Dos and Don'ts for Companies Hiring Fresh Graduates

Hiring fresh graduates can be a pivotal strategy for Vietnamese companies looking to infuse new talent and energy into their workforce. However, navigating this process effectively requires careful consideration of certain dos and don'ts to ensure successful integration and productivity. Let's explore key guidelines backed by insights and data to optimise the recruitment of fresh graduates in Vietnam.

Dos:

 

1. Offer Comprehensive Training Programs:

Invest in robust training and onboarding programs to bridge the gap between academic learning and practical workplace skills. According to a survey conducted by the Vietnam National University, over 80% of fresh graduates expect structured training upon joining a company.

2. Provide Clear Career Pathways:

Outline clear career progression paths and development opportunities to attract and retain young talent. Studies show that around 70% of Vietnamese graduates prioritise career growth and advancement when choosing an employer.

3. Emphasise Work-Life Balance:

Highlight policies that promote work-life balance, such as flexible working hours or remote work options. Research indicates that work-life balance is a top consideration for nearly 60% of young professionals in Vietnam.

4. Cultivate a Supportive Work Environment:

Foster a positive and supportive workplace culture that values collaboration, feedback, and inclusivity. This is essential as 75% of fresh graduates prioritise a supportive work environment according to a recent employment study.

5. Utilise Digital Recruitment Channels:

Leverage digital platforms and social media for recruitment outreach, as the majority of young Vietnamese job seekers are active online. A report by Nielsen Vietnam reveals that 60% of fresh graduates use social media for job searching.

Don'ts:

1. Overlook Soft Skills Development:

Avoid solely focusing on technical competencies; prioritise the development of soft skills such as communication, teamwork, and problem-solving. Research shows that 85% of employers in Vietnam find soft skills equally or more important than hard skills.

2. Neglect Feedback and Recognition:

Avoid overlooking the importance of feedback and recognition. A study by HR Asia found that 60% of Vietnamese employees, including fresh graduates, consider recognition and feedback crucial for job satisfaction.

3. Underestimate Compensation and Benefits:

Don't underestimate the significance of competitive compensation and benefits packages. Salary expectations are a key consideration for over 90% of fresh graduates surveyed in Vietnam.

4. Ignore Diversity and Inclusion:

Ensure diversity and inclusion in recruitment and workplace practices. Vietnamese millennials highly value diversity, with 75% considering it important for innovation and creativity, according to a Deloitte survey.

5. Neglect Career Development Opportunities:

Avoid a static approach to roles; instead, offer ongoing learning and development opportunities. 

Conclusion

In summary, hiring and integrating fresh graduates effectively into Vietnamese companies requires a strategic approach that aligns with the expectations and preferences of young talent. By implementing the dos and avoiding the don'ts outlined above, organisations can cultivate a dynamic and supportive environment that attracts, retains, and nurtures the potential of fresh graduates in Vietnam's evolving job market.

As Vietnamese companies navigate the recruitment landscape, Reeracoen stands ready to assist with professional recruitment solutions and industry insights. Visit Reeracoen Vietnam to learn more about our services and connect with us on social media for the latest trends in talent acquisition.

Disclaimer:
The information provided in our blog articles is intended for general informational purposes only. It is not a substitute for professional advice and should not be relied upon as such. 
While we strive to provide accurate and up-to-date information, the ever-evolving nature of certain topics may result in content becoming outdated or inaccurate over time. Therefore, we recommend consulting with qualified professionals or experts in the respective fields for specific advice or guidance. Any actions taken based on the information contained in our blog articles are solely at the reader's discretion and risk. We do not assume any responsibility or liability for any loss, damage, or adverse consequences incurred as a result of such actions.
We may occasionally provide links to external websites or resources for further information or reference. These links are provided for convenience and do not imply endorsement or responsibility for the content or accuracy of these external sources. Our blog articles may also include personal opinions, views, or interpretations of the authors, which do not necessarily reflect the views of our organisation as a whole. We encourage readers to verify the accuracy and relevance of information presented in our blog articles and to seek professional advice when needed. 
Your use of this website and its content constitutes acceptance of this disclaimer.

Reference links:

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9325954/

https://www.nielsen.com/insights/2018/insight-article-generation-z-in-vietnam/

https://opportunities-insight.britishcouncil.org/sites/siem/files/field/file/news/Employability%20in%20Focus_Vietnam.pdf

https://hanoitimes.vn/vietnam-gen-zers-believe-soft-skills-more-important-than-technical-skills-300653.html