This article is a part of our research with YouGov Vietnam, What Vietnamese candidates want in 2021, which you can download in full here:
Finding talent is never easy, let alone getting the right people onboard after the first wave of Covid-19. In fact, many Vietnamese businesses have begun restarting their recruitment efforts and dedicated their focus on adapting to the New Normal.
We believe the Talent War will only get fiercer – this is why understanding what job candidates want and need will give you an edge over your competitors. In our research ‘What the Vietnamese workforce wants on their employee journey’, we explore the top 4 motivators that drive Vietnamese candidates to accept a job offer including work-life balance and employer brand. But what do they really mean in the mind of job seekers in Vietnam?
The redefinition of work-life balance
When we think about work-life balance, we think of factors like the flexibility that allows employees to choose when and how they work to best suit their lifestyle. However, our study revealed that most Vietnamese employees (66%) don’t mind working overtime if they are duly compensated for the extra work.
This brings a whole new dimension to the work-life balance conversation. People would work more if they get appropriate value for their work; in this case, that value is financial.
Although flexibility comes second in the ranking (52%), the close third option is opposite to flexibility as the first is. That’s regular working hours (49%), the traditional 8-5, 9-6 work model. That throws a question at the phrase ‘work-life’ since work is part of life, after all. It may be that subconsciously, most people don’t register any dichotomy; hence the majority would rather do more work if they find it fulfilling (at least, financially).
Company review matters above all else
As reflected in our research, positive company reviews (73%) are by far the most important factor for employer brand. Millennials are 2.5 times more likely than older generations to share employer reviews on the internet.
More so, according to the Employer Brand Research 2020, 55% of job seekers abandon application processes if they read a negative review about the employer.
Though far less, the CEO’s reputation and the brand’s corporate social responsibility, which both stand at 56%, are also essential to an employer brand. Apparently, the company’s overall brand (as a service provider) is tied to its outlook as an employer in relation to employees. In short, Vietnamese candidates (especially those on the outside) assume that a good company must be a good employer.
Key takeaways for employers in Vietnam
- Demonstrate concern for your employees. Inspiring and encouraging them should be a priority for effective leadership. That’s how to build loyalty and trust, two qualities that make employees feel valued and more secure about their jobs.
- Make employees feel valued for their work, particularly when they work overtime. Set up new work model policies like remote work, hybrid work from home or workation
- The best way to build a positive employer brand is to treat your current employees right. These days, word goes around fast and online reviews play a tremendous role in how job candidates perceive your company.
- Optimize your recruitment process for speed as well as effectiveness. That’s where Grove HR comes in. We have helped companies streamline their process from attracting to interviewing and onboarding, giving the best candidate experience.
- Go beyond and diversify your job posting channels. Utilize popular job sites or niche job boards to advertise your open positions.
This article is a part of our research with YouGov Vietnam, What Vietnamese candidates want in 2021, which you can download in full here.