Hiring in Vietnam: Guide and Trends in 2026

Candidates have their pick in Vietnam as business vie for talent

In 2025, Vietnam’s hiring market reached new heights with the confluence of several macro trends.

Across all sectors, businesses invested aggressively in AI, cloud computing, cybersecurity and automation. Where competition had been fierce for tech talent, demand skyrocketed and grew to include the need for multi-skilled professionals. The green economy and renewable energy sector also gained momentum, with the implementation of the Power Development Plan VIII (PDP8) driving hiring for solar, wind and gas projects. Manufacturing, logistics and engineering professionals also enjoyed more job opportunities as more global players relocated operations to Vietnam.

This made for a dynamic, candidate-driven market. Even though more professionals were willing to relocate to industrial zones outside major cities as they wanted to tap into growing job markets, most industries still faced talent shortages.

Employers paid more attention to compensation, career development and work culture to retain talent – a timely response as candidates now prefer stable, sustainable work environments that offer growth and flexibility.

Despite these shortages, companies took a long-term view to workforce planning. Hiring teams were more selective, emphasising critical roles and future-ready skills. In turn, professionals faced increased pressure to upskill, improving digital literacy, soft skills and AI knowledge to stay competitive.

Read on to find out more about the labour market and hiring trends for Vietnam in 2026.

Hiring will remain competitive

Looking ahead, Phuc says that demand will stay high for candidates with AI and data experience. Given the competition for talent, businesses will also need to hire based on potential, as this tends to increase time-to-hire and retention rates. Within support functions like Human Resources, Legal and Finance, business partnering skills will be a key attribute that employers look for.

Recruitment processes around the world have been influenced by the integration of AI, but Phuc finds that this has been to a lesser degree in Vietnam. “Human interaction will remain critical, especially for mid- to senior-level hires. Hiring teams will continue to rely on human assessment to gauge technical expertise, leadership chops and cultural fit,” he states.

Advice for talent attraction and retention

Foreign direct investment into Vietnam has increased year-on-year, intensifying competition on the hiring market. Companies now face increased pressure to secure the talent they need.

“Market entrants into Vietnam have been very keen on market intelligence reports, which provide data that informs workforce management and hiring decisions. At the same time, more requests have come in for executive search as companies need leaders who can lead transformation and restructuring efforts,” reveals Phuc.

A well-rounded approach to talent attraction and retention is necessary in today’s candidate-driven market. To start, employers should strengthen employer branding, highlighting company culture, values and purpose across a range of platforms. Content that showcases impactful work in areas like sustainability, innovation and community engagement also enhances company image. Once these materials are ready, they can be disseminated on platforms like LinkedIn, TikTok and Zalo to reach younger talent.

Work culture also impacts employee engagement. Inclusive policies around gender, age and neurodiversity help promote psychological safety, creating a workplace that lets employees showcase their unique strengths. Candidates today are driven to grow, so companies ought to create a strong learning and development framework that encourages continuous learning.

On top of that, companies should have open conversations around salary and career progression. While competitive compensation is valuable, non-monetary benefits like wellness programs, learning budgets and flexible work options also go a long way. Most of all, employees want to know how they can grow within the organisation, so it is advised that companies lay out growth pathways and performance incentives clearly from the get-go.

Lastly, companies should plan ahead and build a strong talent pipeline. “Many promising candidates are just passively looking. A trusted recruitment partner helps you access these talents, at the right time,” says Phuc.

Salaries remain stable

In 2026, salary increments will hold steady at rates of 15 – 25%.

Find out more 

Request access to our 2026 Salary Survey to benchmark salaries and to find out more about key hiring trends in Vietnam.