In recovering production after the pandemic, many industries are "thirsty" for labor

Enterprises lack high-quality labor. Photo: X.H

Recruitment of Chinese-speaking personnel has increased

According to the survey results of Navigos Group, the trend of recruiting Chinese-speaking personnel has begun to develop from the end of 2021. By the end of the first quarter of 2022, this trend was still common and is expected to continue in the future.

Specifically, the demand for Chinese-speaking personnel is often concentrated in developed industrial zones (IZs). Enterprises in IZs such as Bac Ninh, Bac Giang, or areas near large IZs can access a large labor volume, but face fierce competition in terms of working hours and regimes.

Businesses that are willing to go to further areas (Phu Tho and Quang Ninh) will face less competition in recruiting unskilled workers. However, they have difficulty recruiting skilled and highly qualified workers. Additionally, some areas such as Phu Tho and Tuyen Quang, which are developing provinces in the field of electronics, are also "thirsty" for employees who can speak Chinese.

In the garment industry, candidates from other Asian countries such as Sri Lanka, India, and Pakistan are interested in working in Vietnam. Besides, technical positions, such as sample development, sewing technique, improvement, and quality control are the most difficult positions to find candidates for.

Companies make great efforts to retain employees, especially in these positions, with a competitive salary and bonus policies as well as create favorable conditions for them to work.

Need senior foreign leaders

According to Navigos Search, businesses in the field of tourism and hotels have returned to recruit foreign candidates for senior management positions such as General Director, General Manager, and Department heads in hotels and resorts. With the recovery of hotel and resort projects, the demand for senior personnel in the construction and operation sectors will also thrive. It is forecast that the need to recruit foreigners for management positions will rise in this segment. Besides, a wave of Vietnamese candidates has returned to the market after the industry was "frozen" due to the Covid-19 pandemic.

Banks focus on digital transformation and automation, which leads to an increase in recruitment demand for positions related to information technology, data, and solutions architecture. These positions especially focus on high-quality human resources, but they are difficult to find and require a lot of investment due to the competition in the whole market.

For sales positions, at this stage, banks have a lot of recruitment demand for high-end customers and priority customers, focusing on high-class and complex products and services such as investment, insurance, and asset management. Therefore, for these positions, banks often recruit candidates with experience and good skills.

The end of the first quarter of 2022 and from now on is the peak season in FMCG (fast-moving consumer goods) recruitment. According to Navigos Search, businesses in this segment are very positive about business prospects in Vietnam. Many units are waiting for approval to invest in Vietnam, opening up many business opportunities and they think their business maybe even better than it was before the Covid-19 pandemic. Many medium-sized enterprises have started their production and business activities.

Due to the specific requirements of the industry, candidates in the FMCG segment are dynamic, creative, and quick to adapt. Therefore, both businesses in and out of the industry "hunt" and invite candidates to work.

Currently, businesses in this segment are in high demand in recruiting experienced candidates in e-commerce and digital fields.

However, the human resources to meet the requirements are not high because the development of the e-commerce segment has not been long and candidates have not had enough seniority to work in the industry, so the supply of candidates is not abundant. Besides, the situation of "brain drain" continues to occur because candidates change jobs frequently, leading to intense competition for talent in this industry.

It is forecast that the recruitment demand in this industry will be very high in the second and following quarters in 2022.