Large labor markets are currently experiencing a significant increase in recruitment needs. However, the challenge of connecting with workers remains a pervasive issue.
COMMON CHALLENGES FACED BY BUSINESSES IN RECRUITMENT
At a recent seminar on “Trends and Solutions for the Mass Recruitment Market,” Mr. Pham Van Can, Deputy Director of the Center for Labor Demand Forecast and Labor Market Information in Ho Chi Minh City, shared that the city’s labor market in the first nine months of 2024 showed positive signs of development.
The demand for recruitment has increased, especially in the technology industry, services, administration, and real estate. Businesses prioritize hiring highly skilled workers in the fields of information technology, accounting, and auditing, marketing, etc. At the same time, they focus on training and developing skills for their workforce.
In the past nine months, the Center has surveyed 52,175 businesses, offering 230,378 jobs. The demand for workers is mainly in the trade and service industries, accounting for 70.12%, followed by the industry-construction sector and the agriculture, forestry, and fisheries sector.
Some economic sectors with high recruitment needs from the beginning of the year include: Manufacturing industry; wholesale and retail; automobile and other motor vehicle repair; professional, scientific, and technical activities; real estate business; administrative and support services; financial, banking, and insurance activities; information and communications, etc.
Based on the survey results of labor supply and demand in the past nine months, the Center forecasts that the labor demand in the fourth quarter of 2024 will require approximately 78,120 – 83,328 workers.
In Hanoi, the Hanoi Employment Service Center also predicts that some industries will have a high demand for recruitment in the city in the coming time, such as wholesale and retail; manufacturing industry; real estate business, etc.
While the demand for recruitment is increasing, businesses are facing several challenges in practice. Ms. Hoang Thi Minh Ngoc, Director of Operations at Cho Tot and Director of Tot Jobs, believes that there are three main challenges in mass recruitment that businesses are facing.
Firstly, recruitment efficiency. The screening of candidate profiles is not optimized. According to statistics from this platform, 40% of recruiters share that they spend too much time contacting and screening due to incomplete candidate profiles.
Secondly, the suitability of candidates. Only 14% of candidates meet all the requirements for expertise, soft skills, and attitudes set by the recruiter.
Thirdly, the competition among companies in the industry. Adjusting salaries and bonuses is the top priority for businesses to attract candidates.
Notably, the demands of workers are also changing. Accordingly, salary and benefits, work environment, and relationships with colleagues are the top three criteria for choosing a job.
THE NEED FOR A CHANGE IN RECRUITMENT STRATEGY
Regarding the reasons for the connection obstacles between enterprises and laborers, Ms. Tran Thi Quynh Hoa, Director of TNNH Technology King Craftsman Company, pointed out the geographical difficulties and transportation challenges in large cities, while most ordinary laborers are in rural areas. “The competition among businesses is fierce. Lack of information and technology makes it difficult to connect supply and demand,” said Hoa.
Mr. Bui Viet Nam, Director of Communication and Branding of the May Nha Be Joint Stock Company, also informed that recently, the company’s recruitment needs have increased, and they have faced difficulties in the recruitment process. The most noticeable thing for him is that the group of young laborers is not interested in production jobs.
“In the past, labor-intensive enterprises were considered a strength, but now they are not. We have done everything we can to attract recruitment, including going to job centers, participating in job fairs, posting jobs on reputable recruitment websites,… but to no avail,” said Nam.
Therefore, according to Mr. Nam, the effective way to recruit today is through branding, finding the right people, and getting referrals from workers. On the other hand, the channel through the company’s information portal, if there is a good communication strategy, will also attract workers.
From the perspective of a recruitment connection platform, Mr. Nguyen Trong Tan, General Director of Cho Tot, shared that there are currently tens of thousands of job vacancies on Tot Jobs, and it is noticeable that many enterprises are recruiting continuously. The number of applicants is also large.
However, according to this unit’s observation, businesses often use limiting words when posting jobs, such as “common labor recruitment” or “worker recruitment.” This easily affects the psychology of job seekers, so businesses need to change their recruitment strategy to attract candidates.
Ms. Luong Tu Anh, General Director of NodeX Asia Co., Ltd., also admitted that in the past time, many enterprises, for example, those in the garment industry, have faced obstacles and difficulties in recruiting personnel.
According to her, there are many reasons for this, but one of them is the attitude of the laborers themselves. Many workers do not have a strong commitment to the enterprise, and they easily leave the enterprise for many subjective and objective reasons.
To contribute to solving this situation, Ms. Tu Anh suggested that there should be a standard and accurate labor information system for enterprises to have more advantages in grasping and recruiting while raising the awareness of job seekers when applying for jobs.
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