Enhancing Your Recruitment Website: The Key to Hiring Top Talent in Vietnam

Localization of organizational human resources is essential for successful business for the Vietnamese market.

This is because Japanese companies often rely too much on their Japanese business sense and fail to grasp the real needs of the market.

With the increasing mobility of human resources, hiring reliable and competent Vietnamese personnel should be a focus for successful business for the local market.

In this issue, we will discuss the importance of “recruitment websites” and explain the key points for recruiting excellent local talent.

Please read this article to the end for tips on how to beat the competition for the best talent and succeed in your business for the local market.

 

Means of Recruiting Vietnamese Personnel

First, let’s review the means of recruiting Vietnamese personnel.

There are four main methods for recruiting Vietnamese employees.

1. Utilize Vietnamese job media

The first is to post your jobs on job sites such as IT Viec and VietnamWorks, which are frequently used by Vietnamese people when changing jobs. Generally, you pay a fixed monthly fee to post your jobs on these sites.

The advantage is that if you can hire good personnel quickly, you can do so without much cost.

On the other hand, posting on job sites has the disadvantage that even candidates who are not a good match will apply one after another, increasing the time and effort required to select personnel.

2.Utilize a recruitment agent

The second technique is to use a recruitment agent.

Many Japanese recruitment agencies such as JAC Recruitment, PERSOL, and ICONIC are also present in Vietnam, and most of them also introduce Vietnamese personnel.

When using a recruitment agent, the cost tends to be high, as most models require a referral fee of 20-30% of the total annual salary at the time of confirmation of employment, however, the advantage of this model is that the career consultant carefully selects and introduces excellent personnel who meet the needs of the recruiting company, thus making the selection process more efficient.

3. Referred hiring through employee referrals

The third is hiring through referrals from current employees.

In Vietnam, human resources are highly mobile, and many Vietnamese are casually connected with former colleagues and friends from previous jobs through social media, etc. Therefore, if they find friends around them who are considering changing jobs, they may be able to introduce them to each other.

Many companies have introduced referral systems that provide a certain amount of reward to the referrer once the referred candidate is hired.

4. Enhance your own recruitment website.

The last technique is to set up a recruiting page on the company’s website or prepare a dedicated recruiting website.

Although there is an initial cost to produce a dedicated site or page, it is high maintenance and can be used for recruiting for a long time, and the amount of information that can be provided can be increased significantly compared to other external media.

In particular, it is recommended to focus on the fourth one, “enhancement of the company’s recruitment website,” in conjunction with the three methods introduced at the beginning of this section.

The reasons for this are explained here.

 

Three Reasons Why You Should Enhance Your Recruiting Website

Why is it important to utilize Vietnamese job media and recruitment agents while also creating a well-developed recruitment website?

Here are three reasons why.

1. The amount of information conveyed by job sites and job postings from recruitment agents alone is limited.

The first reason is that there is a limit to the amount of information that can be posted on a job site or job posting by a recruitment agent.

Both of these media contain mostly text-based information about the company, its operations, recruiting requirements, and terms and conditions, and while it is possible to understand a certain overview, it is difficult to get a concrete image of the atmosphere of the company, the people who work there, and the work environment from these media alone.

2. Most job seekers look at the website.

Because of the influence of the above, job seekers who see a job site or job posting will almost certainly research the company on the Internet.

There is no great difference between Japanese and Vietnamese in the mentality of wanting to understand thoroughly what kind of company they might be working for before making a decision.

In addition, the more talented people will make an application decision after thoroughly researching company information, so it is even more important that the information for job seekers is well prepared.

In fact, ALIVE Vietnam’s website also shows the fact that 31.8% of the users who visited the website in the last month viewed the recruitment page for Vietnamese.

It is safe to assume that these users have seen ALIVE Vietnam’s job postings in some external media and have visited to learn more.

3. Job seekers make application decisions based on a company’s atmosphere, ease of work, and corporate philosophy.

However, in addition to salary, they also place importance on life/work balance, job satisfaction, and potential for personal growth.

Therefore, it is important to fully convey the easiness of work and corporate philosophy on the company’s own recruiting website, which cannot be conveyed through job sites or job postings from recruitment agents alone.

>> Information Reference： ACCESS ONLiNE

 

Five Key Points for Creating an Effective Recruiting Page

Here are some specific points to keep in mind when creating a recruitment page to ensure a successful recruitment process.

1.The company’s goals and management philosophy are clearly depicted.

Communicating that the company’s mission, vision, and values are clear and that the company embodies them will attract and resonate with job seekers.

The company’s contribution to society and its attitude of aiming high not only deepens job seekers’ understanding of the company, but also contributes to a sense of solidarity and motivation after hiring.

This will increase the likelihood of attracting talented people who will contribute to the company for a long time.

2.The job description and skills required for the position should be clear.

This is what is written on job sites and job postings, but it is also important to include more details on the employment website without omissions.

This is because if a job seeker has to go back and forth between multiple media to obtain sufficient information, it will hinder a smooth understanding of the company.

You can attract highly motivated job seekers by posting job descriptions including required skills and details of the job, in addition to the company’s appeal.

3. It should give an image of a growth curve in terms of salary, skills, promotions, etc.

Many job seekers would like to see a precedent for how long, how much promotion, skill development, and salary increases they can expect if they start working for the company.

Of course, disclosing real salaries of staff members is a problem, but by presenting model cases with real-life examples using relative figures, such as “There are examples of salary increases of up to ⚪️% in ⚪️ years” or “promotion to leader after ⚪️ years with the company and to manager after ⚪️ years,” you can attract more interest from job seekers.

4.Being able to see the real faces of the staff.

Realistic images and testimonials from actual workers are useful information for prospective applicants to realize their image of working.

For example, by interviewing and posting the following information with staff currently working at the company, you can better visualize the realities and voices of the staff working onsite and convey the appeal of the company to job seekers.

• Why did you choose that company?
• What it feels like to actually work there
• How do you feel about the job satisfaction and growth opportunities?
• Daily work schedule

 

5.Benefits and company events are visible.

In Vietnam, a good benefits package and company events are often a deciding factor in job applications.

For example, “the destination of a company trip” or “the size of an event such as a year-end party or women’s day” can affect the level of enthusiasm to join that company。

Therefore, the key is to utilize photos and videos of past company trips and events, and to make sure to show the current staff actually enjoying their work.

 

Summary

In this issue, we have explained in an easy-to-understand manner why it is important to “enhance the recruitment website” in order to secure excellent Vietnamese personnel, and the key points for creating an effective recruitment page.

Job seekers who are considering changing jobs gather information across multiple media.

Therefore, in addition to posting on external job sites and recruitment agents, it is important to have a well-developed “in-house recruitment website” that can convey the richest amount of real information about the company, in order to survive in the recruitment competition.

ALIVE Vietnam has created numerous recruitment websites, mainly for Japanese companies expanding into Vietnam.

Of course, we carefully design content that will lead to successful results, keeping in mind the key points of success outlined in this article.

If your company is looking to strengthen its recruitment of Vietnamese personnel for future business development in the Vietnamese market, please contact us.

Our dedicated marketing and production staff will listen to your current situation in detail and make the most appropriate proposal.

Thank you for reading to the end.

>> Contact ALIVE Vietnam to consult on your recruitment website.

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