2 scenarios for businesses to solve the problem of recruiting personnel after Covid-19

Struggling to replenish human resources

The digital transformation along with the promotion of development after the 4th pandemic wave has increased the need to expand human resources.

According to the report “Digitalized Vietnam: The Road to the Future” released by the World Bank, in 2020, Vietnam is the market with the most explosive e-commerce industry in Southeast Asia. Moreover, this report also shows that in the period from February 2020 to April 2021, the number of online public services increased tenfold.

According to the Association of Human Resource Management (SHRM), in 2020, Vietnam has become a new destination for manufacturing companies in the technology field such as Qualcomm (USA), Luxshare ICT (a company specializing in assembling Airpods). for Apple and Samsung), LG, HCL (India)… This shows that not only the government but also businesses are putting digital transformation as a spearhead to focus on in the future.

However, Vietnam also needs well-trained and skilled human resources to be ready for the digital transformation and welcome the wave of international investment. In particular, the demand for high-tech personnel is also “hotter than ever” when the recruitment demand from Vietnamese companies reaches 450,000 people, the number of programmers in Vietnam is only 430,000 people. .

Not only the information technology industry, other industry groups are also “short before and after” in finding personnel. Specifically, the recruitment demand of the trade service group is up to 62% of the whole market and is expected to continue to increase in the near future. Meanwhile, trained human resources in this field only meet about 35% of recruitment demand. In addition, Vietnam’s tourism industry is also facing a personnel crisis because professional personnel have moved to other fields during the Covid-19 period.

Facing this situation, Ms. Ly Ngoc Tran – Director of Talentnet’s Outsourced Human Resources Department commented: “In Vietnam, the labor shortage during the post-pandemic recovery period has pushed the HR department into a state of mystery. . At the same time, many HRs are also in a difficult situation for the people management strategy, both balancing resources and optimizing the cost problem for leaders.

Ready 2 HR scenarios for businesses

According to Ms. Ly Ngoc Tran, recruiting personnel is increasingly costly due to the competition of the human resource market, which is in short supply. Accordingly, in order to help businesses solve both short-term and long-term problems, the female human resources expert has drawn the following two strategic moves:

Strategy to cultivate talent from the existing team: Leaders and HR departments need to embark on training and professional guidance for the existing team of employees. This job not only helps employees improve their skills, but also helps businesses easily find “experts” from within their own team. At the same time, the HR department needs to design an attractive welfare policy in order to retain the “sages” for the company’s operations.

External “borrowing” strategy: In the short term, the HR department may consider risk management with third-party HRO (HR outsourcing) services to instantly address shortages. personnel. Especially for businesses that need a large number of unskilled workers, outsourcing human resources is a solution to help businesses have more “thousands of soldiers”, reducing recruitment pressure for the human resources department. Solving the recruitment problem, HR can focus on building and implementing long-term strategic policies to help businesses grow.

“There is a shortage of labor resources in Vietnam. To reduce the load on the HR department, which has been battered by the Covid-19 wave, outsourcing personnel is a solution that businesses should consider. With a large supply of candidates and reasonable costs, businesses will be able to quickly solve the severe shortage of human resources. In addition, businesses can consider choosing a form of temporary or long-term hiring of one or a few departments performing human resource functions such as recruitment, tax, administration… to put their energies into peace of mind. activities are more strategic,” affirmed Ms. Tran.

In the face of the rapid development of digital transformation into operations, the strategy of finding talent from the existing team and “borrowing” human resource outsourcing services are 02 strategic suggestions to help businesses both solve the problem and solve the problem. shortage of professional resources, while optimizing implementation costs.

Thu Hang