strategies that attract top talent while simultaneously addressing skill gaps through training and development programs.
Embracing Local Culture and Communication Norms: Vietnam’s distinct cultural landscape plays a significant role in the hiring process. Employers should be aware of local communication styles, interview etiquette, and workplace values. Fostering an inclusive work environment that values Vietnamese culture will help attract and retain high-performing employees.
Navigating Legal and Compliance Requirements: Vietnam’s labor laws require businesses to follow strict regulations regarding contracts, employee benefits, and termination procedures. Ensuring legal compliance is essential for avoiding potential disputes and building a positive reputation as a fair and transparent employer.
Tailoring Recruitment Processes: From recruitment channels to the interview and selection process, employers need to adapt their strategies to Vietnam’s unique job market. Leveraging local recruitment agencies, using online platforms, and offering competitive compensation packages can help attract the right candidates.
Onboarding and Retention Strategies: Attracting talent is only part of the equation; retaining them is just as crucial. Offering opportunities for career growth, providing professional development programs, and creating a supportive work environment are key to retaining top talent and reducing turnover rates.

Overcoming Hiring Challenges

Despite the many opportunities in Vietnam, hiring employees in this market does come with challenges, such as language barriers, high turnover rates, and fierce competition for talent. These challenges can be overcome with thoughtful and well-structured strategies. Employers should consider partnering with local recruitment agencies, leveraging Employer of Record (EOR) services, and offering attractive compensation packages that go beyond just salary.

Additionally, companies should be proactive in overcoming the challenge of cultural differences and ensure a smooth onboarding experience for new hires. This not only helps build trust but also promotes long-term employee satisfaction and commitment.

Future Outlook for Hiring in Vietnam

Looking ahead, Vietnam’s labor market will continue to evolve in response to global trends and technological advancements. The increasing digitalization of industries, the rise of remote work, and the growing emphasis on sustainable business practices will shape the demand for certain skills, especially in fields like AI, data analytics, and sustainable manufacturing. As the country becomes more integrated into the global economy, businesses will need to remain agile and adaptable in their hiring practices.

Vietnam’s burgeoning middle class, combined with its strong educational system, will ensure a steady stream of talent across various sectors. However, businesses must also be prepared to invest in talent development to bridge skills gaps and stay competitive in the market.

Final Thoughts

In 2025, hiring employees in Vietnam offers businesses the opportunity to access a growing, youthful, and highly motivated workforce, but it requires a strategic approach to navigate the challenges inherent in this dynamic market. Employers who understand the nuances of the hiring process, from cultural norms to legal compliance and recruitment channels, will be well-positioned to attract and retain top talent in Vietnam.

By leveraging innovative recruitment strategies, investing in training and development, and adhering to local labor laws, companies can build strong, long-lasting teams that drive business success in this rapidly developing market. With the right mindset and resources, hiring employees in Vietnam in 2025 can not only meet immediate staffing needs but also pave the way for sustained growth and success in the years to come.

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