viet nam talent recruitment trends in 2014
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SURVEY REPORTTalent Recruitment Trends – Job Fit or Cultural
Fit?
29th Nov 2013
We would like to express our special gratitude to…
The Vietnam Chamber of Commerce in Ho Chi Minh City (VCCI-HCMC)
The Youth Businessmen Associations Ho Chi Minh City (YBA HCM)
The Quang Trung Software City Development Corp. (QTSC)
The Vietnam Singapore Industrial Park J.V., Co., Ltd. (VSIP)
The Vietnam Human Resource Club (VNHR Club)
The Can Tho Business Association (CBA)
The American Chamber of Commerce in Vietnam (AmCham Vietnam)
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About Le & Associates
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Agenda
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01 Introduction and Demographics
02 Recruitment for Job Fit in Organizations
03 Recruitment for Cultural Fit in Organizations
04 Talent Recruitment Trends
05 Conclusion & Recommendations
What is the biggest cost for a company?
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Is it “People”?
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It’s not People, It’s the WRONG people!
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So, what makes the RIGHT hire?
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ABOUT THE SURVEY
Who took part in the survey?
We received 326 responses to the survey from participants, representing 320 organizations throughout the country.
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Who took part in the survey?
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KEY FINDINGS
Recruitment for Job Fit
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NOT many organizations are using clear Job Descriptions that give an accurate representation of what a role entails
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18% 36%
What factors that attribute to the perception of Job Fit?
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Methods being used to measure Job Fit
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Recruiting for Cultural Fit
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Factors that attribute to the perception of Organizational Culture
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Edgar Henry Schein’s model of Organizational Culture
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How is Organizational Culture defined in the survey?
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59% 29%
Stakeholders that can most impact Organizational Culture
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Measuring Cultural Fit
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79% 30%
Methods being used to measure Cultural Fit
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Impact of poor Recruitment decision
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Challenges in Recruitment for Cultural Fit
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Strongly Disagree
Disagree AgreeStrongly
Agree
Organizations and hiring managers do not assess for Cultural Fit because they don’t know how
3% 30% 62% 5%
Hiring managers are often in too much of a hurry to adequately assess for Cultural Fit
3% 22% 63% 12%
Hiring managers are afraid to ask questions about Cultural Fit because they may be perceived as discriminatory
12% 52% 30% 6%
Hiring managers that are under pressure to fill positions will often ignore Cultural Fit
8% 33% 50% 9%
Tight labor markets force hiring managers to ignore Cultural Fit during the recruitment process
10% 39% 43% 7%
Hiring managers would hire someone who is not quite right, rather than go back to the start of the recruitment process
21% 48% 29% 2%
Most people rely on gut feel when assessing candidates for Cultural Fit
4% 21% 58% 17%
Talent Recruitment Trends
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“Portrait” of Talent
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Talent is someone who…
Talent formula – by Prof. Dave Ulrich
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Challenges occur in Talent recruitment process
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So, Job Fit or Cultural Fit?
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68%
Despite being difficult to measure, Values should be included in the recruitment process
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Job Fit or Cultural Fit?
60%
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CONCLUSION & RECOMMENDATIONS
Conclusion
Both Job Fit and Cultural Fit were rated as good predictors of performance
Recruitment and selection process is slowly gravitating towards hiring based on core values (Cultural Fit) rather than just technical competencies
The vast majority of organizations prefer using methods that require personal contact with a candidate and still rely on “gut feel” to assess for fit rather than using objective assessment tools
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Recommendations
There are various ways organizations can embed and assess fit as part of their recruitment and selection process:
Articulate the value proposition up front - Clearly and realistically articulate the attributes of the organization to prospective talents.
Use objective assessment tools to help applicants self screen.
Describe Values in behavioral terms and use behavioral-based questions to assess suitability. Alternatively, identify competencies that align with the core values and ensure that interview questions are constructed to address these.
Ensure all managers and individuals are adequately trained in recruitment practices. This should include, behavioral interviewing, motivational fit concepts, and evaluation of recruitment data.
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What makes the RIGHT hire?
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Source: “The Right Leader – Selecting Executives Who Fit”, Nat Stoddard and Claire Wyckoff, John Wiley & Sons Inc., 2009
The Traditional Selection Model The Modern Selection Model
Full Survey Report
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www.l-a.com.vn
THANK YOU!Ngo, Dinh Duc (Mr.)
General Director
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