New Talent Models Emerge in the Vietnam Context
The outbreak of COVID-19 has brought about numerous uncertainties and changed the way we live and work at an extraordinary speed. Various businesses find it difficult to navigate the future of talent acquisition and further growth of recruitment strategies beyond this pandemic.
This gives rise to a shift in the recruitment process since traditional methods are proven to become less reliable and technological advances have shown their effectiveness amidst the pandemic. Read on and see what are the new emerging talent models in Vietnam and plan for the year ahead.
Changes in recruitment demand in Vietnam HR market
In all industries, businesses suffer huge disturbances and extreme unpredictability. The most damaging industries are hospitality, tourism, aviation and manufacturing & export where businesses have to resort to cutting down the number of staff as the first line of defense against financial devastation.
At the other end of the stick, the demand for recruiting increases for health care, FMCG, and e-commerce. Medical mask companies and hand sanitizer companies seek more workers to expand their manufacturing.
Numerous companies have also been turned into manufacturers and sales to meet the present market need. Some employment, especially technical roles in e-commerce, information technology, and finance organizations, are highly sought after.
Now in Vietnam, new talent model of recruitment goes virtual
The pandemic has made Work from home the “new normal” and prompted the demand for candidates with technology skills to go up. But human resources have to make changes to the traditional way of recruiting due to the physical barrier. However, with the adaptation of HR technology, recruiters have seen more and more successes in finding good candidates in a shorter time. By leveraging virtual interviews, recruiters are able to speed up the recruitment process and reach out to a more diversified candidate pool. Virtual hiring is here to stay and businesses need to focus on implementing technology that engages with candidates and provides a seamless recruiting experience.
New talent model of flexible working circumstances
While the present transfer trend from full-time to freelancers continues, the employee expectation continues to shift in 2021.
Recent research shows that, if they had greater flexibility, 65% of employees would consent to contract employment. Furthermore, 68% of candidates have an important effect on their capacity to work remotely.
Increase in demand for soft-skilled talents
The rise of technology and artificial intelligence has led to traditional jobs being replaced, which further increases the value of human touch in other areas. This human touch demand is why employers, while they are still seeking new talents with firm hard skills, desire to acquire talents with soft skills. For any role it is vital to have soft skills such as leadership and communication skills. Furthermore, with the popularization of the circle management model where employees are constantly shifting between projects and new teams are frequently formed, the need for soft abilities including social skills and situational skills to quickly adapt to the changes are greatly favored by leaders.
When employment rates fall, firms prefer to forgo experience and criteria for the expertise and concentrate on the soft skills they need to attract more individuals.
The Covid-19 epidemic has not been completely controlled, forcing organizations to change the way they recruit. Organizations have applied various methods to their recruitment process, which both helps the organization and makes it easier for candidates. But several businesses are still not sure which is the optimized way to do this. Talentnet, as a senior consultant with deep expertise in tailoring best-fit HR strategies, can assist organizations in adopting new talent models and becoming more market responsive by providing the prevalence of workforce strategies at various business scales.