Hiring

Are you paying enough? How a competitive salary helps you retain your best employee

Carol Yeoh — Tue, 10 Mar 2026 06:32:57 +0000

Are you paying enough? How a competitive salary helps you retain your best employee Carol Yeoh

Employee retention starts with one critical question: are your salaries competitive enough to keep your best people? In this article, we explore why pay matters, how dissatisfaction drives employee turnover, and what employers can do to stay ahead. You’ll also learn why salary guides are essential for building a strong employee retention strategy across APAC.

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Employee retention is a business-critical issue

Across the region, talent retention is one of the most pressing challenges for employers. Our 2025 Talent Trends research shows that 48% of professionals are actively looking for a new job, and salary dissatisfaction is a major driver. In fact, 46% feel unsure or believe they are not paid fairly for the work they do. These figures highlight a growing disconnect between employer pay strategies and employee expectations.

When top performers leave, the cost is more than financial. Productivity drops, team morale suffers, and recruitment expenses rise. In competitive markets, losing key talent can significantly set back business growth. The question is not whether you can afford to offer a competitive compensation package – it’s whether you can afford not to.

Salary satisfaction: The numbers tell the story

Salary remains a cornerstone of employee engagement. Yet, our data shows that satisfaction levels are far from ideal. One in three professionals is either neutral or dissatisfied with their current salary. This matters because pay perception influences loyalty. When employees believe they are underpaid, they are more likely to explore external opportunities.

The challenge for employers is compounded by inflation and rising living costs. Professionals are increasingly benchmarking their pay against peers and industry standards. If your salary structure hasn’t been reviewed recently, you may already be behind.

Salary transparency in company culture: A non-negotiable

Pay transparency is becoming a critical expectation. Nearly 45% of professionals believe their organisation’s salary structure lacks transparency, and 68% support government legislation for greater pay disclosure. Lack of clarity erodes trust and can push employees to seek opportunities elsewhere.

Transparent pay practices build confidence and loyalty – not just compliance. When employees understand how their salary is determined, they are more likely to stay engaged and committed. Employers should consider publishing pay bands internally and explaining how progression works. This simple step can reduce uncertainty and improve retention.

The financial case for competitive pay

Replacing an existing employee is expensive. The Society for Human Resource Management (SHRM) estimates the average cost-per-hire to be nearly US$4,700. Compare this with a pay adjustment of 10% to 15%, which is often enough to bring salaries in line with market expectations. The financial case for proactive salary reviews is clear – paying competitively costs far less than losing and replacing top talent through a lengthy and costly hiring process.

Our Talent Trends data reinforces this point. Salary dissatisfaction is a leading reason professionals plan to leave their current roles. When asked why they are seeking new opportunities, pay-related concerns consistently rank alongside career progression and international opportunities. Employers who ignore this risk higher turnover rates, increased attrition, and the associated costs.

Why salary guides matter

In a market that changes fast, relying on outdated benchmarks can be costly. Salary guides provide employers with accurate, market-specific data to make informed decisions. They help you:

Benchmark salaries against industry standards
Identify pay gaps before they become retention risks
Plan competitive packages for new hires and existing staff

Our salary guide is designed to give you a competitive edge. It covers salary ranges across functions and industries, helping you stay ahead in attracting and retaining talent. Using this resource allows you to develop a competitive salary strategy based on real market data – not guesswork.

Action points: How employers can reduce employee turnover with competitive salaries

Here are some action points for employers and hiring managers to consider:

1. Benchmark salaries regularly using reliable market data

Salary expectations shift quickly in APAC markets. Use up-to-date salary guides to benchmark your ranges against industry standards. This helps you identify gaps before they become retention risks and supports lower turnover across teams.

2. Communicate pay structures clearly to build trust

Transparency matters. Employees want to understand how their salary is set and how progression works. Publish internal pay bands and the criteria for moving between them. Make the link to performance explicit and be clear about how you reward skills growth and impact. This approach reduces uncertainty and boosts engagement.

3. Use salary guides proactively to anticipate market shifts

Salary guides are not just for recruitment; they are a strategic tool for retention. They provide insights into emerging roles, salary trends, and skills in demand. By reviewing these guides regularly, you can adjust pay structures before competitors lure your talent away – minimising turnover costs and sustaining retention over time.

Staying ahead with competitive pay and clear planning

Retention is not just about paying more – it is about paying fairly and offering a holistic value proposition. Companies that combine transparent compensation with career growth opportunities achieve lower turnover while setting new employees up for success.

Want to know if your salaries are competitive? Download our 2026 Salary Guide or speak to our recruitment experts today.

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Carol Yeoh

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Recruitment agency questions: What employers should ask before signing a contract

Carol Yeoh — Tue, 02 Dec 2025 06:23:59 +0000

Recruitment agency questions: What employers should ask before signing a contract Carol Yeoh

Choosing the right recruitment agency can make or break your hiring outcomes. The right partner helps you save time, reduce turnover, and improve cultural fit by streamlining your hiring process. Across markets where competition for talent remains high, finding candidates through a partnership with a strong recruitment agency can directly influence business growth, team performance, and retention success.

Before signing a contract with any recruitment company, it’s essential to look beyond sales pitches and ask the right questions. Doing so ensures transparency, protects your hiring investment, and sets the foundation for long-term collaboration – because choosing the wrong partner can lead to costly mistakes.

This article outlines the key questions employers and human resource (HR) leaders should ask before choosing a recruitment partner. It explains how to evaluate expertise, methodology, and candidate quality while ensuring alignment on culture, transparency, and data responsibility. You’ll also learn how to identify red flags and apply a practical checklist to assess potential partners with confidence.

Whether you’re hiring for one critical position or building long-term workforce capability, these insights will help you select a recruiting agency that not only fills roles efficiently but also strengthens your organisation’s talent strategy and employer brand.

You’ll learn how to

Understand expertise and market knowledge
Clarify recruitment process and methodology
Assess candidate sourcing and quality
Evaluate fees, guarantees, and transparency
Define communication and partnership style
Align on culture, values, and brand representation
Review technology and data responsibility
Validate track record and reputation

Click any of the links above to jump to a specific section in this article.

Speak to a recruitment expert

Why the right recruitment agency questions matter

Recruitment agencies differ widely in their specialisations, methods, and outcomes. While many promise access to “top talent”, the real differentiator lies in how they deliver results.

Asking the right questions reveals not just the agency’s recruitment process, but also its reliability, communication style, and alignment with your organisation’s values. These discussions demonstrate how they can support your entire hiring process from start to finish.

In markets where hiring speed can make a competitive difference, it’s equally useful to understand how a partner can help reduce hiring time while securing top talent. This starts with knowing the recruitment agency’s processes before forming a partnership.

1. Understand industry expertise and market knowledge

Your first step is to confirm whether the agency genuinely understands your hiring needs.

Key questions to ask:

What are your core specialisations – industry, function, or seniority level?
Why ask: Ensures the agency has deep knowledge in your specific hiring area, rather than offering generic solutions.
How long have you been operating in this region?
Why ask: Indicates local market knowledge, network strength, and credibility.
What’s your understanding of the current talent landscape for this role or industry?
Why ask: Tests their up-to-date market intelligence and ability to provide advisory insights, not just CVs.

Red flag: Vague answers about your industry or a lack of proven experience in your market.

2. Clarify process and methodology

Almost all top recruitment agencies claim to have a proven hiring process, but the details matter.

Key questions to ask:

Can you walk me through your end-to-end process, from taking the brief to candidate placement?
Why ask: Helps you understand how structured their process is and where potential gaps may exist in delivering qualified candidates.
How do you ensure you understand our company culture and role requirements?
Why ask: Assessing cultural fit is just as important as technical fit – this question reveals how they dig beneath the job description.
What is your typical timeline for filling a role like ours?
Why ask: Sets realistic expectations for efficiency and resource allocation.
How do you handle roles that are particularly challenging or niche to fill?
Why ask: Shows their problem-solving ability and whether they adapt to complex hiring challenges.

Agencies that can explain their methodology clearly tend to have refined, data-informed processes.

Red flag: Overpromising speed without clear methodology.

3. Assess candidate sourcing and quality

A recruitment agency’s credibility depends on its ability to source, screen, and present the right talent.

Key questions to ask:

What sourcing channels do you primarily use – database, networking, advertising, or headhunting?
Why ask: Reveals the breadth of their search and whether they go beyond standard job boards to engage both active and passive job seekers through proactive outreach.
What is your candidate screening and vetting process?
Why ask: Determines the quality control measures applied before a candidate reaches you.
How do you assess candidates’ soft skills and cultural fit?
Why ask: Technical skills are essential, but long-term success often depends on soft skills and team compatibility.
Do you present a diverse pool of candidates, and what are your strategies for promoting diversity?
Why ask: Ensures they’re committed to inclusive hiring and giving you access to broader talent pools.

Red flag: Agencies that focus only on technical skills without addressing culture or diversity.

4. Fees, guarantees, and transparency

Clarity around costs protects your budget and builds trust.

Key questions to ask:

What is your fee structure, and when is the fee payable?
Why ask: Essential for budget planning and understanding payment terms upfront.
Do you offer a guarantee period for placements? What happens if a candidate leaves within that period?
Why ask: Protects your investment and signals the agency’s confidence in its placements.
Are there any additional costs I should be aware of, such as advertising, background checks, or testing?
Why ask: Avoids hidden fees and ensures transparency.

A clear discussion about pricing helps employers evaluate total return on investment. Understanding the real costs of hiring also helps you benchmark agency fees against the value they deliver.

Red flag: Evasive or unclear answers about fees and guarantees.

5. Communication and partnership style

A strong recruitment relationship is built on communication.

Key questions to ask:

How often can we expect updates on the search progress, and in what format?
Why ask: Establishes expectations for visibility and frequency of communication.
Who will be our primary point of contact, and what is their experience with roles like ours?
Why ask: Confirms you’ll have a dedicated consultant who understands your hiring challenges.
How do you handle feedback from candidates, particularly if they decline an offer or withdraw?
Why ask: Provides valuable insight into how the agency protects your employer brand and gathers useful candidate feedback.

Red flag: Lack of a clear communication structure or frequent point-of-contact changes.

6. Culture, values, and brand alignment

Recruiters represent your company to the market, so alignment is key.

Key questions to ask:

How do you ensure your values align with ours, particularly around ethical recruitment practices?
Why ask: Prevents reputational risks and fosters a trustworthy partnership.
Can you provide examples of how you’ve helped enhance a client’s employer brand during the hiring process?
Why ask: Shows whether they add value beyond filling roles – such as positioning you as an employer of choice.

Red flag: No concrete examples of employer branding support or ethical practices.

7. Technology and data responsibility

Modern recruitment services use data and tech, but it must be handled responsibly.

Key questions to ask:

What recruitment technologies or platforms do you leverage to improve candidate matching or efficiency?
Why ask: Highlights how innovative and efficient their methods are.
How do you ensure data privacy and compliance with regulations like GDPR or local laws?
Why ask: Protects your company and candidate data from legal or reputational risks.

Red flag: Lack of awareness around local compliance or vague answers on data handling.

8. Track record and reputation

Finally, validate the agency’s credibility before committing.

Key questions to ask:

Can you provide references from clients for whom you’ve filled similar job vacancies?
Why ask: Allows independent verification of their success.
What distinguishes your agency from others?
Why ask: Forces them to articulate their unique value proposition and differentiators.

Red flag: Unwillingness to provide references or generic claims about being “the best.”

Building a successful recruitment partnership

Many recruitment agencies claim to build partnerships founded on trust, transparency, and shared ambition – but only the ones who deliver on these values are the most effective. Employers, HR leaders and hiring managers who ask the right questions – and listen closely to how agencies respond – can identify partners who truly understand their business objectives and hiring needs.

Beyond filling roles quickly, the right recruitment partner contributes to your organisation’s broader talent and hiring strategy, helping you attract, engage, and retain the right people over time.

By recognising red flags early and using the checklist above, you can confidently choose a partner who drives both immediate results and long-term workforce success.

Ready to hire? We specialise in a variety of sectors and are ready to discuss your vacancy. Contact us and we’ll find the right consultant for your location and role.

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Carol Yeoh

If you are looking for a job, you can browse jobs here

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The future of flexibility at work

Izzat Zainal Abidin — Mon, 06 Oct 2025 06:32:40 +0000

The future of flexibility at work Izzat Zainal Abidin

Workplace flexibility is no longer an optional perk – it has become a central pillar of how organisations across the region attract, retain, and engage talent. Employees increasingly see flexible working arrangements as a sign of trust and respect, while employers recognise that adaptability supports business resilience and long-term growth.

Yet, flexibility in APAC is not a single model. It is shaped by diverse cultural norms, infrastructure realities, industry requirements, and workforce expectations.

Understanding these nuances will help organisations design policies that are not only competitive today, but sustainable in the years ahead.

Hire top talent now

Essentially, workplace flexibility has evolved into a strategic priority for employers in APAC because:

It helps attract, retain, and engage talent.
It’s shaped by cultural norms and workplace expectations.
It's influenced by infrastructure and digital readiness.
It can be adapted creatively across industries.
It requires bridging the gap between employee and employer expectations.
It supports wellbeing, mental health, and long-term engagement.
It must be designed to evolve with changing needs.

Use the links above to navigate directly to the topics covered in this article.

Why does flexibility matter more than ever?

Workplaces across the region are experiencing shifting priorities. Professionals now place greater emphasis on work–life balance, wellbeing, and career sustainability.

Flexibility enables them to integrate personal and professional commitments more effectively, whether that means hybrid schedules, alternative working hours, or role redesign.

For employers, flexibility is a lever for:

Retention – professionals are more likely to stay with companies that accommodate their needs.
Attraction – flexibility is now one of the top considerations for jobseekers across the region.
Resilience – adaptable models ensure continuity during periods of disruption.
Talent reach – organisations can widen their hiring pool by removing geographical barriers.

In highly competitive labour markets, offering genuine flexibility can be the difference between securing top talent and losing out.

The most effective policies are tailored to role requirements and business objectives, rather than imposed as a blanket rule.

Build a workforce with us

How do cultural norms shape flexible work arrangements?

Culture plays a defining role in how flexibility is perceived. In some APAC markets, respect for seniority and strong workplace hierarchies can reinforce the idea that being seen in the office equates to commitment.

In other contexts, younger professionals are challenging these norms. They prioritise autonomy, trust, and wellbeing over presenteeism, and seek the ability to request flexible arrangements that suit their personal lives.

Successful organisations acknowledge these cultural dynamics. They provide training for leaders to shift from managing by attendance to managing by outcomes – fostering a supportive environment that allows employees to take ownership of their own schedules and encourages accountability, inclusion, and trust.

What role does infrastructure play in enabling flexibility?

Flexibility is only as effective as the infrastructure that supports it. Reliable connectivity, access to secure collaboration platforms, and the availability of shared office space all influence how well remote and hybrid models function.

In dense urban centres, long commutes are a key driver of flexible work adoption, while in more distributed regions, coworking hubs and satellite offices can help employees remain connected and better manage personal obligations alongside their work schedules.

Companies that invest in the right tools – from video conferencing to workflow systems – remove barriers and empower their people to thrive regardless of location or work schedule. This improves productivity and helps cut down on unnecessary overtime by making work more efficient.

Which industries are most suited to having flexible schedules at work?

The ability to implement flexible work varies by sector:

Knowledge-based roles such as technology, finance, professional services, and marketing adapt naturally to hybrid or remote structures.
Customer-facing and operations-heavy sectors, such as retail, logistics, and manufacturing, require more physical presence, but can still adopt flexible hours or shift-based models.
Creative and project-based industries often benefit from hybrid structures, balancing individual focus with collaborative in-person sessions.

Mode

Suitable sector

Examples

Fully-remote work

Knowledge-based roles

Technology, finance, professional services, marketing.

Mostly physical

Customer-facing, operations-heavy

Retail, logistics, manufacturing

Hybrid work structures

Creative and project-based

Illustration, graphic design, copywriting

The lesson is clear: flexibility should not be limited to one industry or job type. With creativity, every sector can introduce elements that support both employers and employees' needs while maintaining business performance.

Speak with our recruitment specialist

What is the “expectation gap” in flexibility?

One of the most pressing challenges is the disconnect between what employees want and what employers think they want.

Employees consistently place flexibility among their top priorities – often equal to or even above salary – while some employers remain cautious, fearing productivity loss or cultural dilution.

Bridging this gap requires open communication, data-driven insights, and a willingness to experiment. Organisations that align policies with employee expectations are better positioned to engage their workforce and strengthen loyalty.

Close the expectation gap

How do flexible arrangements at work contribute to a better work-life balance?

Workplace flexibility is strongly linked to employee wellbeing. The ability to manage personal responsibilities alongside professional duties reduces stress, supports mental health, and drives long-term job satisfaction.

Professionals with access to flexible models are more likely to feel trusted, valued, and motivated.

From the employer perspective, improved wellbeing often translates into higher productivity, lower absenteeism, and stronger organisational culture.

By embedding flexibility into wellbeing strategies, businesses reinforce their commitment to sustainable success.

Looking to strengthen your team while preserving work-life balance? Request a callback from Michael Page’s industry expert recruiters today.

How can employers design sustainable flexible work strategies?

To create policies that stand the test of time, organisations should:

Assess role suitability – identify which positions are eligible for flexible working arrangements and to what degree.
Engage employees – seek input and feedback when shaping policies.
Define clear expectations – set guidelines for availability, communication, and performance, including how many days per week employees are expected to work remotely or on-site.
Train leaders – equip managers to support hybrid teams and fairly measure results across different schedules and/or work locations.
Measure impact – use data on engagement, retention and productivity to refine approaches.
Encourage connection – ensure flexibility is balanced with collaboration and belonging.
Evolve continuously – flexibility must adapt as business needs, personal needs and workforce expectations change.

Flexibility in APAC is ultimately about balance – between tradition and innovation, between employee autonomy and organisational needs, and between present challenges and future opportunities.

Employers who treat flexibility as a strategic advantage, rather than a temporary response, will unlock stronger engagement, broader talent reach, higher job satisfaction, improved work-life balance and increased productivity.

If you’re a hiring manager looking to build a flexible, high-performing team, get in touch with our industry expert recruiters to discuss your hiring needs.

Key takeaways: Why businesses in APAC should prioritise flexible working hours

Work flexibility has shifted from a perk to a strategic necessity – driving attraction, retention, and resilience.
There is no one-size-fits-all model – hybrid, flexible hours, diverse work locations, compressed workweeks, and output-based evaluation are all viable approaches.
Cultural norms, infrastructure, and industry requirements shape how flexibility is perceived and adopted across APAC.
The “expectation gap” remains – many employees rank flexibility as highly as salary, yet some employers are cautious in implementing it.
Sustainable strategies require clarity, consistency, and evolution – supported by engaged employees, capable managers, and regular measurement.

Carol Yeoh

How recruitment agencies in Vietnam cut your hiring time and secure top talent

Carol Yeoh — Tue, 26 Aug 2025 06:43:15 +0000

How recruitment agencies in Vietnam cut your hiring time and secure top talent Carol Yeoh

In Vietnam’s competitive job market, where in-demand professionals across various industries receive multiple offers within days, speed is everything. Here’s how recruitment agencies like Michael Page consistently find and secure candidates faster than in–house teams.

Vietnam's hiring challenge

Vietnam’s labour market continues to expand rapidly, supported by foreign investment and a growing workforce. However, employers face challenges due to skills shortages and high competition for talent, especially in manufacturing, technology, and consumer sectors.

In a market where top talent are quickly hired, time–to–hire has become a strategic priority for employers.

Talk to our industry specialists today

Why hiring is slower for many companies in Vietnam

Yet, many companies face internal bottlenecks that slow down the process. Hiring delays are common, especially for multinational companies navigating regional or global approval structures. Some of the most common bottlenecks include:

Overburdened HR or TA teams: Internal teams are often stretched thin, juggling multiple hiring requisitions.
Complex approval processes: Multinational companies may face delays due to global or regional approval structures for new hires.
Competition: Fierce competition for tech talent, finance professionals, and bilingual candidates with specialised skills further complicates hiring.
Navigating local requirements: Businesses must also deal with complex local hiring processes, including visa requirements and salary benchmark expectations.

Hire faster now

How do recruitment agencies speed up the hiring process?

Recruitment agencies are specifically designed to overcome these challenges. At Michael Page, we offer a range of services and expertise that give businesses a significant advantage in the race for talent.

1. Advanced approaches in our talent solutions

We don’t rely solely on job advertisements when sourcing candidates. Our recruitment consultants use multi–channel sourcing strategies – from AI–powered talent mapping to social listening – to find passive candidates who aren’t actively looking but are open to the right opportunity.

2. Established networks in Vietnam

Michael Page has built deep candidate relationships across diverse industries in Vietnam. This network allows us to surface quality profiles fast – including professionals who’ve worked with us before and trust our judgment.

3. Relationship–based recruitment

Candidates are more responsive when they hear about job vacancies from someone they know and trust.

Our consultants act as career coaches, assisting candidates with personalised tips like answering interviews, or giving general career progression advice to job seekers tailored to their specialisations.

This helps motivate potential talents as they seek for the right job and increases their engagement, which speeds up response times – especially when time–sensitive roles are on the line.

4. Real–time market intelligence

We provide our clients with data–backed, valuable insights on salary benchmarks, notice period trends, and candidate motivations in Vietnam. This prevents companies from making uncompetitive offers with our talent solutions, ultimately saving weeks in the hiring cycle and ensuring you secure your top choice.

5. Candidate readiness

Our recruitment services help you save valuable internal resources by introducing only pre-qualified candidates who are aligned with the job title, motivated, and meet your salary and visa requirements — minimising wasted interview time.

6. Streamlined process management

We coordinate interview logistics, manage expectations on both sides, and follow up fast. Our involvement reduces the time lost to email chains and scheduling conflicts, keeping your hiring process on track.

Request a hiring consultation

What does a faster recruitment process look like?

Here's a quick breakdown of Michael Page’s average turnaround times:

We can shortlist qualified candidates in just 4 days;
get them interviewing within 12 days; and
typically have an offer accepted within 67 days.

By working with Michael Page, businesses can gain access to our expertise, network, and resources, which allows them to focus on what matters most – running their business.

Our structured process allows you to meet fully qualified candidates within a few days – often before your competitors have even launched their job ads.

Find the right talent by partnering with Michael Page Vietnam

Working with a recruitment agency isn’t just about filling a vacancy. It’s about accessing a faster, more efficient, and more competitive hiring process that helps you:

Move quicker than your competitors
Secure exceptional talents before they accept another offer
Reduce internal time and resource spent on sourcing
Gain insights into what talent in Vietnam expects from employers today

Whether you’re scaling a team, replacing a critical hire, or entering a new business line, Michael Page is your partner in faster, smarter hiring.

Need to hire quickly – without compromising on quality? Partner with Michael Page to reduce your time–to–hire and secure your ideal candidates before they accept another offer. Talk to our recruiters today to explore about our recruitment approaches, covering both permanent and contracting services.

Carol Yeoh

How to make the business case for a recruitment agency partnership

Simone Wu — Fri, 15 Aug 2025 08:18:26 +0000

How to make the business case for a recruitment agency partnership Simone Wu

Whether you are scaling quickly, filling a business-critical role, or struggling to attract qualified candidates, hiring has become more challenging than ever. Skilled professionals are in high demand, candidate expectations are rising, and internal teams are often stretched thin.

In this environment, making the right hire quickly isn’t just about convenience – it’s a competitive advantage. Yet, for many organisations, the idea of outsourcing recruitment can still be met with hesitation.

While the value might be clear to you as an HR professional or hiring manager, securing internal buy-in – especially from finance or leadership – requires building a strong business case for a recruitment agency.

That means shifting the conversation from a hiring expense to a strategic investment: one that can improve time-to-hire, reduce risk, increase access to top talent, and ultimately support your long-term business goals.

Here’s how to build a compelling, data-informed argument that shows why a recruitment agency partnership is a wise decision – and how it aligns with your broader business plan and hiring needs.

Talk to our recruitment experts

Need to convince stakeholders? Here’s your recruitment agency business case summary

Why unfilled roles are costly for your business
What makes a recruitment agency worth the investment?
What are the most common objections to using a recruitment agency?
How do you measure the ROI of working with a recruitment agency?
When should you use a recruitment agency — and how do you make the case internally?

How to frame your case of engaging a recruitment agency for leadership buy-in

1. Why unfilled roles are costly for your business

Before diving into fees and deliverables, frame the conversation around the opportunity cost of an unfilled role.

Revenue loss

For roles tied directly to revenue – such as sales, business development, or client delivery – every day a vacancy goes unfilled can translate into lost deals, delayed projects, or missed revenue targets.

A 2021 study by the Society of Human Resource Management (SHRM) found that businesses incurred an average cost-per-hire of US$4,683. This cost typically decreases for roles at the entry level. Consider what that role is worth to the business in terms of pipeline coverage or client billings.

Productivity drain

While this may work in the short term, over time it leads to fatigue, lower quality output, and disengagement. You also risk losing top performers to burnout or job dissatisfaction, compounding the hiring challenge with an even bigger talent acquisition gap.

Operational bottlenecks

Some roles – particularly in compliance, tech support, or product development – play a pivotal role in day-to-day operations. A vacancy here doesn’t just delay one project; it can stall entire workflows, delay product launches, or create risk exposure. These interruptions ripple across departments and may affect clients, customers, and internal teams alike.

Poor candidate experience

A slow or disorganised hiring process can negatively affect your employer brand, especially if candidates are left waiting. A 2023 study by SHL reveals that 42% of candidates decline job offers after a bad interview experience – another facet of reputation and employer interaction. Top candidates expect prompt communication, clarity on next steps, and a smooth process.

When companies delay feedback or allow decision-making to drag on, candidates often disengage or accept other offers. Even worse, unhappy candidates might share their experience publicly, making it harder to attract talent later. A positive candidate experience isn’t a bonus – it’s a must in today’s reputation-driven market.

2. What makes a recruitment agency worth the investment – beyond just candidate databases?

It’s a common misconception that employment agencies simply have bigger databases. The real value lies in their expertise, market knowledge, and ability to uncover the right talent through a refined recruitment process.

Real-time market insight

A good recruitment agency doesn’t just source candidates – it operates as a true market advisor. They provide real-time insight into salary benchmarks, notice period trends, and competitor hiring activity within your industry.

This gives you the information you need to craft compelling offers that are aligned with candidate expectations – without overpaying or underestimating the role’s value.

Market insight is beneficial when opening a new role, entering a new market, or trying to attract foreign candidates with unfamiliar compensation expectations. With this data, you can act decisively and competitively.

Passive talent sourcing

Most top performers aren’t scrolling job boards – they’re already employed and not actively applying. They are twice as qualified as active job seekers and less likely to be bombarded with offers, making them ideal long-term hires.

These passive candidates often require a more personalised, trust-based approach. Recruitment agencies specialise in reaching out to these professionals discreetly, engaging them with the right messaging, and assessing fit before you ever see a CV.

This opens up access to a broader, often higher-quality talent pool than your internal team could reach through advertising alone. It's especially valuable when you're targeting niche roles, senior positions, or hard-to-fill markets where demand outpaces supply.

Efficient screening

A strong agency doesn’t just send over resumes. Recruiters pre-qualify candidates on multiple factors: skills, experience, motivation, cultural fit, salary expectations, and interest in the specific role.

This depth of screening drastically reduces the number of interviews you need to conduct and improves your interview-to-hire ratio. The result? A smoother recruitment process, less time wasted on misaligned candidates, and better overall hiring decisions.

Stronger employer brand representation

Every interaction a candidate has with your company – including with your recruiter – shapes their perception of your brand. A well-briefed recruiter becomes your professional voice in the market, sharing your story, culture, and value proposition with credibility and care.

This is particularly important if you’re still building brand recognition, operating in a competitive market, or expanding into new regions. For passive candidates unfamiliar with your business, the recruiter is often their first impression of your organisation. A professional, informative, and engaging experience can be the difference between “no thanks” and “let’s talk.”

Secure top talent now

3. What are the most common objections to using a recruitment agency – and how do you respond?

Anticipate and address the likely concerns your stakeholders may raise, especially around cost.

“We already have an internal talent acquisition team”

True – but are they stretched thin? Many internal talent acquisition or HR teams are operating at full capacity. Partnering with a recruitment agency doesn’t mean replacing your internal function – it means strengthening it.

Agencies offer flexible support for urgent or hard-to-fill roles, executive searches, or large-scale hiring projects, without the long-term cost of additional permanent employees. This hybrid approach allows your internal team to manage day-to-day priorities, while the agency steps in to fast-track specialist or urgent hiring needs.

“Agency fees are too expensive”

On paper, a recruitment fee might seem like a large line item – but it is essential to look at the broader financial implications. Consider the hidden costs of a vacant role: missed revenue, disrupted workflows, and increased pressure on existing employees.

Even worse is the cost of a mis-hire – onboarding, training, and lost productivity can add up quickly. A well-aligned recruitment agency partnership can shorten time-to-hire, improve quality of hire, and boost retention strategies.

These outcomes have a measurable return on investment, especially when factored into a broader financial plan or business plan.

“We can post the job ourselves”

Posting on industry-specific job boards or your careers site is a start – but it is often not enough.

The best candidates may never see those ads, especially in competitive markets. Recruitment agencies go beyond job postings; they proactively tap into passive talent, engage skilled professionals, and leverage recruitment software to filter and engage the right profiles.

Their outreach is strategic, targeted, and ongoing. This means you’re not just waiting for talent to come to you; you are accessing a pipeline of pre-qualified candidates across the broader talent pool, including those who aren’t actively looking but are open to the right opportunity.

Find your next great hire

4. How do you measure the ROI of working with a recruitment agency?

Where possible, bring data into your case. It shifts the conversation from assumptions to evidence.

Compare time-to-hire

How long does it take your internal team to fill a similar role compared to a recruitment agency partner?

According to Gem’s 2025 Recruiting Benchmarks Report, hiring teams now conduct 42% more interviews per hire than in 2021, contributing to a 24% increase in average time-to-hire – from 33 to 41 days.

A streamlined hiring process can significantly reduce time spent screening, interviewing, and following up.

This not only speeds up decision-making but also prevents the risk of losing top candidates who might accept offers elsewhere. Faster hiring helps you keep projects on track, maintain productivity, and start generating ROI from your new employees sooner.

Evaluate quality of hire

Have agency-placed candidates stayed longer, integrated well, or delivered stronger performance? Look at metrics such as probation pass rates, performance reviews, or promotion timelines.

These talent insights show how a recruitment agency can help you find the right people faster – people who fit in well and start making a difference sooner. In the context of your broader retention strategies, this directly supports business activities like succession planning and long-term workforce development.

Interview-to-hire ratio

A strong agency partner will save you time by only presenting qualified candidates – not a stack of resumes to sift through. This improves your interview-to-hire ratio, meaning fewer interviews are needed to secure the right talent.

It reduces the burden on hiring managers and ensures your team can focus on selecting, not screening. With better alignment on cultural fit, skills, and salary expectations, decisions can be made with greater speed and confidence.

Cost per hire

Agency fees should be balanced against the hidden costs of inefficient hiring. Consider the internal resource drain: time spent by managers in interviews, delays in project delivery, extended use of temporary workers, or even reliance on costly overtime from existing employees.

Add in costs for job descriptions, job board postings, and training for mis-hires, and your total cost per hire can escalate. A recruitment agency helps you save time, reduce risk, and improve cost efficiency.

5. When should you use a recruitment agency — and how do you make the case internally

Different situations require different angles. Consider framing the case based on the specific business context you’re in:

Scaling quickly

When your company is growing rapidly – launching new products, expanding into new regions, or onboarding project teams – your internal hiring capacity can become a bottleneck. A recruitment agency can help you efficiently ramp up headcount at scale, without overloading your internal HR or TA team.

Whether you need to fill five roles or 50, agencies can quickly tap into their existing talent pool, streamline the hiring process, and ensure you maintain quality even under time pressure. This allows your internal team to stay focused on onboarding and culture integration, rather than being buried in sourcing and screening.

Hiring niche, technical or specialist roles

Emphasise the difficulty of sourcing niche talent or specialised skilled workers, and how recruiters with deep industry knowledge can fast-track the process, and how to position your role competitively.

Whether you're looking for medical technicians, cybersecurity analysts, or bilingual finance professionals, specialist recruiters know the channels, the salary benchmarks, and the candidate motivators that can accelerate your success.

Solve your hiring needs today

Entering new markets

Expanding into a new region – whether locally or internationally – introduces multiple complexities: unfamiliar labour laws, different cultural expectations, and varying levels of talent availability.

A recruitment partner with a local presence can guide you through regional compliance requirements, recommend competitive salary ranges, and connect you with candidates who meet both your technical needs and local market expectations. This reduces the risk of costly mis-hires or compliance missteps during a critical phase of growth.

Confidential replacements

When replacing a senior leader, managing a leadership transition, or hiring under sensitive circumstances like performance issues and restructuring, confidentiality is paramount.

Recruitment agencies can run a discreet executive search, protecting your internal team from speculation and your brand from unnecessary exposure. Their structured, off-the-radar recruitment process allows you to assess talent without posting a public job ad – a critical advantage in politically or commercially sensitive situations.

Small business or sole proprietorship

If you’re running a lean operation, you can’t afford hiring missteps. Outsourcing recruitment to an agency gives you access to experienced consultants, recruitment tools, and pre-qualified talent without needing to build an in-house hiring function.

You stay focused on core business activities, while the agency ensures you hire people who are not only skilled, but aligned with your values and long-term vision. Making your case more relatable to the business goal – not just the vacancy – can strengthen your argument.

It is a partnership, not just a service

A recruitment agency is not a quick fix – it is a strategic partner that aligns with your long-term vision, supports your marketing strategy, and helps you consistently attract and retain top talent. By saving time, reducing risk, improving candidate quality, and increasing market visibility, the right partner helps your business grow smarter and faster.

If you haven’t used an agency before, ask the one you’re considering to share case studies, white papers, or client success stories. Look for examples in your industry, especially those related to hiring for similar functions, levels, or locations. This evidence can help reinforce your compelling business case when speaking to decision makers.

Presenting a recruitment agency business case to decision makers

You have explored the value, addressed common objections, and outlined specific scenarios where a recruitment agency delivers ROI. Now it is time to bring it all together in a way that resonates with decision makers. Here’s how:

Lead with data: Use time-to-hire comparisons, cost-of-vacancy figures, and retention metrics to anchor your case in facts, not opinions.

Align with business priorities: Link the hiring challenge to company goals like revenue growth, market expansion, or operational efficiency.

Speak their language: Finance cares about cost savings. Operations want productivity. Leadership wants results. Tailor your pitch accordingly.

Anticipate objections: Address internal team concerns and clarify that agency support is a partnership, not a replacement.

End with a solution: Position the agency not just as a vendor, but as a strategic partner who accelerates outcomes and supports long-term hiring success.

Done well, this kind of business case doesn’t just get approval – it builds credibility for future hiring strategies too.

Need help building your business case? Reach out to our recruiters for salary benchmarks, market insights, and role-specific data to support your next internal presentation

Simone Wu

When to use a recruitment agency instead of hiring in-house

Simone Wu — Mon, 28 Jul 2025 06:07:04 +0000

When to use a recruitment agency instead of hiring in-house Simone Wu

Hiring the right person is not just an HR task – it is a strategic business decision. Whether you are scaling quickly, replacing a key executive, or entering a new market, how you hire can have a direct impact on your operational agility, brand reputation, and revenue.

While many organisations default to internal hiring to control costs, there are situations where engaging an external recruitment agency can deliver greater long-term value and help your organisation thrive. The right partner does not just fill roles – their recruitment services unlock access to top talent, reduce risk, and help you hire faster and smarter.

So, when should you consider using an external recruiter instead of hiring in-house? Below, we outline key scenarios where outsourcing the search process can strengthen outcomes and protect your business priorities.

When to use a recruitment agency

You will benefit partnering with a recruitment agency when:

You need to hire fast
Your roles are hard to fill
The hiring must be confidential
Your team lacks capacity
You want to expand to new markets
You want to hire at scale
You need strategic hiring support
You want to avoid hiring risks

1. When time-to-hire directly affects business performance

Some roles can’t sit vacant for long: a sales director generating millions in annual revenue, a finance controller overseeing compliance deadlines, or a project engineer on a time-sensitive build.

If your internal team is managing multiple roles or lacks dedicated team sourcing capacity, you risk missing business targets due to unfilled positions.

Recruitment firms help reduce time-to-hire by:

Tapping into a diverse range of passive candidates and pre-qualified talent pools
Managing outreach, screening, and scheduling at speed
Keeping recruiting processes moving – even during internal delays

Filling a role just two weeks faster can create a measurable impact on revenue generation, team performance, or service delivery.

Find your next great hire

2. When you are hiring for specialist or hard-to-fill roles

Not every job can be filled through job search platforms, ads and LinkedIn posts. Some require deep market insight and proactive outreach such as direct engagement through corporate messaging platforms, particularly in competitive sectors such as technology, healthcare, or finance.

Examples of hard-to-fill roles include:

Cybersecurity analysts with regulatory experience
Senior software engineers with cloud-native architecture skills
Tax specialists with cross-border expertise

In these cases, recruitment agencies bring an advantage through:

Niche industry knowledge and talent mapping
Understanding of candidate motivations and salary expectations
Direct access to passive candidates who are open to the right job opportunities

If your in-house team has not hired for this type of role before – or you are not getting the right calibre of applicants – it may be time to engage an external partner.

3. When the job search must be made confidentially

There are times when discretion is not a preference – it is a necessity. This is especially true for executive search and C-suite roles, where sensitive circumstances often require a highly confidential approach.

This might apply when:

Replacing an underperforming leader
Building a new function ahead of a strategic launch
Conducting sensitive restructures or exits

Recruitment agencies can run confidential searches by:

Avoiding public advertising and using direct outreach
Acting as a buffer between your brand and the market
Managing candidate expectations under NDAs

This protects your internal culture, market reputation, and competitive positioning – especially in small or high-profile industries.

4. When your internal resources are stretched

If your HR or talent acquisition team is managing the whole process of hiring, from onboarding to performance reviews – plus recruiting – you are not alone. In lean or fast-growing companies, recruitment often becomes a reactive process.

Recruitment agencies can help by:

Acting as an extension of your team, without adding manpower
Providing end-to-end recruitment services and support: sourcing, screening, shortlisting
Keeping candidates engaged while you focus on other priorities

This makes recruitment agencies very efficient, particularly for startups, SMEs, or HR teams supporting multiple regions or business units.

Book your free hiring consultation

5. When you are looking to expanding into new markets or geographies

Hiring in a new country or region presents unique challenges, including salary expectations, local talent trends, cultural norms, and regulatory requirements.

A recruitment firm with regional expertise can help you:

Understand local job titles, benefits norms, and interview styles
Avoid compliance risks tied to labour laws or visa issues
Position your employer brand effectively in a new job market

For instance:

In Singapore, employers face fierce competition for tech and engineering talent
In Hong Kong, cross-border experience and language skills are often critical
In Australia, hiring norms and remote work preferences vary significantly by state

Partnering with a recruiter helps you localise your hiring approach without reinventing the wheel.

6. When you are scaling quickly or hiring in volume

Sudden growth, new client wins, or product launches often require filling multiple roles in a short timeframe. If your internal team lacks the bandwidth or tools to coordinate this efficiently, delays can slow momentum.

Agencies with project hiring, or recruitment process outsourcing (RPO) capabilities can help you:

Deliver consistent candidate experiences across roles
Handle bulk CV screening and interview coordination
Onboard multiple hires without compromising quality

This approach is well-suited for regional expansions, shared services setups, and building new departments.

7. When you want strategic insights – Not just CVs

The best recruitment companies do not just source candidates – they are also your talent advisors.

Their market visibility gives you a clearer sense of:

What candidates expect in terms of salary, flexibility, and workplace culture
Keywords that candidates use to search jobs in your industry
Why similar roles are attracting (or losing) talent in your industry
How to position your company more effectively during the recruiting process

This is especially helpful when:

You are hiring a new type of role for the first time
Your team is unsure how competitive your offer is
You have had offers declined without clear feedback

A consultative recruitment partner can provide valuable talent insights that help you refine your job description, interview strategy, and EVP, giving you a competitive edge.

Talk to our recruitment specialists today

8. When you want to reduce hiring risk

A hiring mistake doesn’t just waste time – it can impact team morale, disrupt operations, and incur thousands in rework costs.

Recruitment agencies help reduce this risk by increasing your chances of securing top-tier talent through:

Vetting candidates through structured interviews and reference checks
Offering behavioural assessments or cultural fit evaluations
Providing replacement guarantees if a hire does not work out

For senior roles or business-critical functions, this added layer of due diligence offers peace of mind, especially when hiring under pressure or with limited internal infrastructure.

When not to use a recruitment agency

While recruitment agencies offer clear value in many scenarios, there are situations where in-house hiring delivers better results and ROI.

Stick to internal hiring when you have:

Well-defined, junior roles with clear progression paths and standardised requirements
Strong internal talent acquisition capacity with dedicated recruiters and established processes
Time flexibility, where a 4-6 week hiring timeline won’t impact operations
Limited budgets where agency fees (typically 15-25% of salary) outweigh the urgency

Role types that rarely warrant agency support:

Entry-level jobs with high application volumes
Internships and graduate programmes
Administrative roles with clear skill requirements
Jobs where cultural fit outweighs technical expertise
Roles requiring extensive internal training, regardless of background

Red flags for recruitment agency partnerships:

You are filling the same role repeatedly and could build internal expertise
The role has unclear requirements or constantly changing priorities
Your company culture is highly unique and challenging for outsiders to assess
Internal stakeholders are not committed to a streamlined decision process

The key question: Does the complexity, urgency, or strategic importance of this hire justify the investment in external expertise?

Know when to bring in a recruitment partner

Not every role requires external recruitment support. If you are hiring for junior, well-defined roles and have a strong internal team with time to spare, in-house hiring often delivers solid ROI.

But for roles that are urgent, niche, confidential, or strategically important, partnering with a recruitment company may be the smarter long-term move. It is not just about saving time – it is about protecting business outcomes, strengthening talent pipelines, and reducing hiring risks.

Are you wondering whether your next hire requires external support?

Our recruiters can assess your role requirements, internal capacity, and market conditions, and help you determine the best-fit approach.

We work closely with employers and job seekers from diverse, leading industries across Vietnam to deliver tailored recruitment solutions that support every stage of the entire process – from sourcing and screening to executive search and onboarding – to ensure a truly seamless experience for your business.

We also go the extra mile to share workforce insights and guidance to help you navigate challenges like job scams, economic shifts, and evolving expectations from job seekers.

Whether you are recruiting for a new project, expanding your team, or filling a business-critical role, our recruiters are here to help you connect with the talent who will drive your business success.

Simone Wu

How to work with a recruitment agency: A step-by-step guide for employers

Carol Yeoh — Thu, 24 Jul 2025 06:32:25 +0000

How to work with a recruitment agency: A step-by-step guide for employers Carol Yeoh

Hiring has never been more challenging – and the stakes have never been higher. According to our latest Talent Trends report, 37% of employers in Vietnam say hiring has become harder over the past 12 months.

Employers are grappling with a complex, fast-moving talent landscape, marked by widening skills gaps, rising salary demands, and the growing importance of flexibility.

If you've lost top talent to competitors, struggled with salary expectations, or found yourself repeatedly posting the same role, you're not alone. Many companies are now partnering with recruitment agencies not just to fill vacancies, but to boost hiring outcomes, reduce time-to-hire, and remain competitive in a candidate-driven market.

A practical guide to partnering with a recruitment agency

This step-by-step guide explains how to work with a recruitment agency effectively – helping you hire smarter, faster, and with more confidence.

Working with a recruitment agency can be a strategic move for businesses looking to improve hiring efficiency and eventually achieve positive outcomes. Recruitment agencies collaborate closely with companies to understand their workforce needs and deliver tailored recruitment solutions.

From accessing a diverse database of specialist talents, acquiring the latest workforce insights to reducing time-to-hire, a recruitment agency can help streamline the entire process, supporting a company's specific hiring needs in Vietnam – especially when internal resources are limited.

In this article, you will find out about

The benefits of working with a recruitment agency
What to know about fees and guarantees
Defining your hiring needs
Choosing the right agency
Briefing the recruitment agency thoroughly
Reviewing the shortlisted candidates
Conducting interviews and assessments
Create offers and onboarding candidates

Talk to our industry specialists today

Benefits of working with a recruitment agency

Recruitment agencies are crucial in Vietnam's dynamic job market, expertly connecting professionals with employers. They use their extensive market knowledge and vast talent networks to offer customised hiring solutions, addressing both immediate staffing needs and long-term workforce strategies.

For employers, partnering with an agency means quick access to top-tier talent, efficient hiring, and reduced risk of job scams. Agencies manage the entire hiring process, from writing job descriptions to negotiating salaries, ensuring a smooth and professional experience. Their expertise and high standards make them a credible and reliable choice for comprehensive staffing solutions.

Fees and guarantees: What employers should know

When partnering with a recruitment agency, it's essential for employers to understand their recruitment services, fee structures and guarantees. Reputable agencies are transparent, clearly detailing all costs and included services.

Many agencies offer guarantees on candidate quality or placement success, giving employers peace of mind. Discussing these upfront, including any post-placement support, ensures a smooth and successful recruitment experience aligned with your business goals.

For growing SMEs or HR leaders, a clear understanding of these aspects, as outlined in our step-by-step guide, will help you navigate the recruitment process effectively and achieve successful outcomes.

1. Define your hiring needs

Before contacting a recruitment firm, clearly define your hiring needs. A detailed understanding helps the recruiter align their sourcing strategy with your business goals and team dynamics.

Consider both immediate and long-term requirements: are you filling a vacancy, building a new team, or addressing underperformance? Clearly identifying specific positions ensures the right talent is matched efficiently.

Beyond technical skills, industry background, and experience, don't overlook culture fit and adaptability, especially in hybrid or fast-paced environments.

Key questions to ask

Are you hiring for a permanent, temporary or contract position?
What qualifications or certifications are essential?
What soft skills and working style would complement the team?
What is the urgency and expected start date for this hire?

Having these answers ready will make for a much more productive first conversation with your recruitment partner.

💡 Need help benchmarking salaries or defining the role scope?
View our latest Salary Guide for Vietnam

2. Choose the right recruitment agency

At Michael Page, we specialise in mid to senior-level recruitment and executive search across diverse industries. Our recruiters leverage deep local market knowledge and a global talent network to quickly find the right talent for you.

Selecting the right recruitment company is critical. You need a partner who understands your industry, speaks your language, and can professionally represent your brand to job seekers. Not all agencies offer the same level of service or specialisation, so due diligence is essential.

Research agencies with experience in your market or function. Look for a track record of strong placements, industry recognition, or a consultative approach that goes beyond simply submitting CVs. Agencies that demonstrate innovation in their recruitment strategies are often better equipped to attract and retain top talent. The right agency will also proactively advise you on hiring strategy, talent availability, and salary expectations.

🔎 Looking for a recruitment partner with proven industry expertise?
Talk to a Michael Page consultant today

3. Brief the recruitment agency thoroughly

Once you’ve chosen a recruitment agency, provide a clear and detailed brief covering the role, team culture, business goals, and any challenges. This allows the recruiter to represent your brand authentically and target candidates who are both technically and culturally aligned.

A strong agency will guide you through the process – fine-tuning the job opportunities description, managing expectations, and positioning the role competitively. At Michael Page Vietnam, our recruitment consultants support you at every stage, from initial consultation to post-placement follow-up.

What to share

Job title, responsibilities and reporting lines
Key skills and qualifications required
Company culture and team environment
Salary range, benefits and flexibility (e.g. hybrid or remote options)
Timeline, interview stages and decision-makers

This information equips your consultant to act as an informed ambassador for your brand – which ultimately improves candidate engagement and retention.

4. Review shortlisted candidates

Once the talent search begins, your recruitment consultant will screen and shortlist candidates based on your agreed brief. This is a major benefit of working with a recruiting firm: they filter out unqualified applicants, conduct initial interviews, and only present high-potential talent for your review.

When you receive candidate profiles, it's crucial to review them promptly and provide feedback, even if it's a "no". Managers are key here, as their involvement ensures shortlisted candidates align with decision-makers' expectations.

Timely feedback not only keeps the process moving but also helps your consultant adjust the search if needed. Throughout the review, the agency offers expert guidance to help you make informed decisions and navigate any uncertainties.

Best practices

Keep review cycles short to avoid losing strong candidates
Share specific feedback on what worked or didn’t
Be open to consultant suggestions on transferable skills or culture fit

This collaborative approach increases your chances of securing the right hire – especially in fast-moving markets where top talent is in high demand.

5. Conduct interviews and assessments

Once candidates are shortlisted, your internal interview process begins. A recruitment agency can provide critical support here – helping you coordinate logistics, communicate timelines and even prep candidates beforehand to ensure they arrive well-informed and confident.

Many agencies also offer value-added services such as behavioural assessments, skills testing, or tailored interview questions. These tools can help you evaluate candidates more objectively, particularly for technical or senior roles.

How a recruitment agency can support

Schedule and confirm interviews with all stakeholders
Keep candidates informed and engaged
Conduct reference checks or skills assessments where applicable
Advise on interview structure and evaluation criteria

Agencies that go the extra mile can also provide additional support, such as free consultations or comprehensive candidate filtering, ensuring a smoother and more effective hiring process.

This supports not only enhances candidate experience but also reflects positively on your employer brand – a key consideration in today’s candidate-driven market.

6. Make the offer and onboard successfully

Once you’ve identified your top candidate, the next step is extending an offer. This phase can be sensitive – particularly if candidates are considering multiple offers or negotiating terms. Your recruitment agency can help facilitate the conversation, manage expectations, and offer insights on market-aligned compensation.

In some cases, the consultant may act as a neutral third party to overcome sticking points in salary, benefits or notice periods – improving offer acceptance rates and reducing the risk of drop-offs.

Your consultant can also support onboarding by checking in with the candidate during their first few weeks. Effective onboarding helps new hires integrate into the workplace, fostering a positive environment and supporting long-term retention.

Final steps

Benchmark salary with tools like our Salary Guide
Manage notice periods and pre-boarding tasks
Prepare backup candidates in case of counter-offers
Ensure a positive and structured onboarding experience

A smooth onboarding is just as important as a smooth hiring process – and a good agency will help with both.

7. Provide feedback and build a long-term relationship

After the hire is complete, don’t let the relationship end there. A good recruitment partner wants to hear how the placement is performing, what could be improved, and how they can support you in the future.

Organisations benefit from ongoing recruitment partnerships by improving workforce management, leveraging tailored HR strategies, and staying ahead with innovative recruitment solutions.

This feedback loop strengthens your long-term hiring strategy. It also gives your recruiter the context they need to refine future searches or proactively introduce talent that fits your evolving needs.

Stay engaged even when you’re not actively hiring. Trusted recruiters can offer market updates, candidate insights and workforce planning advice year-round – not just when a vacancy opens up.

Why feedback matters

Improves candidate fit in future searches by incorporating helpful feedback from both clients and candidates, leading to better outcomes
Supports long-term workforce planning
Builds a consistent pipeline of pre-qualified talent
Gives you early access to in-demand profiles

Hire with Michael Page Vietnam now

At Michael Page Vietnam, we view every client relationship as a long-term partnership. Whether you're actively hiring or planning ahead, we’re here to provide ongoing support, talent insights and market trends to keep your business ahead of the curve.

A committed recruitment company will continue to support your hiring needs, demonstrating dedication to your long-term success even during periods when you are not actively hiring.

From one-off hires to strategic workforce planning, partnering with a recruitment firm helps you stay ahead in securing and keeping the right people. Staying connected with your agency ensures ongoing communication and continued success for your organisation.

Explore market insights and talent trends to stay ahead of shifts in candidate expectations, salary movements and in-demand skills.

Knowing how to work with a recruitment agency is a valuable skill for any employer looking to hire smarter, faster and more effectively. The right partner brings not just CVs, but insight, strategy and accountability to your hiring process.

Whether you’re recruiting for a single role or planning for future growth, partnering with a dedicated team gives you a competitive advantage in attracting the right talent – and keeping them.

Looking to hire quickly and confidently? Let Michael Page guide your search with expert insights and tailored recruitment support. Connect with our consultants today and transform your hiring experience.

Carol Yeoh

Why working with a recruitment agency in Vietnam can help you save money (and avoid hiring mistakes)

Carol Yeoh — Wed, 18 Jun 2025 09:26:04 +0000

Why working with a recruitment agency in Vietnam can help you save money (and avoid hiring mistakes) Carol Yeoh

In today’s competitive and volatile hiring landscape in Vietnam, attracting the right talent is more critical – and costly – than ever.

As companies in Vietnam compete for the same limited skills while navigating economic pressures, the same traditional in-house recruitment methods may be concealing hidden hiring costs that quietly drain resources and momentum.

From prolonged vacancies to poor-fit hires, the true cost of recruitment extends well beyond job advertisements and salaries.

In contrast, partnering with a recruitment agency can help your business reduce hiring expenses in both the short and long term – by improving hiring speed, candidate quality, and employee retention.

Get expert hiring advice

How recruitment agencies help you hire faster

Using recruitment services like Michael Page in Vietnam gives you access to the best consultants and candidate networks that can help you reduce time-to-hire and fill roles efficiently – whether you're hiring permanently or for a short-term contract.

With more than 45 years of global experience, a recruitment partner like Michael Page brings insights, sourcing tools, and scalable strategies to help you grow your team.

For example, access to pre-qualified candidates, real-time market data, and efficient screening tools all combine to make hiring faster and more cost-effective.

According to an article by the Society of Human Resource Management (SHRM) based on US salaries in 2021, the average cost-per-hire for a business is the equivalent of US$4,683 – although it should be noted that cost-per-hire may be lower for entry-level roles.

Let’s examine the true financial impact of hiring decisions and explore the various approaches that can deliver measurable recruitment ROI.

What are the hidden recruitment costs of hiring in-house?

While managing hiring internally may be appealing for a lean team, it’s important to find out what the true costs are.

Here are some common recruitment cost factors you may be overlooking:

Job advertising on the wrong platforms
Increased turnover from mis-hires
Delays that lead to a loss in productivity
Rehiring cycles that can cost thousands a year
Burnout in your existing team if the role stays unfilled

This can have a serious impact on your overall productivity and employee morale.

The true cost of recruitment

While managing recruitment internally may seem cost-effective, many organisations underestimate the broader financial impact of slow hiring cycles and bad hires.

These hidden recruitment costs can quietly erode productivity, employee morale, and profitability over time – making traditional hiring methods less efficient than they appear.

Direct recruitment costs

These are visible, upfront recruitment expenses such as:

Job advertisements on job boards, social media, and recruitment platforms
Employer branding and recruitment marketing campaigns
Tools for candidate sourcing and screening (e.g. ATS)
Interview costs including staff time or candidate reimbursements
Agency fees or executive search charges
Onboarding and employee training programmes

Indirect recruitment costs

Often more damaging in the long term:

Lost productivity from unfilled positions or mis-hires
Burnout or disengagement among overworked team members
Project delays and operational inefficiencies
Turnover costs, including re-hiring and retraining
Declining team morale and cohesion
Missed business opportunities and lost revenue

Together, these costs can also compound quickly – especially if a role remains vacant for an extended period or if a new hire leaves within their first year.

Reduce your recruitment spend now

How recruitment agencies deliver immediate cost savings

Recruitment agencies can reduce hiring costs in many ways – from avoiding long vacancy gaps to improving candidate quality and offer acceptance rates.

When you partner with the right recruitment firm, the upfront recruitment agency cost is often outweighed by long-term savings, improved productivity, and better hiring outcomes. Here’s how these savings play out in practice:

1. Faster time-to-hire

Each day a vacancy stays open, your business loses value at the expense of productivity and growth opportunities. Recruitment agencies help fill roles faster by:

Using pre-qualified candidates talent networks
Leveraging data-driven screening to identify strong matches quickly
Managing candidate communications efficiently

This reduces time-to-fill, limits disruption, and drives recruitment cost efficiency.

2. Lower recruitment marketing and sourcing costs

Running multi-platform job ad campaigns is expensive. Recruitment agencies lower this spend by:

Accessing existing candidate databases
Using targeted sourcing via high-performing job platforms
Offering digital sourcing solutions like ReachTalent

The result: better candidate quality at lower cost.

3. Smarter salary benchmarking

Offering the right salary is vital – not just to attract talent, but to stay within budget. Your finances in hiring can be optimised through recruitment agencies, as they:

Use up-to-date salary data like Michael Page's 2026 Salary Guide to advise on competitive, realistic offers
Avoid overpayment or under-offering that leads to offer rejections
Balance salary expectations with the organisation’s hiring goals

This informed approach ensures your offers are both appealing, and supports sustainable hiring budgets.

4. Risk-managed, confidential hiring

For the hiring of senior, strategic, or sensitive roles, recruitment agencies offer:

Discreet recruitment and head-hunting
Compliance with employment law
Mitigation of legal and reputational risks

Such safeguards are crucial for protecting both brand image and the continuity of your business’ operations.

Get a cost-saving hiring consultation

Long-term value: Building a cost-effective hiring strategy

Beyond immediate savings, recruitment agencies help with strategic workforce planning and sustainable hiring practices.

1. Improved employee retention

By carefully matching candidates to both the role and company culture, agencies help reduce employee turnover. They also play a key role in identifying candidates with long-term potential – helping you avoid the costly cycle of job hopping.

The benefits include:

Fewer repeat hiring cycles
Greater team stability and cohesion
Higher employee engagement
Cost savings through long-term retention

A well-matched hire contributes more and stays longer – resulting in better returns on recruitment investment.

2. Scalable and flexible workforce planning

Recruitment firms can help support evolving business needs through flexible and scalable hiring strategies that align with shifting market conditions and organisational priorities.

Here’s how:

Contract or temporary staffing for seasonal or project-based work
Strategic advice on structuring teams for organisational growth
Quick access to on-demand talent without increasing permanent headcount

This agility is invaluable in fast-changing markets.

3. Diversity and inclusion support

Diverse teams are proven to boost innovation, engagement, and business outcomes. Here’s how recruitment firms support inclusive recruitment practices:

Access a broader and more diverse candidate pool
Reduce unconscious bias in shortlisting
Align hiring strategies with DE&I goals

These efforts not only enhance company culture but also support long-term retention and performance. Recognising employees from all backgrounds meaningfully can further reinforce an inclusive culture.

Why work with Michael Page?

Our recruitment expertise in Vietnam spans industries like:

We combine local expertise with a global reach to help you find the right talent at the right time.

Want to work with a company that understands what you need?

Michael Page works across industries and functions to help businesses hire in a way that’s agile, efficient, and built for long-term success.

If your company is ready to save money on recruitment, reduce inefficiencies, and hire smarter, talk to one of our consultants today.

Don’t let hiring challenges cost your business. Our specialist consultants have the networks and expertise to fill your role quickly. Let’s discuss your needs.

Carol Yeoh

Tech job seekers in APAC: Priorities clash with employer offerings

Simone Wu — Fri, 01 Nov 2024 20:36:04 +0000

Tech job seekers in APAC: Priorities clash with employer offerings Simone Wu

In today’s competitive technology recruitment landscape, understanding what attracts tech job seekers to new roles isn’t just helpful – it’s essential.

However, our latest research reveals an intriguing disconnect: what employers think tech professionals want when job hunting often differs significantly from what these job seekers actually prioritise.

The perception gap: what tech job seekers look for when job hunting vs. what employers think tech talent want

This perception gap can have real consequences. “Organisations might be emphasising the wrong factors in their recruitment strategies, potentially missing out on top tech talent looking for different qualities in their next role,” says Nicolas Dumoulin, Senior Managing Director for Michael Page Indonesia, Malaysia, Philippines, Thailand and Vietnam.

Take workplace flexibility, for instance – while tech professionals consider this a crucial factor, many employers (tech employers and companies hiring for their tech department) underestimate its importance in their attraction strategy.

Areas of alignment and divergence

Our Michael Page Talent Trends 2024: The Expectation Gap Report maps out these differences across eight key priorities that influence job decisions. Interestingly, there are only two areas where employers and tech job seekers completely align: the importance of competitive salaries and company culture.

Beyond these points of agreement, the divergence in priorities presents both challenges and opportunities for organisations looking to strengthen their tech teams.

Dumoulin adds, “While market conditions and practices vary across APAC, our research reveals consistent patterns in what tech professionals value most in new opportunities. Understanding these priorities while considering local market nuances can help employers build more effective talent attraction strategies.”

Discover Our Tech Recruitment Expertise

Understanding the tech talent perception gap in APAC

Our latest talent trends report reveals an interesting dynamic in the APAC tech recruitment landscape.

While employers and tech job seekers find common ground on the critical importance of competitive salaries and company culture, significant disconnects in other areas could affect your ability to attract top tech talent.

Understanding these alignments and gaps is crucial. The fact that both parties agree on the fundamental importance of competitive compensation and cultural fit provides a solid foundation for recruitment strategies.

However, differences in priorities often create challenges in attracting the right talent.

Top 3 priority mismatches in tech recruitment

(Above) The infographic illustrates the importance of each priority (e.g. competitive salary) to tech job seekers, and what employers perceive as important to tech job seekers, from 10 (most important) to 1 (least important). For instance, employers view workplace flexibility as the 6th most important factor, while tech job seekers view it as the second most important.

Workplace flexibility: a higher priority than employers think

Flexibility has become more than just a trendy benefit in today’s work environment. Our data shows that tech professionals value workplace flexibility significantly more than employers anticipate. This disconnect reflects a broader shift in work expectations across the region.

To bridge this gap, organisations need to reassess their approach to workplace flexibility. This doesn’t necessarily mean going fully remote – instead, consider implementing thoughtful hybrid work models that balance collaboration and autonomy.

The key is creating clear, documented flexibility policies and communicating these effectively during the recruitment process. Companies that successfully implement and showcase their flexibility options often see higher engagement from potential tech talent.

Clear career progression: the hidden deal-breaker

One of the most significant misalignments we’ve observed is how career progression is valued. Tech professionals across APAC rank clear career progression paths much higher than employers expect.

This makes sense when considering the rapid pace of technological change – tech professionals are inherently focused on staying relevant and growing their skills.

To address this, organisations need to move beyond traditional career ladders. Consider implementing detailed progression frameworks that account for both technical expertise and leadership potential.

This might include creating dual-track career paths that allow professionals to advance either as technical experts or people managers. Being transparent about these pathways during the hiring process can significantly increase your appeal to tech talent.

Purpose over leadership: the shifting priority

While employers often emphasise their leadership team’s strength during recruitment, our data shows that tech professionals place higher value on finding purpose in their role and company.

This doesn’t mean leadership isn’t important. Instead, it suggests that tech professionals are increasingly motivated by the impact of their work and their contribution to meaningful objectives.

Organisations can address this by clearly articulating what they do and why they do it. Share concrete examples of how your tech teams contribute to broader business and societal goals.

This might include highlighting projects that have significantly impacted, sharing success stories, or demonstrating how technical solutions solve real-world problems.

How to align your tech recruitment strategy

Quick wins: 3 actions to attract tech job seekers now

The good news is that you can take several concrete steps to address these perception gaps.

Update your EVP: Start by reviewing and adjusting your Employee Value Proposition (EVP) to better reflect what tech professionals truly value.

This means going beyond competitive salary (which remains crucial) to emphasise flexibility options, career development opportunities, and meaningful work impact.

Revamp job postings: Your job postings should be revised to lead with these factors rather than traditional corporate achievements or leadership profiles. Be specific about flexibility policies, career development programmes, and how the role contributes to larger organisational goals.

Align benefits with priorities: For lasting impact, organisations need to think beyond recruitment messaging to create substantive changes in supporting and developing tech talent.

This includes developing comprehensive career frameworks that clearly outline progression paths, creating opportunities for meaningful project work, and regularly reviewing and adapting workplace policies to meet evolving expectations.

Common challenges in tech talent attraction

While understanding what tech professionals want is crucial, implementing changes to meet these expectations comes with practical challenges. Organisations across APAC face several hurdles when aligning their offerings with job seeker priorities.

Balancing flexibility with business needs

First, balancing flexible work arrangements with business needs is challenging. Organisations must consider client requirements, team collaboration, and project delivery demands when designing flexibility policies. Companies with client-facing tech roles or those handling sensitive data often find this particularly challenging.

Resource allocation and career development

Resource allocation presents another significant hurdle. While clear career progression ranks high on tech professionals’ priority lists, implementing comprehensive development programmes requires substantial investment. Organisations must balance these costs with maintaining competitive pay in an increasingly expensive talent market.

Cultural transformation and purpose alignment

Cultural transformation also poses challenges. Shifting from traditional leadership-centric approaches to purpose-driven operations requires more than changes in recruitment marketing – it demands fundamental organisational change. Many companies struggle with authentically articulating their purpose while meeting business objectives.

Navigating regional diversity across APAC

Finally, the diverse nature of the APAC region adds complexity. Organisations with regional operations must maintain consistent employer value propositions while adapting to local contexts.

How to track your tech recruitment success

Success in adapting to these new priorities isn’t just about implementation – it’s about measuring impact.

Track not only your application rates and quality but also your offer acceptance rates and new hire retention. Regular pulse surveys and exit interviews can provide valuable insights into how well your organisation meets tech professionals’ expectations.

Future-proofing your tech talent strategy

While it’s encouraging to see alignment between employers and tech job seekers on the importance of competitive salaries and company culture, successful tech recruitment in APAC requires a broader understanding of what truly matters to tech professionals.

By acknowledging and actively addressing the gaps in perception around flexibility, career progression, and purpose, organisations can create more compelling opportunities that resonate with tech talent.

In today’s competitive market, the organisations that will succeed in attracting top tech talent are those that can demonstrate they understand and care about what tech professionals truly value. It’s time to move beyond assumptions and align your recruitment strategy with the actual priorities of the tech talent you’re trying to attract.

As the demand for tech jobs continues to rise, candidates are not just looking for any role – they’re seeking a tech career that aligns with their values and offers long-term growth.

For companies aiming to attract top talent, it’s crucial to highlight exciting career opportunities and showcase what makes your tech company unique. Emphasising flexibility, career progression, and meaningful impact can make a world of difference in appealing to the motivations and priorities of today’s tech professionals.

Get more insights about the modern workforce

Discover the latest in workforce trends in our latest Michael Page Vietnam Talent Trends 2024 report: The Expectation Gap. This survey report findings are based on responses from 12,940 job seekers, employees and employers across Asia Pacific.

It covers career insights that talent leaders and hiring professionals need to know to attract and retain talent. Also, download our report or use our interactive online tool to gain deeper, up-to-date insights into the current talent market.

Simone Wu

Top recruitment agencies in Vietnam: How to choose the right hiring partner for your business

Simone Wu — Mon, 26 Aug 2024 08:24:34 +0000

Top recruitment agencies in Vietnam: How to choose the right hiring partner for your business Simone Wu

In Vietnam’s rapidly evolving job market, companies face increasing challenges in attracting the right talent.

The hiring process – sorting through countless resumes, conducting job interviews, and assessing candidates – can be time-consuming and costly. This is where professional recruitment or headhunting agencies step in, providing workforce solutions that connect businesses with qualified professionals efficiently and strategically.

But with so many local and international recruitment agencies operating in Vietnam, choosing the best one for your hiring needs can be a challenge. This guide will explore:

Why should I partner with a job recruitment agency?
Should I partner with a job recruitment agency or a HR agency?
Top recruitment agencies in Vietnam
Michael Page Vietnam
Page Executive Vietnam
How to choose the right recruiting firm in Vietnam?
How can Michael Page help me hire?

Speak to a recruitment expert

Why partner with a recruitment agency in Vietnam

Before exploring specific agencies, let's examine the strategic advantages and hiring services they offer employers:

Access to a broader talent pool

Agencies tap into networks and passive candidate pools often beyond the reach of traditional job postings. This is particularly crucial in competitive sectors or for niche skill sets.

Comprehensive screening process

Through pre-employment assessments, skills testing, and thorough vetting like these candidate verification processes conducted by Michael Page, agencies ensure only the most qualified candidates reach your desk. This significantly reduces the risk of mis-hires and improves quality-of-hire metrics during the talent acquisition process.

Tailored recruitment solutions

Leading recruitment agencies offer customised hiring strategies designed to meet the unique needs of businesses. Rather than a one-size-fits-all approach, recruitment consultants assess factors such as company culture, workforce demands, and industry-specific challenges to create bespoke solutions.

Whether you need permanent hires, contract staffing, executive search, or project-based recruitment, recruitment agencies provide flexible options that align with your hiring goals. This adaptability ensures companies can efficiently scale their workforce, navigate market fluctuations, and secure top talent suited to their specific business needs.

End-to-end recruitment process management

A recruitment agency manages the entire recruitment process, from writing job descriptions, scheduling interviews, candidate screening, and collecting post-interview feedback to handling salary negotiations and supporting onboarding. This frees your internal human resources (HR) team to focus on strategic talent acquisition initiatives or other administrative support tasks.

Reduced time-to-hire

In today's fast-paced business environment, agencies' thorough involvement in the talent acquisition process can significantly accelerate your hiring while maintaining quality standards.

Industry expertise and local market insights

Reputable recruitment agencies possess in-depth knowledge of specific sectors, providing valuable insights into salary benchmarks, hiring trends, and competitive packages.

While some agencies offer recruitment across multiple functions, others operate as specialist professional recruitment consultancy focused exclusively on one area, such as technology recruitment.

These varying levels of specialisation and industry knowledge help you position your opportunities effectively in the job market and choose a recruitment partner that best matches your hiring needs.

The difference between human resources (HR) consulting firms vs. recruitment agencies

While recruitment agencies focus on filling open positions by sourcing and placing candidates, a human resource consulting firms offer a broader range of strategic services. These firms offer administrative staffing, training programmes, workforce planning, talent management, employer branding, policy development, and organisational restructuring.

If your goal is to place skilled professionals in your business, a recruitment agency can be an effective solution.

However, an HR consultation firm may be more suitable if you need long-term HR strategy guidance, such as improving workforce management, employee retention, restructuring teams, or enhancing workplace policies. Understanding this distinction can help inform businesses on the preferred partner based on their workforce needs.

Find your next great hire

Top recruitment agencies in Vietnam

While numerous recruiting firms cater to the Vietnam job market, some recruitment companies have distinguished themselves through their extensive networks, specialised expertise, and proven track record. Here are a few prominent hiring firms in the recruitment industry:

Agency

Notable specialisation

Strength

Michael Page

IT and Technology, Healthcare and Life Sciences, Engineering and Manufacturing and more.
(See full list.)

Provides end-to-end recruitment by sector-experienced recruiters with large candidate databases.

Page Executive

Hiring for C-suite roles like CEO, CFO, etc.

Board-level executive search led by senior consultants with global reach and bespoke strategies.

Adecco

Accounting and Finance, Banking, Engineering and Technical

Matches candidates with start-ups and MNCs, giving employers access to wide talent networks.

JAC Recruitment

Engineering and Manufacturing, HR, Office Support

Provides recruitment, career counselling for job seekers, and HR consulting for employers.

Robert Walters

Banking and Financial Services, Legal, Sales

Connects employers with professionals and supports candidates in career growth.

Michael Page

Since its founding in London in 1976, Michael Page has evolved into one of the leading global recruiting agencies, an industry powerhouse with 140 offices across 36 countries.

Marking its foray into Asia in 1994, the Vietnam office opened in 2018. Today, Michael Page Vietnam leverages its extensive network of skilled professionals, wide global reach, and deep sector expertise to deliver mid-management to executive-level recruitment solutions across diverse industries.

The company also publishes an annual Talent Trends report, providing valuable local and Asia Pacific workforce-related market trends and industry insights to help employers, hiring managers, and job seekers navigate the evolving employment landscape.

Services: Through its strong focus on industry specialisation, Michael Page's competitive edge lies in their unique approach where recruiters are former professionals from the sectors they serve. This industry expertise enables consultative partnerships with clients and strategic hiring processes.

For instance, finance sector recruitment is handled by former finance professionals, ensuring a deep understanding of client needs and candidate assessment. This approach, combined with their ability to access a vast network of global talent pool, helps businesses secure top-tier talent for mid-management to leadership roles.

Specialisations: In Vietnam, Michael Page provides specialised recruitment solutions across a diverse portfolio of industries, including:

Page Executive

As part of the PageGroup, Page Executive focuses exclusively on executive search and handling board-level and senior management appointments. They offer bespoke recruitment solutions for talent acquisition, matching highly-skilled professionals to open roles by leveraging extensive research and a global network of senior consultants.

Speak to a recruitment expert

Adecco

Adecco began its operations in 2011 in Vietnam, and the company has 5,200 branches in 60 countries. The agency offers recruitment services across various sectors, connecting job seekers with organisations ranging from large corporations to small startups, focusing on specific industries.

Adecco’s specialisations: Accounting and Financial Services, Banking, Engineering and Technical, Education, Event and Exhibitions, Human Resources and Administrative Support, Information Technology, Industrial, Logistics and Supply Chain, Retail, Sales and Marketing.

About Adecco’s recruitment services: Adecco provides employers and job seekers with a platform. Employers can access a vast network of potential candidates. Job seekers can find positions across diverse companies, catering to those new to the job market or those looking for career progression.

JAC Recruitment

First established in the UK in 1975, the Japanese-owned JAC Recruitment set up its Vietnam office in 2013. The company started as a service-driven company catering to Japanese companies in the UK. It launched its recruitment business in 1981.

From global enterprises to homegrown Vietnamese businesses, a wide array of organisations benefit from this agency's expert talent acquisition services. The firm excels in matching skilled professionals with career opportunities across diverse industries throughout Vietnam.

JAC’s specialisations: Accounting and Finance, Banking and Financial Services, Engineering and Manufacturing, Human Resources and Office Support, Sales, and Supply Chain Management, Logistics and Procurement.

About JAC’s recruitment services: JAC Recruitment specialises in talent acquisition and career support, offering skilled candidate placement, career counseling for job seekers, and HR consulting for clients. This comprehensive approach enhances their services beyond traditional recruitment, fostering long-term relationships with both candidates and employers.

Robert Walters

With over 3,100 employees across 31 countries, the British professional recruitment consultancy, Robert Walters, established its Vietnam office in 2011. The firm offers specialised recruitment services across various professional sectors, connecting talented candidates with organisations ranging from multinational corporations to local Vietnamese companies.

Robert Walters’ specialisations: Banking and Financial Services, Legal, IT and Technology, Sales and Marketing, Human Resources, Accounting and Finance, Supply Chain and Procurement, Healthcare and Life Sciences.

About Robert Walters’ recruitment services: Robert Walters provides a comprehensive platform for both employers and job seekers. Employers gain access to a network of highly qualified, often bilingual professionals. Job seekers can explore opportunities across diverse industries, catering to both experienced professionals seeking career advancement and those new to the Vietnam market.

Unsure how to kick off a partnership with a recruitment agency? Explore our step-by-step guide for a seamless start – or connect directly with our team to get tailored support.

How to choose a recruitment agency in Vietnam

Your choice of recruitment agency can significantly impact your hiring success. Consider these critical factors:

Industry specialisation: Find out if the agency has a proven expertise in your sector with a strong track record of successful placements.
Service scope: Evaluate their full range of services – from initial screening methods to post-placement support. Check whether they offer the comprehensive support your organisation needs.
Process quality: Assess their candidate assessment methodologies, feedback mechanisms, and quality control measures. Find out how they ensure candidate quality.
Market presence: Consider their geographic reach, network strength, and presence in your target hiring locations.
Client portfolio: Review their existing client base and ask for specific success stories in your industry.
Technology and innovation: Evaluate their use of modern recruitment tools and technologies to ensure efficient processes.
Track record: Request client references and placement success rates to verify their market reputation. On top of that, scrutinise reviews on their Google Business Profile to learn about their service quality and client experiences.

How can Michael Page’s recruitment services help me?

At Michael Page, our reputation as a people-centred global recruitment agency is built on decades of successful talent placements and a team of seasoned industry experts.

Whether you’re an enterprise striving for the perfect addition to your team or a professional seeking a new career chapter, we have the expertise to guide you. Businesses keen on streamlining their hiring process can contact us directly and engage with our recruitment connoisseurs.

Making the right recruitment choice

A well-matched recruitment firm can be a game-changer for your hiring strategy. Whether you need niche talent, executive leadership hiring, or high-volume hiring solutions, the right partner will save time, reduce costs, and help you build a high-performing team. This guide provides a starting point for finding the right recruitment agency that best aligns with your organisation’s needs.

Ready to hire? We specialise in a variety of sectors and are ready to discuss your vacancy. Contact us and we’ll find the right consultant for your location and role.

Michael Page

How to structure effective job interviews: A guide for hiring managers

Simone Wu — Tue, 09 Apr 2024 08:35:40 +0000

How to structure effective job interviews: A guide for hiring managers Simone Wu

As a hiring manager, knowing how to structure effective job interviews is a critical skill that significantly impacts the future of your organisation. A well-structured interview process helps you identify the most suitable job applicants, and ensures that you make informed hiring decisions that align with your company's goals and values.

Whether it is your first time hiring or if you are a seasoned recruiter, this guide will explore the critical elements of structuring an effective job interview and provide practical tips and strategies to elevate your interviewing skills and attract top talent to your organisation.

12 things to do before, during and after job interviews

Before the interview

1. Define clear objectives

Before diving into the interview process, start by defining clear objectives. Thoroughly review the job description and identify the essential skills, qualifications, and experience required for the role.

Collaborate with other stakeholders, such as the hiring team and department heads, to gain a comprehensive understanding of the position's requirements and expectations.

Once you have a clear picture of the ideal candidate profile, list key competencies and attributes you will assess during the interview. This list will serve as a roadmap, ensuring your questions and evaluations remain focused and aligned with your hiring goals.

2. Develop a structured interview format

A structured interview format is essential for maintaining consistency and fairness throughout the hiring process. By following a standardised approach, you can minimise bias and ensure all job applicants are evaluated based on the same criteria.

Start by creating a set of core questions that will be asked of all applicants. These questions should assess the key competencies and attributes you identified earlier. Consider including a mix of behavioural, situational, and technical questions to gain a well-rounded understanding of each candidate's capabilities.

In addition to the core questions, allow for some flexibility to explore unique aspects of each candidate's background and experience. However, maintain a consistent structure and allocate similar amounts of time for each interview to ensure a level playing field.

3. Minimise unconscious bias

Unconscious bias can impact hiring decisions, leading to unfair treatment of job applicants and potentially overlooking top talent. A structured interview format can help minimise bias by ensuring all applicants are evaluated based on the same criteria.

To further mitigate unconscious bias, consider the following:

Train interviewers to recognise and avoid common biases, such as confirmation bias, halo effect, and stereotyping
Use diverse interview panels to bring multiple perspectives to the evaluation process
Develop objective scoring rubrics to assess applicants’ responses consistently
Avoid making snap judgments based on first impressions or irrelevant factors, such as appearance or background
Focus on job-related qualifications and competencies rather than personal characteristics or cultural fit

By actively addressing unconscious bias, you can create a more inclusive and equitable interview process that identifies the best applicant based on merit.

4. Manage interview panels effectively

When conducting interviews with a panel, it is crucial to ensure a cohesive and organised experience for both the interviewers and the candidate. To manage interview panels effectively:

Assign specific roles and responsibilities to each panel member, such as asking certain questions or evaluating specific competencies
Develop a clear agenda and time allocation for each panel member’s questions and discussion
Encourage all panel members to contribute and share their perspectives while maintaining a respectful and professional atmosphere
Designate a panel leader to facilitate the discussion, keep the interview on track, and ensure a smooth transition between panel members
Provide the candidate with clear instructions on the panel format and introduce each panel member and their role
Allow time for the candidate to ask questions and engage with the entire panel

By managing interview panels effectively, you can create a structured and organised experience that allows for diverse input while maintaining a cohesive and professional environment for the candidate.

5. Prepare thoroughly

Proper preparation is vital to conducting effective job interviews. Begin by reviewing each candidate's resume, cover letter, and any additional materials they have submitted. Familiarise yourself with their background, qualifications, and relevant experience.

Next, create a detailed guide that outlines the interview questions you will ask and any specific points you want to cover. This guide will help you stay organised and collect all the necessary information during the interview.

It is also essential to prepare the interview environment. Choose a quiet, comfortable space that is free from distractions. Ensure all necessary materials, such as the candidate’s resume and a notepad for taking notes, are readily available.

Adopting open body language can create a welcoming and engaging atmosphere, such as avoiding crossing arms and legs to prevent the appearance of disinterest or defensiveness.

During the interview

6. Establish rapport with job applicants

Creating a positive and welcoming atmosphere is crucial for easing applicants' nerves and allowing them to showcase their best selves. Start the interview by introducing yourself and providing a brief overview of the company’s values, the role and how it contributes to the success of the company.

Engage in some light conversation to break the ice and help the applicant feel more comfortable. Ask about their journey to the interview location or mention something interesting from their background that caught your attention.

Throughout the interview, maintain a friendly and professional demeanour. Use active listening techniques, such as nodding, maintaining eye contact, and asking follow-up questions, to demonstrate your genuine interest in the candidate's responses.

7. Ask behavioural and situational questions

Behavioural and situational questions are powerful tools for assessing a candidate’s past performance and potential to handle future challenges. These questions require candidates to provide specific examples of how they have handled real-life situations, giving you valuable insights into their problem-solving skills, decision-making abilities, and work style.

Use the STAR (Situation, Task, Action, Result) framework when crafting behavioural questions. Ask job applicants to describe a specific situation, the task they needed to accomplish, the actions they took, and the results they achieved. This structured approach helps you gather concrete evidence of their capabilities.

Situational questions, on the other hand, present hypothetical scenarios and ask the applicants how they would respond. These questions allow you to evaluate a candidate’s thought process, judgment, and ability to think on their feet.

8. Evaluate technical skills

Depending on the role you are hiring for, assessing technical skills may be crucial to the interview process. Develop a set of technical questions or practical exercises that align with the specific requirements of the position.

For example, if you are hiring a software developer, you may ask them to solve a coding problem or discuss their experience with specific programming languages. If you are interviewing a marketing professional, ask them to analyse a case study or develop a creative campaign idea.

When evaluating technical skills, it’s essential to clearly understand the desired proficiency level and assess applicants fairly based on their demonstrated abilities.

9. Allow for candidate questions

Allocating time for interviewees to ask questions is a courtesy and an opportunity to gauge their interest and engagement with the role and the company. Encourage them to ask questions throughout the interview or dedicate a specific portion of the interview for this purpose.

Pay attention to details in the questions job applicants ask, as they can reveal their priorities, research, and understanding of the position. Thoughtful and well-informed questions demonstrate genuine interest and preparation.

Be prepared to provide honest and informative answers to candidate questions. Use this as an opportunity to share more about the company culture, growth opportunities, and expectations for the role.

10. Take detailed notes

Taking detailed notes during the interview is essential for accurately evaluating applicants and making informed hiring decisions. Create a standardised note-taking template that aligns with the key competencies and attributes you are assessing.

Record specific examples, achievements, and responses that stand out during the interview. These notes will serve as a helpful reference when comparing applicants and making final decisions.

Be sure to maintain a balance between active listening and note-taking. Avoid getting overly absorbed in writing that you miss important nonverbal cues or fail to engage with the candidate effectively.

After the interview

11. Conduct post-interview evaluations

After each interview, take time to conduct a thorough post-interview evaluation. Review your notes and assess the candidate’s performance against the predetermined criteria and competencies.

To gather diverse perspectives and insights, involve other hiring team members in the evaluation process. Discuss the candidate's strengths, weaknesses, and overall fit for the role and the organisation.

Use a standardised rating system or evaluation form to ensure consistency and objectivity in your assessments. This will help you compare applicants fairly and make data-driven hiring decisions.

12. Provide timely feedback

Providing timely feedback to job applicants is critical to a positive interview experience. Whether a candidate is selected for the role or not, it's essential to promptly inform the candidate of the interview’s outcome.

For successful applicants, extend a verbal or written job offer outlining the key terms and conditions of employment. Be prepared to answer any additional questions they may have and provide guidance on the next steps in the hiring process.

For those who are not selected, provide constructive feedback on their performance and express appreciation for their time and interest in the role. Offering specific and actionable feedback can help candidates improve their interviewing and communication skills and maintain a positive impression of your organisation.

Mastering the art of job interviews: Key to building a high-performing team

Structuring an effective job interview requires careful planning, preparation, and execution. You can make informed hiring decisions that drive your organisation’s success by defining clear objectives, developing a structured format, asking behavioural and situational questions, evaluating technical skills, and conducting thorough post-interview evaluations.

Remember, the interview process is an opportunity to assess candidates and showcase your company’s culture and values. A positive and engaging interview experience can attract top talent and build a strong employer brand.

As you refine your interviewing skills and techniques, continuously seek feedback from colleagues and candidates to identify areas for improvement. Stay updated on industry best practices and emerging trends in talent acquisition to ensure that your interview process remains effective and competitive.

By mastering the art of conducting effective job interviews, you can build a high-performing team that will propel your organisation to new heights of success.

Ready to hire? We specialise in a variety of sectors and are ready to discuss your vacancy. Contact us and we’ll find the right consultant for your location and role.

Simone Wu

9 common mistakes hiring managers should avoid in job interviews

Simone Wu — Thu, 07 Mar 2024 06:01:33 +0000

9 common mistakes hiring managers should avoid in job interviews Simone Wu

Finding the perfect candidate feels like winning the lottery – exhilarating, validating, and a little bit lucky. But before you pop the champagne, remember: just like the lottery, the job interview process comes with its own set of pitfalls.

Hiring mistakes costs companies big bucks, wastes resources, and fosters the wrong team dynamic. So, how do you avoid these landmines and ensure your next interview leads to a rockstar hire, not a recruitment regret?

Let’s explore some common interview mistakes hiring managers make and how to steer clear:

9 common pitfalls hiring managers should steer clear of during interviews

1. Winging it

You haven’t reviewed the candidate’s resume, researched their career background, or prepared insightful questions. This screams unprofessionalism and disrespect for the candidate’s time. Hiring managers should go to job interviews prepared with a structured interview plan and tailored questions for an effective hiring strategy.

As a hiring manager, familiarity with the candidate’s background allows you to tailor questions that probe beyond the surface (think situational questions), revealing depth and potential. Preparation demonstrates respect for the candidate’s time and showcases the professionalism of your organisation.

2. Talking at, not with, the candidate

You spend the entire time presenting the company and listing responsibilities, leaving no room for genuine dialogue with potential candidates. Remember, this is a two-way street. Let the candidate ask questions and showcase their potential.

3. Turning it into an interrogation

Your questions are aggressive, judgmental, or pry unnecessarily into personal matters. This hiring mistake creates a hostile environment and alienates potential hires. Maintain a professional and respectful tone throughout.

4. Avoiding unconscious biases

A critical yet often overlooked aspect of the recruitment process is the potential for bias. Bias in interviewing someone, whether based on gender, age, ethnicity, or even alma mater, can inadvertently influence a hiring manager’s decision, sidelining potentially excellent candidates.

Here’s how to neutralise them:

Blind resumes: Consider masking identifying information like name, age, and location until later stages. It forces you to focus on relevant skills and experience.
Standardised questions: Develop a set of job-specific questions for every candidate, ensuring a fair and consistent assessment.
Diverse interview panels: Include team members from different backgrounds and perspectives to mitigate individual biases and gain well-rounded insights.
Focus on behaviour, not attributes: Ask questions that explore past actions and achievements relevant to the role, not personal opinions or beliefs.
Be mindful of non-verbal cues: Don’t let unconscious reactions based on appearance or mannerisms influence your judgment. Focus on the content of their responses.

The best candidates might not tick every box on your list, but they possess the skills, experience, and potential to thrive in your role and contribute to your team’s success.

By actively removing bias from your hiring process, you open the door to a broader talent pool and increase your chances of finding that perfect match.

5. Undervaluing the importance of soft skills

Technical prowess can get a candidate through the door, but soft skills are what enable them to navigate the room effectively.

Communication, teamwork, adaptability, and problem-solving are crucial for any role. Overlooking these during the job interview can lead to hiring a candidate who excels in their tasks but struggles in a collaborative, dynamic work environment.

Incorporate questions that draw out these skills, like asking for examples of how they’ve overcome obstacles or worked effectively in a team. Soft skills, intangible qualities like communication, problem-solving, and teamwork, are the glue that holds successful teams together.

Don’t underestimate the power of a candidate who can communicate clearly and concisely, both verbally and in writing. Look for someone who actively listens, asks insightful questions, and can express their ideas persuasively.

A team player who thrives in collaborative environments readily adapts to change and demonstrates a willingness to learn is invaluable. Remember, technical skills can be honed, but soft skills are often inherent and challenging to teach.

Prioritise candidates with soft skills that complement your existing team and drive a positive, productive work environment.

6. Overlooking cultural fit

Cultural fit is the secret sauce to long-term employee satisfaction and success. A candidate might tick all the technical boxes, but if they clash with the company’s core values and culture, friction is inevitable.

This doesn’t mean seeking clones; diversity in thought and background enriches a team. However, ensuring alignment in fundamental values and work style is key. Engage in discussions that shed light on the candidate’s views on collaboration, innovation, and work ethics to gauge compatibility.

7. Making snap judgments

First impressions matter, but basing your entire decision on the initial handshake or the first few minutes of the job interview is risky. Bias, whether conscious or unconscious, can cloud judgment. Allowing the interviewing process to unfold fully is crucial, giving the candidates ample opportunity to present themselves. This approach mitigates the risk of passing over a potentially great fit for the team due to initial misjudgments.

8. Not selling the role and company

Remember, a job interview is a two-way street. Candidates are assessing your organisation just as much as you’re evaluating them. Failing to highlight the benefits of the role, the growth opportunities within the company, and the culture can lead to top talent choosing to go elsewhere. Share what makes your organisation unique and why it’s a place where they can thrive and develop.

9. Skipping the details

Glossing over the specifics of the role or needing to be more transparent about the challenges it entails can set up both the new hire and the team for frustration.

A clear understanding of the day-to-day responsibilities, the team dynamics, and the broader goals of the position helps candidates gauge whether they’re a good fit. This clarity can prevent mismatches and ensure the selected candidate is ready to hit the ground running.

Post-interview mishaps

Ignoring follow-up: Post-interview follow-up is not just a courtesy; it’s a reflection of your organisation’s professionalism.

Ghosting candidates: Leaving applicants hanging without any communication after the job interview reflects poorly on your company’s professionalism. Send a timely update, regardless of the decision, and offer feedback if possible.

Failure to provide feedback or communicate the next steps in a timely manner can leave candidates with a negative impression, potentially deterring them from considering future opportunities with your company. Even a brief update can make a significant difference in maintaining a positive relationship with candidates.

Slow decision-making: You take weeks, even months, to decide, leaving candidates frustrated and potentially accepting other offers. Have a defined timeline for the hiring process and stick to it.

Failing to debrief your team: You forget to discuss the candidate selection process with other team members, leading to inconsistent feedback and missed opportunities to identify the best candidate. Schedule a debrief session to compare notes and make informed decisions.

The takeaway

The job interview process is a delicate dance, requiring preparation, insight, and a touch of finesse. By avoiding these common mistakes, hiring managers can not only improve their chances of finding the right candidate but also enhance the candidate’s experience and perception of the company.

It’s about creating a process that is thorough, respectful, and reflective of the company’s values, and every interview is an opportunity to build your brand in the eyes of potential employees.

Approach it with the seriousness it deserves, and you’ll pave the way for a team that’s skilled and aligned with your company culture and organisational goals.

We recruit on behalf of the world's top companies. Fast-track your success with the right team. Explore how we can quickly match you with top talent.

Simone Wu

How to attract talent in a candidate-short market

Simone Wu — Thu, 01 Jun 2023 11:20:01 +0000

How to attract talent in a candidate-short market Simone Wu

Recruiting is no longer only about what you can offer, but also about what you stand for. In our globalised world where the next competitor can easily outbid you in a remuneration war, competing for candidates based on salary alone is no longer a sustainable strategy.

Our Talent Trends 2023 survey report titled ‘The Invisible Revolution’ found that salary still ranks first on a list of job motivators across the Asia Pacific. At the same time, 48% of respondents in Vietnam are willing to reject a promotion if they believe it will have a negative effect on their well-being.

Nikhil Jaiswal, Regional Director of Michael Page India, elaborates, “Salary will always be the top motivator for an employee to join a company. However, what is important to note is that salary, alone, is no longer sufficient for candidates to accept a job offer.”

If a candidate receives multiple job offers, they will not necessarily pick the role that offers the highest salary. Instead, they would go with the company that made them feel most welcome.

Provide information on career advancement opportunities to job seekers

High-performing and talented job applicants are keen on learning and improving their skills, so career growth opportunities are always big motivators for them to join any organisation.

In fact, across the Asia Pacific, career progression and promotions have emerged as the second most important job motivator, after salary, according to our Talent Trends 2023 report survey findings.

In Vietnam, career progression ranked second in our Talent Attraction Index, a list of motivators that best attract talent to their next role, four places higher than last year.

This means it has become crucial for hiring managers to provide candidates with transparent information on their career path if they join the company. It also means that companies need to pay attention to how current employees can advance within the company in order to retain them.

Employees have always been interested in career progression in APAC. In our Talent Trends 2021 report, a lack of upskilling options was one of the top three reasons that would cause employees to leave their job voluntarily across all levels of the company, from entry-level workers to VPs.

This finding was further amplified in our Talent Trends 2022 report, where 50% of respondents say that a lack of career progression or promotion will lead them to resign from their jobs in Vietnam.

Career growth opportunities can also come in the form of mentorship and is an essential part of a talent attraction programme. It is not just employees who benefit from these initiatives; organisations can enjoy higher engagement, retention, and knowledge-sharing, which boosts employer branding to attract top talent.

Flexibility is now considered a universal right, not a luxury

After the lockdowns and restrictions brought about by the COVID-19 pandemic, companies have learned how to implement hybrid working arrangements and exercised flexibility for employees working from home.

“Flexible work is here to stay,” says Nilay Khandelwal, Managing Director at Michael Page Singapore. “It boils down to the trust created in the last three years of hybrid work. Culture gets created on the back of becoming comfortable with that model.”

Depending on the job scope and industry, employers need to consider flexibility as part of the employee experience. Companies need to stop waiting for things to return to pre-pandemic days — the way we work has forever changed.

Some findings on flexibility from our Talent Trends 2023 Report:

80% of respondents in their 40s said that hybrid working is the most important aspect of flexibility, and at the same time, 75% of those top-level managerial responsibilities feel the same way.
73% of respondents without children said flexible working hours are most important aspect of flexibility, and at the same time, 71% of respondents in their 30s feel the same way.

The findings from our talent trends report show that flexibility requirements do not just come from one category of employees – everyone wants flexibility at work.

“Flexibility has to be customised to individuals and it also depends on the industry. Some people love the concept of going to the office while others don’t. It also depends on your work environment. For instance, in Hong Kong, everyone goes to the office because homes are small. The important thing is to have a choice. It is not flexible if it is defined. Everyone views employee engagement differently and relates to flexibility differently,” adds Khandelwal.

Organisations that embrace flexibility, instead of simply tolerating it, as a good business strategy will have significantly better retention rates.

People don’t want hard and fast rules when it comes to flexibility — they want your trust to make the right decisions. The ability to retain talent will improve with adaptive flexibility policies that target individual needs rather than one-size-fits-all rules.

Using benefits like hybrid work as a selling point will not stand out to prospective talent unless a company’s approach to flexibility is holistic and end-to-end.

Bring company culture across to job seekers

It can be a fuzzy thing to define, but candidates usually know good company culture when they experience it.

For companies to attract, retain, and grow the talent that will bring them long-term success, they will need to tweak — or even overhaul — their culture to meet the expectations of professionals to be seen as human beings and not just cogs in the machine.

Employees want to work in a place built on respect, trust and kindness. Creating a people-first culture can bring about huge payoffs for companies: It boosts team morale, enhances collaboration, and improves overall productivity and performance.

Showcase your company culture at every touchpoint

The question is, how can job candidates experience your company’s culture before they accept the job offer?

It is vital not to underestimate every touchpoint an employer gets with a potential new employee. And it starts when you advertise with the job descriptions, and following that the way HR personnel and hiring managers sound when they talk on the phone or email the candidates.

Treat job descriptions as a proposal that will be mutually beneficial. Make clear what it will take to succeed in the role, but ensure that you are painting a clear picture of what the candidate can stand to experience, learn, and achieve within the role and company.

“Hiring managers can humanise the conversation. They can share their experiences at that company, talk about what they enjoy about their jobs, not the technical aspects but just what makes them happy to go to work, what the hybrid work arrangements are like, etc. These would help bring across the company culture at your organisation. Also, the interview session should not be treated as an interrogation. It is a two-way conversation,” explains Sonia Fernandez, Associate Director at Michael Page Thailand.

The best way to attract candidates is through positive word of mouth. It is no secret that candidates look at reviews on Glassdoor to get an idea of a company’s culture before applying for their open roles. Internally, organisations need to connect employees to corporate initiatives that encourage collaboration, transparency, and trust.

Culture-enhancing activities could be as simple as organising team lunches, being flexible with remote working or even offering more parental leave. All these gestures — whether big or small — cultivate a positive company culture from the top down that is enforced at all levels of the organisation.

A great company culture improves employer branding, making your company more appealing to top candidates. According to Glassdoor’s Statistical Reference Guide for Recruiters in 2020, almost all employees (93%) mention company culture in their reviews on the site, making it clear just how important it is to them.

The same report revealed that having an overall rating on the website that’s one star higher — a score that includes points for positive company culture — attracts talent six times more effectively than paying a higher salary.

Demonstrate commitment to diversity, equity, and inclusion (DE&I)

One tangible indicator of company culture at any organisation is its diversity, equity, and inclusion (DE&I) policies, says Kristoffer Paludan, Regional Director of Michael Page Thailand.

The rise in awareness of diversity comes at a time where modern organisations are increasingly structured to be collaborative and team-based, and there’s ample evidence that those who effectively recruit and manage a diverse workforce have a clear competitive advantage.

Many big organisations that have embraced the concept include Gap, L’Oréal and Nestlé, according to Thomson Reuters’ Diversity and Inclusion Index. Moreover, companies with a greater gender mix and ethnic diversity consistently outperform the rest by up to 21%, achievements that will surely catch the eye of top talent.

Paludan adds that more candidates are now bringing up DE&I during discussions on job interviews. They are asking if companies have a DE&I strategy, how that aligns with the overall company strategy and how they manifest in their company culture.

According to our Vietnam Talent Trends 2022 Report, 68% of respondents have asked or would consider asking about a company’s DE&I policies at job interviews, of which 60% are Baby Boomers, 89% are Gen Z, while Millennials make up % and Gen X, 69%.

On top of that, 32% of respondents say they would withdraw from interviews or job opportunities if they observe a lack of DE&I policy and commitment from potential employers.

People want to work in a place where they are heard and valued, and where there’s psychological safety to express their ideas and opinions.

Aside from reading about the DE&I policies companies may have on their websites, candidates can easily observe the level of diversity and inclusion in a company by going through the respective company’s LinkedIn account and looking at the profiles of its employees.

Hire from alternative sources and sectors, and focus on primary skill sets

With the competition for applicants intensifying, companies should also consider candidates from different industries with similar skill sets.

According to Sharmini Wainwright, Senior Managing Director at Michael Page Australia, the traditional approach to recruitment has always been quite linear.

“For instance, many hiring managers only consider potential hires from the same industry. Many don’t stand back and think: ‘What skill set am I looking for? What other job functions and industries can I recruit from?’ But that mindset is slowly changing.”

She adds: “If organisations want a solid chance at addressing the talent shortage problem, many realise they will need to get creative and hire from sources they might not have previously considered. If a potential candidate has the primary skill set but not the technical knowledge, it could be organising training sessions or upskilling them to get them up to speed.”

Offer great employee experience

There are several factors that contribute to a holistic employee experience: adequate pay, flexibility, hybrid work arrangements, and upskilling and reskilling opportunities for career advancement.

According to Toby Truscott, Managing Director at Michael Page Japan, “it is important not to underestimate the impact of having changes to working conditions thrust suddenly upon us as a result of the pandemic. Whilst many have enjoyed the opportunity to work remotely, many have also experienced isolation and fatigue. Moving forward, it is important to provide choices to employees.”

In this post-COVID era, offering flexibility and hybrid work models at the workplace are no longer substantial perks. These have become hygiene factors.

The Asia Pacific talent emphatically demands flexibility, yet the day-to-day experience of work flexibility is entirely individual. Flexibility preferences and needs, however, are nuanced.

The desire for flexibility and hybrid work models is consistent across all seniority levels in an organisation, even for those at C-suite levels, and across all generations, even Gen Z (1965-1980) and baby boomers (1946-1964). During job interview sessions, it is crucial for the hiring manager and HR personnel conducting the interviews to inform candidates of the organisation's hybrid work models, if any.

Focus on strengthening your employer brand, not company brand

Large organisations may lean on their well-marketed company brands, but this strategy is no longer viable in this new era of talent acquisition in a candidate-driven market.

“In the past, working for a big multinational brand was a real motivator and a significant driver for candidates we represented. But that dynamic has shifted,” says Anthony Thompson, Regional Managing Director, Asia Pacific, and Executive Board Director at PageGroup.

Our Talent Trends 2022 report also found that employers overvalue the importance of their company brand by 133% when it comes to talent attraction in Vietnam.

“A company brand is how the world perceives you and is what companies use to attract customers. Those with a good company brand think people would want to work with them just because of their well-perceived company brand image. However, that is not the case; and companies that still think this way would not be able to attract and retain talent efficiently if they do not work on their employer branding,” Rhiannon Guilford, Director at Michael Page Philippines, explains.

“Candidates are looking for a lot more than a big brand now. They are interested to know how a company’s vision and purpose align with their values; they want to know how they can fit into the company culture and will look at things like diversity, equity, and inclusion (DE&I),” says May Wah Chan, Regional Director for Page Executive and Michael Page Malaysia.

“Candidates are asking more in-depth questions about a company’s vision and how companies give back to the community. I advise companies to convey a simple, clear, and consistent message throughout the interview process,” says Olly Riches, Senior Managing Director of Indonesia, Singapore and Philippines, and Page Executive SE Asia.

He adds: “We are also starting to see Environmental, Social and Governance (ESG) becoming a prominent topic for Millennials and Gen Z. What companies can do is to bring senior decision-makers earlier into the interview process as they tend to have more information and can articulate ESG goals quickly and confidently, and that can attract candidates.”

In a world where money is no longer the sole motivator for employees, organisations need to move towards creating and maintaining a positive and meaningful company culture and employee experience to retain the best and brightest. They also need to focus on developing a strong employer brand and offer clear career growth opportunities.

Discover the latest talent trends in our 2023 Talent Trends report, The Invisible Revolution. This survey report findings are based on responses from 20,811 people across 12 markets in Asia Pacific, of which 996 are from Vietnam.

It covers what hiring professionals need to know to address talent attraction and employee retention for the year ahead. It also highlights a change in the hiring outlook as job candidates and employees now prioritise their well-being more than ever. Download our report to find out more.

Michael Page

5 common hiring pain points every hiring manager in Vietnam can relate to

Anonymous — Thu, 23 Sep 2021 08:22:33 +0000

5 common hiring pain points every hiring manager in Vietnam can relate to Anonymous (not verified)

With countries around the world experiencing varying levels of economic downturn, businesses might think that now is a good time to maintain (or even reduce) headcount and take a more conservative approach to recruitment.

The truth, as Sharmini Wainwright, Senior Managing Director at PageGroup, wrote in a recent article, is that it really depends on your industry, business needs, as well as financial circumstances.

“Faced with questions from clients asking us whether they should delay their team’s hiring, my teams’ answers are typically pragmatic. Do you have the budget available, the talent available, and the chance of a first-mover advantage? If the answer to each question is ‘Yes’, then now may actually be the best conditions for hiring that you’ll find in the near future.”

With that said, the same hiring challenges your business faced before the pandemic will likely persist in the weeks and months after. Here is a list of common pain points we hear from our clients, and the one thing you can do to make ‘recruiting the best and most suitable talent ’that much easier in the post-COVID world.

1. Senior management roles are hard to fill

Hiring for senior management positions was tricky enough before the pandemic. For one, several pieces need to fall in the right places for the relationship to work for all parties.

For example, beyond the credentials and experience on paper, senior management roles often require a solid set of soft skills as well, such as leadership, teamwork and the ability to learn. A reluctance to change jobs during an economic downturn is only going to make the process that much longer and more arduous.

2. Specialty field + Specialty role = Especially difficult

The challenges associated with filling senior roles are further exacerbated in niche fields that require candidates to have comprehensive prior training and certification to even be considered. Take healthcare interior design, for example.

Healthcare facilities are designed not just to meet the practical needs of patients and medical practitioners alike, they also have to adhere to a whole host of different regulations — and these regulations change all the time.

This means that an extensive career in residential, corporate and commercial interior design is simply not enough. This individual has to have a finger on the latest regulatory developments and make adjustments to the healthcare facility accordingly — a tall order for those unfamiliar with the field.

3. Trying to fill urgent roles, fast

In a recent interview, Anthony Thompson, Regional Managing Director, Asia and Executive Board Director of PageGroup, foresees an upcoming war for talent, “When we moved into this pandemic, there was very much a war for talent. There will be another war for talent on the way out. Companies will want to hire across all sectors. We’ve seen it in all past crises. It’s just a matter of when.” Opportunities, too, will come hard and fast once the economy stabilises, which means that companies will likely experience a sudden uptick in manpower needs.

This is where the pain point comes in: filling an urgent role fast, if not done with care, often comes at the cost of a quality hire. Instead of making the right hire, time-strapped businesses sometimes opt for making a hire right now. Traditional methods of recruitment like job boards are not the best options because they rely more on candidates reaching out, which can be a passive, time-consuming process.

4. Hiring in a new market is a challenge

Entering a brand new market is challenging enough as it is. Aside from local rules, regulations and cultural differences, companies also have to contend with finding the right candidates and building a team from scratch.

While big-name multinational companies might not have as much trouble attracting talent due to name recognition alone, small-to-medium-sized enterprises without a prior presence in Vietnam might not have such luxuries. In short, unless you have local partners to work with, it is hard to know what the talent pool is like, how best to reach out to the very best and what they expect from employers.

5. Conventional solutions are too general for my needs

Conventional recruitment strategies typically involve posting vacancies on job boards. And while these methods still play an important role in the future of recruitment, they are certainly not one-size-fits-all solutions.

With the competition for talent fiercer now than ever before, businesses want tailored, more targeted services to differentiate themselves, and this extends to their hiring solutions and approach to bringing top talent in as well.

Furthermore, most candidates visit job boards to look for vacancies either because they are actively looking for a new job or are interested in the available prospects — but what about those who aren’t considering a career change in the first place?

Passive candidates form a large reservoir of untapped opportunities for employers, and the only way to reach them is a tailored, more targeted approach through other channels, such as social media newsfeed or message ads.

The one thing you can do

The hiring market is changing every day, and the way we find and attract talent must evolve along with it. That is why a digital recruitment strategy is becoming an up-and-coming trend in the world of hiring.

Instead of relying solely on job boards and company websites to do the leg work, a comprehensive digital recruitment strategy reaches a bigger pool of talent by advertising across various digital channels, such as Google, LinkedIn, as well as niche job sites that cater to specific sectors.

Casting a wider net also addresses some of the most pressing pain points mentioned above, such as the need to fill urgent roles. Instead of the usual text-based job description, a comprehensive digital strategy also utilises creative tactics, such as video content, to showcase the role and the business at large — perfect at capturing the interest and attention of time-short professionals.

This means embracing and implementing a more targeted approach to sourcing, selecting and hiring candidates, from active and passive candidates to senior roles and talent in brand new markets, will take less time than ever before — and with much better ROI, too. Businesses who use this approach can therefore hire smarter and hire faster in this new normal.

To find out more on how we can help implement your digital recruitment strategy, click on the banner below:

Michael Page

finding talent

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How to hire someone who will fit in seamlessly with your organisation

Anonymous — Tue, 14 Jun 2016 00:28:39 +0000

How to hire someone who will fit in seamlessly with your organisation Anonymous (not verified)

Employers who recognise the importance of aligned values between candidate and company will go a long way to achieving greater productivity, team harmony and length of service from their new hires while the employee is likely to feel a greater measure of engagement and job satisfaction.

This is why hiring managers often need to start looking beyond technical qualifications in order to find the best talent for a role. While the right qualifications, skills and track record are important and should be given due consideration, hiring managers should also be screening to find the candidate who best aligns with the values of the team and organisation they're seeking to join.

RELATED: More useful behavioural-based interview tactics.

Employers wishing to make the right hires can make a positive start by taking steps to understand what makes their organisation and people tick. This can be achieved by:

Assessing and outlining your employee value proposition (EVP), what your organisation can offer and how you are perceived as a prospective employer by external candidates.
Observing employees at work and assessing the work patterns within the business from an external perspective.
Investigating the impact that the immediate working environment (space, light, decor, etc.) has on employees and on work practices and making any relevant changes.
Questioning staff — in an objective, non-judgemental forum — on their working arrangements and what they like/dislike about their working arrangements.
Comparing the working environment and outlook of the business to that of other similar companies.

Finding the best fit

While understanding the make-up of your organisation can help you improve the company’s existing environment and provide you with insights into the types of professionals you should or should not hire, you will also need to focus on the individual characteristics of your candidates to ensure they’re right for your business.

The safest way to assess potential candidates for the right fit is to conduct a series of behavioural and motivational questions as part of the interview process. These questions should be developed with your particular company values and working practices in mind and should require candidates giving examples of specific past experiences that demonstrate how they have embodied those values.

These responses will give you much better insight into how a potential employee would conduct themselves day-to-day, interact with colleagues and respond to pressure. Potential questions to ask could include: "Tell me about a time when you experienced conflict at work and how you resolved it?", or "What are one of your career goals and what steps have you taken/are taking to achieve it?".

While developing the right questions may take up more time in the hiring process process, the results will likely pay off when you hire the one candidate who will fit well into both the role and the company.

Howard Chan

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