The demand of recruiting senior staff increasing in Vietnam ( Part 1 )

Senior staff is person who responsible for key positions in departments of a company. In multinational corporations or large-scale companies, organizational structure of each department is explicitly configured. Depending on the size of each company, the quantity of managers may increases or decreases. But considering the overall number of employees of companies, the quantity of managers only accounts for about 10-15%, and not less than half of those have managed and directly participated in strategy development of the company.

1. Lack of personnel management – the natural global chronic disease

Vietnam has just began opening up to the world about 20 years, and in fact, large companies owned by Vietnamese and companies with foreign investment in Vietnam have been really operating in less than 10 years. Therefore, managers who have basically accessed to multinational companies also have the same seniority working style. Number of qualified people with knowledge and skills of professional management is not really much.

In recent years, number of industries invested in Vietnam has developed strongly, including private and foreign companies. Thus, it is clear that the problem of supply and demand will increasingly unbalance. In addition, education and training systems in Vietnam have not met requirements of social development. Backgrounds and skills of candidates for senior positions have not met requirements of employers, especially in foreign investment sector.  That’s the reason why scarcity of personnel management in terms of both quantity and quality is easy to understand, especially for a country being on the path of integration as Vietnam. (headhunter vietnam)

However, unemployment or low skill level of employees is not related to the scarcity of talent. Evenly the countries with high unemployment rate are going into situation of serious lack of skilled staff. That's the chronic disease of global nature. And so, businesses need to do something to attract people who have knowledge and ability to undertake the work. In this situation, the victor in the war for talent is the one who is able to set for themselves the right steps to attract talent and retain them.

2. Trends in hunting the candidate in management positions

For years, the senior headhunter in Vietnam often focuses on traditional field of services so called Executive Search. Enterprises can recruit staff at lower or middle levels by themselves, but with the scarcity of high-level human resources, as discussed above, the business has no longer path than knocking senior headhunters companies.

Previously, companies specialize in providing Executive Search service only perform the function of collecting a suitable database of candidates. They map out candidates available in database with urgent requirements of business in finding key staff resource. Beside, an internal HR professional of business can only take on the responsibility of assisting the Board of Management to select the appropriate headhunters and maintain the contact between the company and the candidate. Gradually, Executive Search trend of “headhunter vietnam”  has shifted towards actively search to help talent recruitment become more effective.

Nowadays, the company which has large demand for human resources is often interested in finding skilled professionals in the field of Executive Search & Selection and assign them hunting task, even adopting entice policies to have candidates from rival companies.