What Vietnamese Candidates Want in 2022

GROVE ORIGINAL RESEARCH
What Vietnamese
candidates want in
2022
About the research
2021 hits the world with the force of COVID-19 and takes more than
just our thriving economy. Businesses were under long-run restriction,
downsizing, and had to make the switch to remote operation. With that,
comes the shift in recruitment and the labor market demands of its job
offers.
In September 2021, different companies are restarting their onsite

operation. However, there is a need that every company takes caution
to protect and put their people strategy to the next level, starting with
attracting the top talents for their teams.
Similar research conducted in 2021 analyzed how COVID-19 influenced

the choices and behaviors of Vietnamese candidates during the peak of
the pandemic. Moving to 2022, this research studies Vietnamese
candidates needs in the New Normal and all the best ways to capture
their interests.
WHAT VIETNAMESE CANDIDATES WANT IN 2022 2

TABLE OF CONTENT
JOB SWITCHING INTENTION REMAINS HIGH IN 2022 05
HYBRID WORKPLACE, VACCINATION & SAFETY MEASURES 10
The top needs of candidates in 2022 – What changed? 16
Building work-life balance in 2022 17
Offering a competitive benefit package 22
Providing optimal job security 15
Nurturing a positive company culture 28
Building your employer brand 32
KEY TAKEAWAYS FOR EMPLOYERS IN VIETNAM 35
3
Job switching intention
01 remains high in 2022
49% of people don't mind
changing jobs
The the likelihood of employees switching companies in 2022

In 2021, COVID-19 made 51% of people intend to
change their jobs. The reason was simply how different
FACTORS PERCENTAGE
companies decided to take drastic decisions to maintain
Very unlikely 27%
financial equilibrium, including downgrading employee
benefits. Unlikely 24%
Likely 35%
The switching intention is slightly reduced to 49% in
Very likely 14%
2022 compared to 2021.
Unweighted N 100%
Source: YouGov Vietnam

Financial incentivization while The minimum % of pay rise that incentivizes employees
changing jobs to switch jobs
Abov e 40% 9.0%
While financial incentivization is not the only reason

people change jobs, every employee will always look
Abov e 30% - 40% 11.0%
forward to a good pay rise after securing a new job.
From our study, the ‘reasonable’ pay rise range for most Abov e 20% - 30% 32.0%
people falls between 10% and 30%. Only 11% of

people will consider switching companies for a pay rise
of less than 10%. Abov e 10% - 20% 37.0%
10% 11.0%
0% 10% 20% 30% 40%
WHAT VIETNAMESE CANDIDATES WANT IN 2022 Source: YouGov Vietnam 6

Going easy on the pay cuts The minimum % of pay cut that employees would leave
a job
10% 36.0%
On the other hand, a slight pay cut would lead to a

much higher switching rate in your workforce. Abov e 10% - 20% 23.0%
From our study, 66% would consider leaving their job for
a less than 10% pay cut. Only 8% would decide not to Abov e 20% - 30% 20.0%
leave their current job even if there is a pay cut.
As you will see further this research, compensation plays Abov e 30% - 40% 10.0%
a massive role in employees' view of work-life balance,

benefits and job security post-pandemic. Abov e 40% 4.0%
I will not leave my cu rrent job 8.0%
0% 10% 20% 30% 40%

Hybrid workplace, vaccination
02 & safety measures
This section explore 3 essential health aspects candidates requires in the New Normal.
• Work arrangement.
• Vaccination rate.
• On-site safety measure.

The hybrid workplace of 2022
The ideal workplace option for 2022
A hybrid workplace refers to a business model that

combines office work with remote work. When
businesses engage in hybrid work, they adapt to the
way teams work best and create experiences that reach Self-arrange
16%
Company's office
everyone. Co-working
21%
space
7%
From our study, most people (39.6%) believe that the
ideal workplace for 2022 should be between home and Home
16%
office. Surprisingly, more participants chose company’s
office (21%) over their home office (16%) to go forward Hybrid between home & office
40%
in 2022.

Full vaccination to safeguard
employees and their families Vaccination situation you feel safe to return to work
When everyone at t he office, me,

32.0%
and my family are fully vac cinated
After the heavy wave of the COVID-19 pandemic,

employers contemplated getting all their employees When I am fu lly vacc inated 24.0%
vaccinated before proper resumption to work physically.
Though, enforcing the vaccine policy has become a
When there is an effec tiv e cu re for
challenge. CO VID-19.
15.0%
Our research discovered that most employees (32%) feel

safe when working at the office in 2022 when everyone When my family and I are fu lly
15.0%
vac cinated
at the office, their family, and themselves are fully
vaccinated. In addition, research shows that several
When everyone at t he office and I is
workers will feel safe to work provided that they are fully fully vac cinated
13.0%
vaccinated.
0% 10% 20% 30% 40%

Safety practices when
resuming on-site operation Additional safety practices to resume on-site work
Rest ric t ac cess to the unessential

common area (cafeteria, pant ry, 73.0%
elevators, r elaxing room s, etc.)
Businesses must develop guidelines as they resume on-

site operation after lockdown. This ensures that St erilize the office daily 66.0%
employees are optimally protected and the workplace is
safe for all. Companies need to outline their new policies
Glass or plastic pr otect ion screen
and procedures and offer information on how employees between employees
57.0%
are to execute day-to-day tasks as they adhere to

safety measures.
Open u p windows 38.0%
Most people (73%) would want the company to restrict

access to the unessential common area from our study.
Also, a good percentage want the office to be sterilized Others 1.0%
daily.
0% 20% 40% 60% 80%

TIPS TO PROTECT EMPLOYEES’ HEALTH POST-PANDEMIC
Using the hybrid work from the home Boost the vaccination rate to 100% at
guideline make their workers become the office, and support employees'
more productive and hold everyone families to get vaccinated.
accountable when working from home.
Imposing the Covid-19 vaccine policy to Sterilize the office daily (if capable), and
keep employees from being infected. reduce interactions to the maximum
level at work
Using employee return to work

guidelines template to ensure
workplace safety in the New Normal.

What Vietnamese candidates
03 want in 2022
The top needs of candidates in 2022
– What changed?
The tops priorities for candidates to accept a job offer

The 2021 research discovered job security, work-life
balance & employer brand are the top 3 reasons a
80.0%
candidate accepts a job offer, but the order has
changed in 2022. 70.0% 73.4% 72.9%
69.3%
Work-life balance emerges to be most important (73%). 60.0%
To achieve a balance work life, candidates anticipate

50.0% 52.6%
better levels of efficiency and productivity and lower
45.3% 44.8%
levels of absence, sickness, and stress. 40.0%
41.7%
The other two significant factors include job security and 30.0%
benefits. It would also help to consider factors such as 20.0%
company location, employer brand, and company

10.0%
culture, which proven to increase in 2022 sharply.
0.0%
Work-l ife Benefits Job Security Compa ny Compa ny Empl oyer Qui ck a nd
ba lance Culture Loca tion Brand effective
recruitme nt
process

Building work-life
balance in 2022
Providing compensation for extra works &
flexible work time
Compensation for extra work and flexible work time are 70% 60%
central pillars of the work-life balance. Compensation is
Compensation for Flexible time
an incentive that boosts employees' morale and
working overtime.
effectiveness. While a flexible work time, employees can
choose when and how to work, which best suits their
lifestyle.
Our study discovered that most Vietnamese employees

59% 56%
(70%) don't mind working overtime if there is Manager support of Reasonable number
work-life balance of annual leaves
compensation for the extra work. Flexible work time
comes second in the ranking (60%) since it's a way to
save finance and energy for employees.
Manager support of work-life balance (59%) is also a 54% 52%

high-demanded aspect to promote a balance work life. ‘No work’ rule after 5 working days per
hours and on week
weekends

Monitoring of employee personal
health
After the Covid-19 pandemic, health became the first thing in any
business setup. One of the ways to ensure that your employee's
personal health is properly monitored is by creating room for wellness
training.
Our research discovered that most people (95%) have increased their
concern about their personal health after the pandemic. This could be
because of how the virus poses a great health risk. Also, it is viewed as
a way their lives can be disrupted due to increased stress and anxiety.
Therefore, people have impressive responses about the type of wellness

training they want their company to have. From our research, most
people (52%) prefer running to keep healthy. More so, team sport can
be introduced which can build employee engagement and bonding
with co-workers.

Employees’ health-related
concern
Has candidates’ concern about personal health Types of health training candidates want employers to
increased after the pandemic make available
Running 51.8%
No 5%
Team sport (football, badm inton, etc .) 49.5%
Yoga 45.4%
Gym 40.3%
Meditation 25.9%
Yes 95%
Others 1.6%
0% 10% 20% 30% 40% 50% 60%

TIPS TO ENSURE EMPLOYEES’ WORK-LIFE BALANCE
Providing employees with reasonable Develop the culture of work-life balance

compensation for extra works & flexible at the office, especially among leaders
work time and managers.
Organize various health and sports Facilitate a channel for employees to

activities for everyone to stay fit, voice their concerns about the negative
healthy, and productive at work. impacts of work on their mental and
(consider running, yoga, and team physical health and offer support.
sports)

Offering a competitive
benefit package
Year-end bonus: A huge deal
for candidates Attractive benefits candidates seek for in a job offer
13th mont h's salary 69.0%
Health insur anc e 60.0%
The bonus attached to the job is undoubtedly big scores

Ex tra paid leave days 53.0%
for candidates. Though, there are other types of benefits
that employers can use to catch interests. Flexible working time 51.0%
From our research, the year-end bonus, the 13th KPI bonus 50.0%
month's salary, carries the highest percentage ( 69%) of

Gifts on special days 35.0%
the type of benefits that could attract employees. This is
followed by health insurance (60%), extra paid leave Team building events and company
trips
30.0%
days ( 53%), and flexible working time (51%).

Happy office hours (e.g. week ly
30.0%
offic e parties)
Company ev ents 23.0%
0% 20% 40% 60% 80%

Providing optimal job
security
Long-established and financially-
stable company equal to job security
Employees and job seekers need to know that they can The importance level of factors contributing job security
trust the company to determine if their positions have
any security.
Long-established and financ ially- 76.0%
stable company
Comparing to previous research in 2021, all factors 82.1%
contributing a job offer’s perceived job security

70.0%
experienced an increase. Among all, a company’s Regular salary raise
77.4%
retention rate, indefinite-term labor contract and a full-

time job are getting significantly more attention in 2022 High r etention rat e and low staff 59.0%
tur nover
72.8%
with over 10% increase in positive responses. However, a
company’s length of existence (82%) and its financial 49.0%
Indefinite-t erm labor c ontrac t
stability (77%) still stands as the top two influencing factor 59.0%
define a company’s offer of job security in the eyes of

46.0%
candidates. Fu ll-time job position
56.0%
Ability to operate rem otely

52.7%
2021 2022
Source: YouGov Vietnam 0% 20% 40% 60% 80% 100%

TIPS TO GUARANTEE JOB SECURITY FOR EMPLOYEES
Promote transparency in Ensure there is a strong relationship

communication and have employees between employees and the
contribute to major company decisions company's leadership.
Provide financial compensations Create an environment that supports

(regular raises, severance benefits, regular advancement and growth
health insurance, etc.) opportunities.
Produce suitable policies that can

protect the interest of workers,
particularly in times of crisis and
disruption.

Nurturing a positive
company culture
Inspiring leadership & clear
roadmap as the best culture Importance level of factors contributing company culture
Most human capital experts believe that the shortest Tr ansparenc y of vision, strategies,
64.0%
and plan
route to success is building a strong culture that fits
Visible and approachable
business strategy. Company culture explains the proper leadership style
57.1%
way people are to behave, perform, and develop at

Recognition & rew ards 50.6%
work.
From our research, most candidates (64%) believe that a Openness for feedback 50.5%
factor in terms of importance for positive company Encour agement of personal

50.4%
development
culture is that a company should have a transparency
of vision, strategies, and plan. This is considered more Diversit y & inclu sion 44.2%
important than the visible and approachable leadership

style (57%). Office friendships 43.8%
Other factors include recognition & rewards (51%), Bonding activities 39.4%
openness for feedback (51%), and encouragement of 0% 20% 40% 60% 80%
personal development (50%).

Ensuring positive word-of-mouth for current and
ex-employees
70% 60%
For a candidate to discover and learn about a
Ask for feedback Online company
company's culture, there are actions you may want to
from current and ex- review sites
take.
employees
From our research, 70% of Vietnamese candidates
believe that the best way to research a company's
culture is to ask for feedback from people who are
54% 49%
working or used to working there. These individuals Check out the Read media article
company's social about the company
have experience and can provide more information
media
about the company.
Besides, online company review sites (60%) & the

company’s social media (54%) are also two preferred 38%
go-to sites for candidates to learn about your culture. Ask during the
interview

TIPS TO BUILD THE BEST COMPANY CULTURE CANDIDATES WANT
Recruit culture-fit employees and Ensure seamless communication and

have them onboard with the culture. understanding of the team's vision,
strategies, and plan
Train and monitor the leadership style Apply the Open-door policy for every
of managers to stay synergy with the team for better communication.
company culture.
Proactively building a culture that Set up a professional offboarding

produces happy and self-motivated process with exit interviews to say
employees and keeping track of its goodbye to former employees on good
growth. terms.

Key takeaways for employers in
Vietnam
Maintain a good work-life balance for employees: This is a great way
you can increase staff retention rate, improve staff motivation, attract new
talent, reduce absence, and improve employee mental health.
Attract candidates with financial incentives & benefits: To attract talent

in the new normal, employers must offer competitive pay, comfortable and
safe environments, benefits (financial incentives, health insurance, flexible
working time, etc.), opportunities for career development, and so on.
Build the right company culture & communicate it: Think about the ideal
employee and what culture with produce them. Take initiatives to build
such culture via team activities, leadership, recognition, rewards, etc. Then,
you have to make sure to communicate such culture for the candidates.
Set up a safe & hybrid workplace for the Future of Work: The workplace
for 2022 is hybrid, so make sure you got policies and technology in place to
support such transition. Also, when employees are at the office they should
be protected by all means

03 Research methodology
All data are collected and compiled from over 1000 respondents across
Vietnam using YouGov panel. Please note that we do not describe this as a
scientific research.
Respondent background
Gender Age group
Over 55
6%
45-54 7%
35-44 16% 18-24 33%

Female 48%
Male 52%
25-34 38%

Respondent background
Urbanity Working status
60%
56%
50%
40%
Rural 30%
30%
20%
Urban 70% 16%

14% 14%
10%
0%
Working ful l time Working part ti me Full ti me s tude nt Others

About Grove HR
Grove HR is an all-in-one HR platform for modern companies who aim at

empowering employees so that they can bring their true selves at work and
express their full potential. In one single system, companies can manage their
whole employee lifecycle and deploy a more Agile, Mobile, and Social way to
do HR.
Agile HR: Streamline Core HR processes and empower employees to

develop themselves and do their own HR.
Mobile HR: Provide a beautiful mobile-native experience to your modern

employees.
Social HR: Provide a digital space for employees to engage and connect
authentically.
For further information, visit us at grovehr.com or book a demo to learn how

Grove HR benefits your company.

Grove by the numbers
Started in Vietnam, Grove is proudly bringing its mission to Digital HR is for any industry, including yours
more than 10 countries around the globe. Through digital
HR, SMBs are empowered to make work fulfilling and
Technology Produc t and Serv ices 33%
inspiring.
Others 25%
Other Bu siness Services 16%
Manu factur ing 7%
Food & Bev erages 4%
Retail Educ ation 4%
MKT or Media Agenc ies 3%
FMCG 2%
Retail Healt hc are 2%
6000+ 10+
Hospitality 2%
Inv estment F irms 1%
Retail Banking or Insurance 1%

Businesses Operating markets
0% 10% 20% 30% 40%

About YouGov Vietnam
YouGov is an international, full-service market research agency. A pioneer of

online market research, YouGov employs sophisticated technology to ensure
the collection of high quality, in-depth and continuous data for the world’s
leading businesses and institutions.
It’s suite of syndicated, proprietary data products includes YouGov

BrandIndex, the daily brand perception tracker, and YouGov Profiles, a tool for
media planning, market segmentation and forecasting. The market-leading
YouGov RealTime provides a fast and cost-effective service for obtaining
answers to research questions from both national and selected samples.
YouGov has a panel of 6 million members across 38 markets, making it one of

the world’s top ten international market research networks. YouGov APAC has
7 offices across the region, with a rapidly growing panel of 1 million,
representing all ages, socio-economic groups and other demographic types.
For further information visit https://www.yougov.vn/solutions


What Vietnamese Candidates Want in 2022

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

What Vietnamese Candidates Want in 2022

Uploaded by

Copyright:

Available Formats

GROVE ORIGINAL RESEARCH

In September 2021, different companies are restarting their onsite

Similar research conducted in 2021 analyzed how COVID-19 influenced

WHAT VIETNAMESE CANDIDATES WANT IN 2022 2

JOB SWITCHING INTENTION REMAINS HIGH IN 2022 05

HYBRID WORKPLACE, VACCINATION & SAFETY MEASURES 10

WHAT VIETNAMESE CANDIDATES WANT IN 2022 15

The top needs of candidates in 2022 – What changed? 16

Building work-life balance in 2022 17

Offering a competitive benefit package 22

Providing optimal job security 15

Nurturing a positive company culture 28

Building your employer brand 32

KEY TAKEAWAYS FOR EMPLOYERS IN VIETNAM 35

The the likelihood of employees switching companies in 2022

Source: YouGov Vietnam

WHAT VIETNAMESE CANDIDATES WANT IN 2022 5

Abov e 40% 9.0%

While financial incentivization is not the only reason

people falls between 10% and 30%. Only 11% of

0% 10% 20% 30% 40%

WHAT VIETNAMESE CANDIDATES WANT IN 2022 Source: YouGov Vietnam 6

On the other hand, a slight pay cut would lead to a

leave their current job even if there is a pay cut.

a massive role in employees' view of work-life balance,

I will not leave my cu rrent job 8.0%

0% 10% 20% 30% 40%

Source: YouGov Vietnam

• On-site safety measure.

A hybrid workplace refers to a business model that

Source: YouGov Vietnam

When everyone at t he office, me,

After the heavy wave of the COVID-19 pandemic,

Our research discovered that most employees (32%) feel

Source: YouGov Vietnam

Rest ric t ac cess to the unessential

Businesses must develop guidelines as they resume on-

are to execute day-to-day tasks as they adhere to

Most people (73%) would want the company to restrict

Source: YouGov Vietnam

Using employee return to work

WHAT VIETNAMESE CANDIDATES WANT IN 2022 12

The tops priorities for candidates to accept a job offer

Work-life balance emerges to be most important (73%). 60.0%

To achieve a balance work life, candidates anticipate

benefits. It would also help to consider factors such as 20.0%

company location, employer brand, and company

WHAT VIETNAMESE CANDIDATES WANT IN 2022 14

Our study discovered that most Vietnamese employees

Manager support of work-life balance (59%) is also a 54% 52%

WHAT VIETNAMESE CANDIDATES WANT IN 2022 16

Therefore, people have impressive responses about the type of wellness

WHAT VIETNAMESE CANDIDATES WANT IN 2022 17

0% 10% 20% 30% 40% 50% 60%

Source: YouGov Vietnam

WHAT VIETNAMESE CANDIDATES WANT IN 2022 18

Providing employees with reasonable Develop the culture of work-life balance

Organize various health and sports Facilitate a channel for employees to

WHAT VIETNAMESE CANDIDATES WANT IN 2022 19

13th mont h's salary 69.0%

Health insur anc e 60.0%

The bonus attached to the job is undoubtedly big scores

month's salary, carries the highest percentage ( 69%) of