Cultural fit is a key element in recruitment. If a candidate’s work style or values don’t align with your company’s culture, it may lead to frustration and underperformance.

Increasing globalisation means that Vietnamese professionals are exposed to Western work practices. This leads to a blending of traditional workplace culture and modern approaches.

Workplace culture in Vietnam

Vietnam’s work culture is shaped by many historical and cultural influences. It is a blend of traditional values with modern approaches that are heavily influenced by global trends and work-life balance considerations. With a collective mindset and respect for authority, Vietnamese professionals contribute to a harmonious and productive workplace environment.

During meetings, Vietnamese employees typically greet each other with a handshake and exchange business cards. This reflects a cultural emphasis on hierarchy and leadership, with deference shown to senior members based on their rank, corporate position, years of experience, and age. The concept of “giadinh” (family) also plays an important role in Vietnamese work culture, with colleagues often forming close-knit relationships akin to family ties.

In the banking and finance sector, professionalism is a highly valued quality. Moreover, adherence to strict financial guidelines and strong analytical skills are paramount. This sector also demands an employee’s dedication and loyalty to contract for employee management the organization, which is reflected in long-term employment and a strong sense of pride in one’s career.

The desire for a healthy work-life balance is increasingly prominent among younger generations in Vietnam. This is driving the development of new workplace policies and practices, ranging from flexible working hours to remote work options. Companies are adopting innovative employee engagement activities that promote Vietnamese cultural values while aligning with organizational goals and strategies.

Hiring for cultural fit

In a globalized world, business professionals frequently interact with colleagues, clients, and partners from different cultural backgrounds. Navigating these differences requires a keen awareness of potential culture missteps and an adept ability to sidestep them. As a result, assessing cultural fit during recruitment is crucial to building a cohesive team that fosters productive and meaningful collaboration.

Hiring for cultural fit is an important criterion in the hiring process, especially when recruiting for remote jobs in Vietnam. It is based on the premise that a candidate’s values, mindset, and work styles should align with those of the organization. This approach reduces the time and effort required to train new hires, and it promotes employee retention. However, it is also prone to misunderstandings, and it can lead to biases in the selection process.

A growing number of organizations are shifting away from the concept of cultural fit and embracing cultural add, which considers how a candidate’s values and experience will enhance a company’s existing culture. This approach has several advantages over traditional hiring methods, including greater return on investment through boosted creativity and market responsiveness.

When interviewing Vietnamese tech candidates, it’s important to respect the country’s hierarchical and collectivist culture. This includes respecting protocol, dressing professionally, and avoiding negative statements that might cause “face.” Additionally, interviewers should be mindful of the Vietnamese concept of “save face,” which requires them to remain polite even when disagreeing with a candidate.

Employee retention in Vietnam

Recruiting and retaining skilled employees in Vietnam has been a major challenge for businesses. The country is experiencing a high turnover rate, especially among factory workers in southern provinces. In some cases, turnover is as high as 50% per annum. This is a major issue, as it impacts productivity and costs.

In addition, staff turnover affects recruitment efforts in the future, as companies must replace the lost talent quickly. It can also lead to a loss of knowledge, which makes it difficult for organizations to adapt to the changing business landscape. In the face of these challenges, it’s important to understand what factors drive employee retention in Vietnam so that you can improve your recruitment and retention strategies.

One of the most important factors in employee retention is a good working relationship. Studies show that employees want to have a strong connection with their co-workers and managers. This can be achieved by offering recognition and establishing a trusting work environment. In addition, employers should provide opportunities for employee growth and development.

Another important factor is the type of workplace culture. Several studies show that younger generations prefer to work at companies with a positive culture. Moreover, they are more interested in the tangible benefits of the job. As a result, they are less likely to leave a company that offers them career progression and recognition.

Employer branding in Vietnam

The Vietnamese job market is a dynamic landscape with unique challenges and opportunities for organizations seeking to attract and retain top talent. A deep understanding of the market is essential to optimize recruitment efforts and ensure compliance with local labor laws. To do so, companies should gain insights into the country’s economic growth, industry trends, demographics, education system, and cultural nuances.

Employer branding is an important part of the recruitment process in Vietnam, where most jobs are advertised on online platforms. However, it is not well understood how employer branding influences the perception of an organization’s image and reputation among candidates. To better understand this phenomenon, researchers conducted a survey of 206 Generation Z respondents from the logistics sector in Vietnam.

The results of the survey showed that candidates with a positive impression of an organization’s image and reputation are more likely to apply for the position. Moreover, the results showed that employer branding in Vietnam is affected by a number of factors, including employee retention and job satisfaction. In addition, companies should focus on attracting the best talents and building a strong culture. This will help them attract and retain employees and boost their business performance. In addition, they should also implement effective recruiting strategies such as using social media and leveraging employee referral programs. The research provides valuable insights into the effects of employer branding in Vietnam and will contribute to the literature on human resource management.