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  Browsing:Services and Solutions > For Employers
How to attract qualified candidates for production plants in Vietnam?
07-05-2014 12:08

DTK Consulting’s director (right) and sale manager (left) during a visit to client plant (9 April 2009).

 

Recruitment of middle managers and technical staff for production plants based in industrial zones or export processing zones is always a challenging issue. There are number of reasons, such as: 1) the employees do not want to move to other localities; 2) they lack of required English skills; 3) they do not have information about the vacancies; 4) the salary expectation of the employees is inflated, etc.

In this article, we would like to present some key points on how production companies can try in order to attract the qualified candidates to middle management and technical positions.

How to attract qualified candidates for production plants in Vietnam?

 

I. Sort-term solutions

1. Post job vacancy announcements on leading recruitment websites

-          Advantages: Job seekers can know about the vacancies and apply directly. At the same time, the recruiting company can promote its image in the labour market.

-          Disadvantages: High competition because many MNCs (multinational companies) also advertise on this channel. Advertising may have low effect if company’s employment brand is not strong enough.

2. Post job vacancy announcements on other websites

Just type in the search box “job vacancies in Vietnam” and you can a list of relevant websites. It may require lots of initial time to setup the employer’s account on these websites. It is also important to assess the reliability of these websites.

3. Buy the candidate database from commercial sources

Our experience is that it may be difficult to get the right set of matching candidates.

4. Use recruitment services from consulting companies

In case you find the above solutions/approaches not so much effective, please let us know so that we can intensify the candidates’ search, and discuss with you about appropriate methods of cooperation, from technical and financial aspect.   

DTK Consulting’s service can be in some forms:

a- Support in HR administration, HR marketing or HR research work. Output: Piecework done.

b- Support in searching appropriate candidates. Output: Successful candidate introduction.

c- Provide HR management consulting, to help the clients to strengthen recruitment brand in Vietnam. Output: recommendations and advice on HR management.

5. Use internal channels

Some companies use internal network to circulate vacancies announcements, like their employees, and provide reward for the successful introduction. It depends on company policy.

 

II. Long-term solutions

 

As a long term solution, each company needs to build a strong recruitment brand. This can be done by a number of methods; some are listed below.

 

1. Building relationship with universities and selected faculties, their graduates are potential employees for the company.

2. Building relationship with local communities, to attract young people to take professions that can be applied at the company.

3. Company members (the director, managers) participate largely in networking and promotion activities, especially those with participation of people from the recruitment pool (e.g. engineers etc).

 

DTK Consulting, 7/5/2014

 

 
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