Vietnam talent acquisition strategies for foreign workers
In today’s competitive market, finding top talent requires exploring international labor sources. Doing business in Vietnam requires a clear understanding of recruiting foreign workers for senior positions. If your business is having difficulty recruiting, S4B Vietnam – Top recruitment agencies in Vietnam can provide guidance and expert support to ensure the process goes smoothly. In this article, S4B will share Vietnam talent acquisition strategies – what businesses need to pay attention to when recruiting foreign workers to work in Vietnam.
1. Conditions for employing foreign workers to work in Vietnam
1.1 Conditions for workers
Foreign workers working in Vietnam are people with foreign nationality and must meet the following conditions:
- Be 18 years of age or older and have full civil act capacity.
- Have professional qualifications, technical skills, skills, and work experience appropriate to the job position.
- Have good health according to the regulations of the Ministry of Health.
- Not being a person who is serving a sentence or has not had his/her criminal record expunged or is being prosecuted for criminal liability under the provisions of foreign law or Vietnamese law.
Must apply for a work permit (“Work permit”, “WP”), or confirmation of not being subject to a work permit (“Work permit exemption”, “WPE”) before starting work.
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1.2 Conditions for enterprises
Enterprises are only allowed to recruit foreign workers to work in managerial, executive, expert and technical positions that Vietnamese workers cannot meet according to production and business needs.
One of Vietnam talent acquisition strategies is that before recruiting foreign workers to work in Vietnam, they must explain the need for labor and obtain written approval from the competent state agency.
2. Procedures for using foreign workers
Enterprises using foreign workers or Outsourcing in Vietnam must comply with the following general procedures:
2.1 Determining the need to use foreign workers
At least 30 days before the expected date of using foreign workers, the employer must report and explain the need to use labor to the labor agency.
During the implementation process, if there is a change in the need to use foreign workers, the Enterprise must report at least 30 days in advance.
2.2 Apply for WP or WPE
Confirmation that foreign workers are not subject to work permit issuance: Enterprises request the labor management agency to confirm at least 10 days in advance, from the date the foreign worker starts working.
Issuing work permits: At least 15 days in advance, from the date the foreign worker is expected to start working in Vietnam, the Enterprise or Top recruitment agencies in Vietnam submits the application for a work permit to the labor agency.
2.3 Signing a labor contract
Foreign workers working under a labor contract, after being granted a work permit, the Enterprise and the worker must sign a written labor contract before the expected date of work for the Enterprise.
The Enterprise must send the signed labor contract to the competent authority that issued the work permit.
2.4 Report on the use of foreign workers
Enterprises must make a report for the first 6 months of the year (before July 5) and an annual report (before January 5 of the following year) on the use of foreign workers to the labor management agency.
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2.5 Revoking work permits
According to Vietnam talent acquisition strategies, if a work permit expires according to regulations, within 15 days from the date the work permit expires, the Enterprise must revoke the work permit of the foreign worker to return it to the labor management agency.
3. Case studies: Human resource development strategy of 100% FDI enterprises
Chubb Life – a 100% US-owned life insurance company, implements a human resources strategy combining international standards and localization factors to perfect the customer experience.
According to Mr. Ngo Trung Dung – Deputy General Secretary of the Vietnam Insurance Association, the human resources team of a life insurance company, in addition to understanding products and services, also needs to have a good grasp of legal regulations, to assess risks and provide accurate advice to customers.
Especially for 100% foreign-owned life insurance companies like Chubb Life, applying international standards combined with the “localization” process in human resource development helps the company expand its market share.
At Chubb Life, this company applies a systematic recruitment and training process according to international standards. Candidates must undergo mandatory training courses to become consultants and participate in in-depth training programs throughout their working time. This helps the company’s team of consultants understand the true value of life insurance, improve their professional quality, and perfect their soft skills to advise customers.
In addition to the training strategy, rejuvenation is also a key point in the human resource training roadmap at Chubb Life. This is reflected in the generational transition when Millennials account for a large proportion of the leadership team. According to Mr. Nguyen Hong Son, General Director of Chubb Life Vietnam, the strategy of attracting talent along with strong and continuous investment in professionalizing the sales team helps Chubb Life develop sustainably in Vietnam.
Nowadays, in the trend of deep international integration, the use of foreign workers in Vietnam is becoming more and more popular, in both foreign-invested enterprises and domestic enterprises. However, the source of highly qualified labor is falling into a state of “supply not meeting demand”, the need to find and use high-level labor, especially international workers and Outsourcing in Vietnam, is becoming more and more important and urgent.
Established in 2007, S4B Vietnam has been known by many people specializing in human resource outsourcing services. Currently, S4B Vietnam is also developing a Corporate Legal service to support businesses setting up a company in Vietnam.
>>>Read more: Setting up a company in Vietnam for a 100% foreign-owned enterprise
If you have any questions of Outsourcing in Vietnam, please contact the hotline for support.
S4B Vietnam
- Address: Unit 701B-701C, Tower A, Handi Resco, 521 Kim Ma Street, Ba Dinh District, Hanoi, Vietnam
- Tel: + 84 24 3974 4181
- Email: service@s4b.com.vn
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