In Vietnam, the next few months after the Tet holiday will be a busy time for recruiters as job hunters will be actively searching for work during this period. But recent events have shown that there is a significant struggle with recruitment efforts. Companies in the manufacturing and production industries are suffering from a major labour shortage. When travel restrictions were lifted, many workers who lost their jobs during the previous lockdown went back to their hometowns and have remained there. Some are unwilling to return due to concerns of being trapped in the city in the event of another Covid-19 outbreak.

The pandemic has compounded current recruitment issues that employers have always encountered. Here are some of the common recruitment challenges, along with recommendations on what can be done to resolve them.

Problem: Attracting qualified candidates

Solution: Omnichannel strategy

In 2020, a research report noted that attracting quality talent is the biggest challenge for 76% of HR managers. Another study concluded that 45% of employers are having difficulty in filling job vacancies, with 27% of them reporting the lack of hard or soft skills among applicants. If you find it hard to attract high-calibre candidates, you may need to consider an omnichannel recruitment strategy that will ramp up your online and offline efforts to expand your reach.

Digital advancements have made it possible to bridge geographical distances so you can have access to a wider pool of qualified talent from across the globe. Aside from online job sites, make your presence known through social media platforms with strategic postings of your job vacancies. Optimise your company website so you can boost your ranking in search results. Your offline efforts can include employee referral programs, increased participation in job fairs and industry events, and tapping into employment programs in schools.

Problem: Sorting through A LOT of applications

Solution: Refine your screening process

Screening through a deluge of job applications and resumes can be time-consuming and can prolong the time to hire. However, this part of the process is critical since you want to make sure you get the right candidates for the job. But if you wind up with so many applicants who are not really suited for the role, you might want to reassess your screening process. Not only will you save time but you’ll also get better prospects.

Start with your job ads. Be clear about the duties by mentioning the kind of projects that the candidate will work on. Make a list of two kinds of requirements: must-have and nice-to-have. This will encourage candidates who may meet most of the qualifications but are open to learning new skills on the job. Use a list of keywords associated with the role to help you sift through the applications. Consider using applicant tracking systems (ATS), a software that uses automated processes to help you manage your recruitment efforts more efficiently.

Problem: Longer time to hire

Solution: Automate and update

Time to hire is a recruiting metric that refers to the length of time between when a candidate applies and when they accept the job offer. It’s important to note this as it will reflect the efficiency of your hiring operations. In a 2019 survey, 81% of applicants expect that the hiring process will take about 2 weeks at most. Beyond that, they will drop off their application and go to another company instead. A longer time to hire will have your competitors snapping up top talent before you do. This will also create a poor candidate experience that will negatively impact your company.

Consider investing in sourcing tools – such as CV parsing — that can automate some manual functions in the hiring process to speed things up. Update your candidates on the status of their application. Set realistic expectations – for them and for yourself – but make sure you follow through with a time frame that both of you can work with. Keeping them engaged will give them the motivation to continue their application with your organisation.

Problem: Bad candidate experience

Solution: Value their time

In a survey conducted by Careerarc, 60% of job seekers will quit their application if it’s too stressful or complicated. Around 72% of applicants will share their negative experience to someone. Not only is this damaging to your company’s reputation, you’ll also lose qualified candidates who might change their mind about accepting your job offer.

Recruitment is a two-way street. Consider the time of the applicant as well. Examine ways where you can streamline the hiring process to improve their experience. Use tests that will accurately gauge their skills, instead of wasting time re-hashing in interviews or filling up forms on what is already mentioned in their resume. Be accessible to the candidates in case they have enquiries regarding their application.

Problem: Budget constraints

Solution: Invest smart, hire smart

Some organisations are unwilling to invest in recruitment innovations due to budget concerns. But this may turn out to be more costly in the long run. According to research, if the recruitment process yields a bad hire, it can cost the company almost $15,000. Losing a good hire can cost nearly double that amount!

Manage your recruitment spending by assessing where you need to cut down. Travel expenses can be significantly reduced since the entire hiring process can be conducted online nowadays. Be more efficient with your recruitment expenditures. Explore social recruiting methods that are more targeted to yield better candidate results. Use automated systems wherever you can in the hiring process. Focus also on retention efforts. There would be no need to spend on recruitment if your current staff is satisfied, motivated, and engaged to work for you.

Solutions from the premium recruitment agency in Vietnam

If you are currently struggling with your recruitment efforts, The Talent Consultants can assist you with your concerns. We provide talent sourcing consultancy and staff recruitment services in Vietnam for a variety of multinational businesses. You’ll have access to highly qualified talent from the Southeast Asian region for your particular job openings, from junior to c-suite level. We can help create a better candidate experience for your organisation.

Read more about the important value of a recruitment agency in our blog. Book a free consultation here if you would like to learn more on how your company can benefit from our talent sourcing services. Or you can reach out to us on +84 28 7309 7991 for more details.