Hiring in Human Resources: Guide and Trends in 2025

Businesses after strategic Heads of HR, HR business partners and talent acquisition professionals in 2025

There were less open positions on the hiring market in 2024 compared to previous years, with hiring demand holding steady in some sectors and softening in others.

According to Silvia Quirino, Senior Manager at Robert Walters Vietnam, one reason for the slowing demand was that there were fewer new players entering the Vietnam market. “Most hires were to backfill key positions, and we also saw that senior candidates were confident about making career moves,” she remarks. 

Global economic headwinds also hit the manufacturing sector, with factories shutting or reducing teams due to declining orders from the US and Europe. However, Silvia observed that some manufacturers opened new factories in Vietnam, in attempts to diversify their production activities across multiple countries.

Activity was also stagnant in the real estate and energy markets as many companies put projects on hold. Adjacent industries, such as building materials, were also affected, and they approached hiring more conservatively.

Growing industries like education and healthcare contributed significantly to hiring volumes over the last year. The FMCG, retail and food and beverage sectors were also stable and consistently hiring talent.

Read on to find out more about Silvia’s expectations for Vietnam’s labour market and hiring trends for Human Resources professionals in 2025.

Companies offer international career progression 

Looking ahead to 2025, Silvia says that talent retention will be key as companies are aware of the challenges related to finding suitable replacements for good employees. Already, more businesses are investing more into hiring talent in learning and development and organisational development. Counteroffers are also increasingly common – all trends she believes will continue in the coming year.

There will also be more opportunities for Vietnamese professionals to expand their horizons even further through international assignments. In particular, Silvia notes that these international mobility programs are more prevalent among multinational corporations (MNCs).

Business partnering skills have been in demand for some time now, but this demand is expected to grow even more. Before, requests for this expertise tended to originate from the FMCG and pharmaceutical sector. Now, companies across all industries are keen for business-oriented HR candidates. 

Employers seek strong communicators and business partners

Business partnering skills remain highly sought after. Strong communication skills will also feature heavily in hiring, particularly as companies want talent that can manage challenging stakeholders. International exposure is also extremely valuable.

Roles that will see strong demand in 2024 are Heads of HR, HR business partner managers and talent acquisition managers.

Check in on how candidates and employees are feeling 

Candidates tend to prioritise remote and hybrid work arrangements, and they also seek out allowances that cover the costs of their meals, transportation and communication devices. When planning a job move, Silvia observes that they show more interest in moving to MNCs, or businesses that present great growth prospects or stability. They consider whether they get to work with hiring leaders, carefully assessing the hiring managers they speak to. Overall, they pay attention to how they feel throughout the hiring process, and so companies will benefit from providing a smooth, positive candidate experience.

To attract talent in the year ahead, Silvia recommends hiring based on potential. “The market is very dynamic and candidates typically apply for several positions at the same time. Think about your non-negotiable qualities and be decisive in your selection. Prioritise cultural fit as technical skills and industry knowledge can be taught once the candidate assumes the role.” 

To retain talent, consistent and open communication is key. Regular check-ins allow employers to engage employees in discussions on how they are doing and what options are available to them for progressing their career in the company. In addition, Silvia also suggests providing promotions or salary increments to reward good performers.

Salaries rise for in-demand talent 

Given the tight talent pool for in-demand positions like Head of HR, HR business partner manager and talent acquisition manager, salaries will go up for such candidates.

Salaries will remain stable for most other positions, particularly in small and medium enterprises. “There is sufficient supply of candidates to fill these positions, with some even accepting pay cuts if the new role meets certain conditions, like being in a preferred location,” explains Silvia.

Find out more

Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in Vietnam.