New business conditions, regulatory changes influence hiring in 2025
After a market slowdown in 2023, hiring volumes for accounting and finance professionals picked up as the economy underwent a gradual recovery in 2024, though businesses still applied a cost conscious, prudent approach to their spending.
Tighter regulations aimed at greater financial transparency and compliance came into place, prompting businesses to strengthen their processes in risk management and compliance over the past year. Digitalisation and automation also became embedded in more finance processes, creating a need for skills and expertise in advanced digital tools.
“Companies have come to prioritise digital skills and compliance expertise in hiring,” explains Linh Do, Senior Consultant at Robert Walters Vietnam. “It is very likely that businesses across all industries, from FMCG to pharmaceutical and manufacturing, will maintain this demand for tech-savvy finance professionals in 2025.”
Read on to find out more about Linh’s expectations for Vietnam’s labour market and hiring trends for Accounting & Finance professionals in 2025.
Spotlight on skills, diversity and international scope
Over the past year, Mitchell observed that companies have stated a preference for local talent or Vietnamese candidates who are returning home after an extended stint abroad, instead of expats. This is a trend expected to continue moving into 2024.
Across senior positions such as CFO, companies will look for candidates who are not only strategic, but who can also be hands-on in helping the business grow in the market.
While hybrid work is still prevalent, Mitchell anticipates that more companies will begin calling their employees to resume work at the office full-time.
Growing need for regional experience
Going into 2025, Linh anticipates a greater shift towards skills-based hiring, where companies pick talent based on specific skill sets over traditional qualifications. Additionally, they will keep an eye out for candidates who present strong interpersonal skills, such as communication, stakeholder management and leadership, on top of the technical competencies required in a given position.
Efforts around diversity, equity and inclusion (DEI) will continue to grow as companies look to cultivate diverse teams and draw out a variety of perspectives within the finance function.
Lastly, more positions that cover a regional or global scope are being based in Vietnam. These openings will give local talent with international work experience an added advantage and more options for career progression.
More leaders, compliance and manufacturing experts needed
In the year ahead, companies of different sizes will need new finance directors to lead the function. This comes as many multinational corporations have undergone global restructuring recently, and more private equity firms have also increased their investments in Vietnamese businesses.
Internal control managers will also be highly sought after now that companies need to contend with changing regulations. These candidates will be responsible for reviewing, developing or enhancing all business processes, ensuring that their organisation stays compliant and efficient.
The uptick in manufacturing activities among factories in Vietnam has created a rising demand for plant finance managers. Whether these candidates will serve as individual contributors or team managers will depend on the size of the hiring company.
Businesses will be on the lookout for candidates with expertise in data analytics, digital tools, regulatory compliance, risk management, and manufacturing finance and costing. The most valuable soft skills are strong analytical and critical thinking abilities, excellent communication and stakeholder engagement skills, and adaptability and resilience.
Highlight job stability, career development and compensation
At the moment, candidates are more wary about switching jobs. Most are prioritising stability and career development opportunities, and it is these factors, along with flexibility and a positive work culture, that may prompt a career move.
For those reasons, Linh recommends that companies invest in employee development and provide training, upskilling and clear career progression pathways. Where possible, it is also advisable to offer flexible work arrangements. This helps promote employee wellbeing – a crucial aspect of building a supportive work environment.
She also underscores the importance of competitive compensation packages in talent attraction and retention, especially as many candidates now ask for comprehensive health and wellness benefits. Furthermore, companies can expect fiercer competition on the hiring market as demand shoots up for specialised skills in digital and risk management.
“Align salaries and benefits with market expectations and conduct regular salary reviews to ensure your team is always fairly compensated,” she notes. “It’s always more cost effective to retain your talent than to hire and train new candidates, so don’t wait till they resign before offering a larger salary package to prevent them from leaving.”
Salaries go up
In the year ahead, salaries are expected to trend upwards. To contend with rising demand for specialised skills and expertise in digital and risk management, companies are expected to offer competitive compensation and benefits to attract the talent they want.
Find out more
Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in Vietnam.
