{"id":1453,"date":"2026-03-27T11:14:43","date_gmt":"2026-03-27T04:14:43","guid":{"rendered":"https:\/\/hrnext.vn\/?p=1453"},"modified":"2026-05-14T11:35:48","modified_gmt":"2026-05-14T04:35:48","slug":"nghe-headhunt-o-viet-nam-khi-tuyen-dung-nhan-su-quan-ly-cap-cao-tro-thanh-cuoc-dua-khoc-liet","status":"publish","type":"post","link":"https:\/\/hrnext.vn\/en\/nghe-headhunt-o-viet-nam-khi-tuyen-dung-nhan-su-quan-ly-cap-cao-tro-thanh-cuoc-dua-khoc-liet\/","title":{"rendered":"Headhunting in Vietnam: When \u201cExecutive Recruitment\u201d becomes a fierce race"},"content":{"rendered":"

Trong b\u1ed1i c\u1ea3nh th\u1ecb tr\u01b0\u1eddng lao \u0111\u1ed9ng ng\u00e0y c\u00e0ng c\u1ea1nh tranh, tuy\u1ec3n d\u1ee5ng nh\u00e2n s\u1ef1 trung, cao c\u1ea5p \u0111ang tr\u1edf th\u00e0nh \u201c\u0111i\u1ec3m n\u00f3ng\u201d c\u1ee7a ng\u00e0nh nh\u00e2n s\u1ef1 t\u1ea1i Vi\u1ec7t Nam. Tuy nhi\u00ean, m\u1ed9t ngh\u1ecbch l\u00fd \u0111\u00e1ng ch\u00fa \u00fd l\u00e0: S\u1ed1 l\u01b0\u1ee3ng headhunter t\u0103ng nhanh, nh\u01b0ng ngu\u1ed3n \u1ee9ng vi\u00ean ch\u1ea5t l\u01b0\u1ee3ng l\u1ea1i kh\u00f4ng \u0111\u1ee7 \u0111\u00e1p \u1ee9ng nhu c\u1ea7u.<\/p>\n

\"\"
Headhunting for mid- and senior-level positions is becoming a major challenge in the current period \u2013 Illustrative image<\/figcaption><\/figure>\n

Executive Talent Market: Demand Outpaces Supply<\/strong><\/h2>\n

According to a report by ManpowerGroup, nearly 80% of companies faced difficulties in finding suitable talent during the 2023\u20132025 period. Notably, within executive recruitment, the rate of \u201cpositions remaining unfilled despite prolonged hiring efforts\u201d is significantly higher than for entry-level roles.
\nThe root cause lies in the structure of the workforce. In Vietnam, only about 10\u201312% of the labor force is considered highly skilled. This makes mid-to-senior-level recruitment particularly challenging, especially in industries requiring deep expertise such as technology, manufacturing, finance, and logistics.
\nLao \u0110\u1ed9ng Newspaper has also pointed out that the shortage of high-quality candidates is the biggest recruitment challenge across the Asia-Pacific and Middle East regions. This clearly reflects the mounting pressure on companies seeking senior talent to support their growth strategies.<\/p>\n

When Headhunters Outnumber Qualified Candidates<\/strong><\/h2>\n

The rapid growth of the headhunting industry has led to a surge in both individuals and firms entering the market. However, while demand for executive hiring continues to rise sharply, the pool of suitable candidates has not expanded accordingly. As a result, the market is facing several issues:<\/p>\n

    \n
  • Fierce competition among headhunters targeting the same candidate pool<\/li>\n
  • Candidates being \u201cover-contacted,\u201d often receiving multiple offers from different agencies<\/li>\n
  • CV duplication across recruitment firms<\/li>\n
  • Declining screening quality due to KPI pressure<\/li>\n<\/ul>\n

    In practice, a strong managerial candidate may be approached by 5 to 7 headhunters simultaneously. This not only diminishes the candidate experience but also causes companies to miss the opportunity to engage the right person at the right time.<\/p>\n

    Mid-to-Senior Recruitment: Challenges from Both Sides<\/strong><\/h2>\n

    The issue is not only about quantity but also candidate quality in mid-to-senior hiring.\n\nFrom the candidate side, it is common to find individuals with strong technical expertise but limited foreign language proficiency and global mindset. Conversely, candidates who meet both technical and language requirements often have compensation expectations that exceed market benchmarks.
    \nFrom the employer side, several factors make it difficult for agencies to identify suitable candidates, including: Unrealistic expectations of \u201cperfect multi-functional\u201d candidates; Lengthy and inflexible recruitment processes; Insufficient investment in employer branding.
    \nThis misalignment makes senior-level recruitment more time-consuming, costly, and risky.<\/p>\n

    Headhunting Must Evolve to Survive<\/strong><\/h2>\n

    In the context of limited talent supply, the headhunting profession must transform to maintain its critical role in executive recruitment.<\/p>\n

    1. From \u201cCV Brokerage\u201d to Strategic Consulting<\/strong><\/h3>\n

    Headhunters are no longer \u0645\u062c\u0631\u062f intermediaries; they must become strategic partners with deep understanding of industries, business models, and corporate culture. Instead of only sourcing candidates on demand, professional firms proactively build talent pipelines for future mid-to-senior hiring needs.<\/p>\n

    2. Leveraging Technology and Data<\/strong><\/h3>\n

    AI is increasingly playing a key role in talent acquisition as an effective assistant. Companies that invest in such tools gain a competitive edge through:\n\nData-driven search optimization\nImproved candidate evaluation\nPredictive matching of candidate suitability<\/p>\n

    3. What Should Companies Do to Improve Senior Hiring Effectiveness?<\/strong><\/h3>\n

    To address the challenges of senior recruitment, companies need to shift from a \u201cbuying talent\u201d mindset to building a sustainable talent ecosystem:<\/p>\n

      \n
    • Invest in employer branding to attract high-quality candidates,<\/li>\n
    • Develop internal talent through training and career pathways,<\/li>\n
    • Shorten recruitment processes to avoid losing candidates to competitors,<\/li>\n
    • Partner with specialized headhunting firms in specific industries.<\/li>\n<\/ul>\n

      Especially, for executive roles, cultural fit should be considered as important as professional capability.
      \nVietnam\u2019s mid-to-senior recruitment market is entering an intensely competitive phase, where the number of headhunters is no longer a key advantage. Instead, service quality, market insight, and the ability to build strong talent networks are the decisive factors.
      \nIn this race, both companies and headhunting firms must rethink their approach if they want to solve the senior recruitment challenge\u2014not only as an immediate issue but as a long-term strategic priority for sustainable growth.
      \nEditor<\/strong><\/p>","protected":false},"excerpt":{"rendered":"

      Trong b\u1ed1i c\u1ea3nh th\u1ecb tr\u01b0\u1eddng lao \u0111\u1ed9ng ng\u00e0y c\u00e0ng c\u1ea1nh tranh, tuy\u1ec3n d\u1ee5ng nh\u00e2n s\u1ef1 trung, cao c\u1ea5p \u0111ang tr\u1edf th\u00e0nh \u201c\u0111i\u1ec3m n\u00f3ng\u201d c\u1ee7a ng\u00e0nh nh\u00e2n s\u1ef1 t\u1ea1i Vi\u1ec7t Nam. Tuy nhi\u00ean, m\u1ed9t ngh\u1ecbch l\u00fd \u0111\u00e1ng ch\u00fa \u00fd l\u00e0: S\u1ed1 l\u01b0\u1ee3ng headhunter t\u0103ng nhanh, nh\u01b0ng ngu\u1ed3n \u1ee9ng vi\u00ean ch\u1ea5t l\u01b0\u1ee3ng l\u1ea1i kh\u00f4ng \u0111\u1ee7 \u0111\u00e1p \u1ee9ng […]<\/p>","protected":false},"author":2,"featured_media":1455,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[27,19,26],"class_list":["post-1453","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-goc-nhin-nha-tuyen-dung","tag-dichvutuyendung","tag-tuyendung","tag-tuyendunghanoi"],"blocksy_meta":[],"yoast_head":"\nNgh\u1ec1 Headhunt \u1edf Vi\u1ec7t Nam: Khi \u201ctuy\u1ec3n d\u1ee5ng nh\u00e2n s\u1ef1 qu\u1ea3n l\u00fd c\u1ea5p cao\u201d tr\u1edf th\u00e0nh cu\u1ed9c \u0111ua kh\u1ed1c li\u1ec7t - HR Next<\/title>\n<meta name=\"description\" content=\"Tuy\u1ec3n d\u1ee5ng nh\u00e2n s\u1ef1 qu\u1ea3n l\u00fd c\u1ea5p cao lu\u00f4n l\u00e0 th\u00e1ch th\u1ee9c v\u1edbi headhunter \u1edf th\u1ecb tr\u01b0\u1eddng lao \u0111\u1ed9ng Vi\u1ec7t Nam.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hrnext.vn\/en\/nghe-headhunt-o-viet-nam-khi-tuyen-dung-nhan-su-quan-ly-cap-cao-tro-thanh-cuoc-dua-khoc-liet\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ngh\u1ec1 Headhunt \u1edf Vi\u1ec7t Nam: Khi \u201ctuy\u1ec3n d\u1ee5ng nh\u00e2n s\u1ef1 qu\u1ea3n l\u00fd c\u1ea5p cao\u201d tr\u1edf th\u00e0nh cu\u1ed9c \u0111ua kh\u1ed1c li\u1ec7t - 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