Brief hiring strategy plan for the new office!!!!

For Example, If your company decided to open an office in Vietnam. Consider the challenges in hiring in the region and the fact that it will be the first office in Vietnam. You were chosen to lead the hiring strategy for this office.

Define your goals

1. Understand your Business goal- Make sure your recruitment objectives are aligned to broader company objectives Ensure your recruiters and hiring teams are working to the same common goals

We may find a different company having different Business goal Like –

- Product launch/ New business model/Creating footprint in newmarket

- Growing headcount/Improving diversity

- Reducing the cost of making a new hire

2. Forecast future hiring needs- Now that you have some high-level goals in place, it’s important to get a feel for the number of roles you’re going to need to hire over the next 12 months.

Whilst this will never be 100% accurate, the aim is to make a sensible prediction so that (1) you can start attracting and nurturing the right talent proactively and (2) you can plan your approach and budget effectively.

- Get your org chart up to date- Talk to your managers and understand what roles they’re likely to be creating over the next 12 months. Again, these roles to your org chart, and include them in your recruitment plan.

- Skill gaps - How are your teams looking? Are there additional skills that need to be added to a team to help them flourish?

Keep a note of these gaps in your recruitment plan. When you’re approving requisitions, designing job descriptions, and advertising roles, consider how you’ll attract the right people to start filling some of these gaps.

3. Get clear about the type of candidates you want to attract- What values do your most successful team members share? What kind of person tends to work well in your company historically? What kind of person doesn’t?

If you had to identify common themes between your ‘star recruits’, what would they be? Are there differences in these answers in different departments and locations?

4. Revisit your employee value proposition - In a competitive market for the best candidates, the organizations that will win are the ones that are clear about why someone would choose to work for them over a competitor

When you’re on the inside of a company, it’s easy to see all the good (and bad) things about working there. You know what the team’s like, what the expectations are, and what kind of person works well within your organization. You can also see when a new hire is going to fit right in – or, equally, be gone in their first month.

It’s your responsibility as a recruiter to make sure you’re attracting the right people to your business by being very clear about what it’s really like at your organization.

When candidates understand what your business is really like you’ll attract the right applicants, and your new hires won’t have a huge shock on their first day. It also means that they’ll be way less likely to leave.

Once you’ve put some work into your point (1), (2), (3) and (4), it’s time when you develop your sourcing strategy.

Analyze how to develop a plan for attracting the right candidates, understand Vietnam Labor market, candidate persona, review how well you’re communicating your employer brand in the market, how do you decide which are going to work best for you?

Analyze Vietnam Labor market-

- In the latest reports, Vietnam Population reached 97.6 million people in Dec 2020. Unemployment Rate of Vietnam dropped to 2.5 % in Sep 2020

- The government in Vietnam released Decree announcing that in 2020, the monthly minimum wage in Vietnam will increase by approximately 5.7%. This new payroll regulation in Vietnam will become effective on January 1, 2020. Apart from the minimum wage raise, employers need to pay employees who have been in vocational training a salary that is 7% higher than the minimum salary. Employers are not permitted to reduce employees’ allowances of their overtime, hardships, and/or night shifts, even with the increase of minimum wage in 2020.

- The younger graduated not adapt to business requirements - The recruitment of mid-level employees in Vietnam is in shortage if. The quality of the new graduate often does not meet the requirements of the business, which is supposed to be the main problem today. The main reasons make students adapt to business requirements as a shortage of skills and knowledge.

- Scarcity of high-quality executive candidates- Besides that, the demand for the market is not enough which causes the increasing labor shortage. Also reflecting the scarcity of high-level personnel, Navigos Search recently points out that businesses are entering the battle for talent. Currently, 41% of Vietnamese enterprises find it difficult to find quality candidates for management positions.

- Vietnam is ranked 92 among 125 countries for having the ability to bring in, develop and keep the talent. This study tells us that Vietnam faces a challenge for not having skilled and talent labors with adequate education qualification, especially in vocational and technical skills

Next step-

Choosing the right recruitment marketing channels- When you understand challenges in hiring in the region so it’s important to look beyond regular channel like Linkedin/Facebook. Start building recruitment advertising in Upwork, Angellist, About.me and Cốc Cốc (browser and search engine to make Vietnamese people happier by helping them get the most of the digital world)

Programmatic recruitment advertising- Programmatic recruitment advertising is the automated buying of online advertising to help organizations attract the best applicants.

Traditionally, recruitment advertising took a “spray and pray” approach. Today, programmatic recruitment advertising enables talent acquisition teams to target their advertising to be seen by exactly the right potential candidates – the ones they’d actually want to hire.

It’s cost-effective and delivers consistent results.

Digital recruitment ads can be delivered across social media platforms and millions of websites where your ideal candidates are spending their time online.

Social profiles - What’s the first thing potential candidates do after checking out your careers site? Check you out on social media. Social media profiles are a really important part of your employer brand. So, make sure your social profiles tell a really good story of your Vietnamese people. Real images. Staff initiatives. Your mission, values, and culture should be very clear.

Employee referrals- Engaging with existing talent pools. As we have 2 Customer Success Manager from Vietnam so it’s important to start reaching out to them. Employee referrals are one of the biggest untapped resources for attracting good-fit candidates.

Job boards/ Identify tools that can help - As per the study, Job boards are highly successful when it comes to recruiting quality candidates in Vietnam. However, most – if not all – sites are in Vietnamese with no language options. Therefore, top Vietnamese job boards.

1. VietnamWorks

2. Jobstreet Vietnam

3. Viec Lam 24h

For Example, if you are looking for CS role. Understand the Competitive analysis of Customer Support role – You can find Customer Support role are hired by CleverTap, Ematic Solutions, POKKT, MicroAd, Inc, and MoEngage within Vietnam.

Use below search to find more Data-

"CSM" OR "Customer Success" OR "account manager" OR "Client Relationship" OR "Sales analyst" OR "Account Strategist" OR "Campaign Manager" OR "Performance Marketing" "growth" OR "User acquisition" OR "AdWords" OR "CPS model" OR "ROI" OR "Mobile attribution" OR "Mobile Growth" OR "Attribution" OR "CPS" -intitle:"profiles" -inurl:"dir/ " site:vn.linkedin.com/in/ OR site:vn.linkedin.com/pub/

Building a case using data. Everything revolves around having data.

Talent Mapping is using job market analytics based on your company’s competitors and market location. This helps you to understand your local job market. With this data, you can understand: which companies are hiring, averaging salary ranges, to college/university graduate rates etc.

All companies don’t use the same titles and job descriptions for similar roles. Data analytics can identify the different types of job titles and skill sets other companies are hiring for. This information can help you when you are marketing your jobs and target the talent at other companies who have the skills you are looking for.

Having this type of competitive data will drastically improve your sourcing strategy.