What do young Vietnamese workers care about when applying for jobs? Explore 10 factors that directly influence the decision to submit a CV and how businesses can optimize their recruitment strategies.
1. The labor market is changing rapidly: Why do businesses need to understand candidates more than ever?
The labor market is witnessing significant changes in both the supply and expectations of workers. The development of online recruitment platforms, social networks, and globalization trends provides candidates with more choices, while also making it easier to access information about companies before deciding to apply.
For companies recruiting Vietnamese workers to work abroad, this becomes even more pronounced. Just one unclear job posting or a prolonged recruitment process, and candidates can easily switch to other options.
1.1. Today's workers do not just "look for jobs"
Unlike before, modern workers tend to choose companies rather than just looking for a job position. They are willing to take the time to:
- Learn about the company's website.
- Read reviews on Facebook, Google, or forums.
- Watch the video about the work environment.
- Compare multiple job postings before deciding to submit your CV.
- Explore long-term development opportunities instead of just looking at the initial salary.
That means each job posting serves as a "recruitment brand introduction." If the content is not engaging enough or lacks important information, the company could lose candidates within the first few seconds.
1.2. Recruitment costs are increasingly high
Attracting quality candidates is no longer as simple as posting a job ad on a recruitment platform. Businesses must invest in advertising, build an employer brand, optimize the recruitment process, and take care of candidates.
If the application rate is low, the business will have to:
- Increase the recruitment advertising budget.
- Post the message multiple times.
- Extend the recruitment period.
- Affecting production and business plans.
- Increase in personnel costs.
Meanwhile, by optimizing the factors that candidates truly care about, companies can significantly improve their recruitment efficiency without needing to increase their budget too much.
1.3. Candidates are also "evaluating" the company.
A common mistake is that many businesses think the recruitment process is only about evaluating candidates. In reality, this is a two-way evaluation process. Throughout the recruitment journey, candidates will observe:
- Is the business transparent?
- Does the job advertisement have all the necessary information?
- Does the recruiter respond quickly?
- Is the recruitment process professional?
- Does the business keep its promises?
If the experience is not good, they may decline the job offer or share negative reviews, directly affecting the employer brand. Therefore, to hire the right people and reduce recruitment costs, businesses need to start by understanding what truly influences employes' decision to apply.
2. 10 factors that determine whether a candidate clicks "Apply" or not
Although each candidate has different needs, surveys from recruitment agencies and market trends show that the majority of workers consider several core factors before submitting their applications.
Below are the 10 factors that have the greatest influence on the job application decisions of young Vietnamese workers.
2.1. Transparent and Competitive Salary
Salary remains the top concern, but what candidates desire is not just a high salary, but also a transparent one.
Job postings that state "salary negotiable" or do not mention the income often make candidates hesitant, as they find it difficult to assess whether the job meets their expectations.
For businesses recruiting workers to go abroad, information about:
- Basic salary.
- Income after overtime.
- Deductions.
- Reward.
- Subsidy.
Needs to be presented transparently to build trust from the beginning.
What should businesses do?
- Publicize the salary range instead of leaving it as "negotiable."
- Explain the income structure clearly.
- Be transparent about any expenses if there are any.
- Do not advertize a salary that exceeds reality.
2.2. JD – Clear, transparent, and realistic job description
One of the common reasons candidates overlook job postings is that the JD (Job Description) is too vague or does not accurately reflect the actual job. In the context of employes having many choices, a vague job description not only reduces the application rate but also affects the company's reputation.
Many businesses still make mistakes such as:
- Only listing a series of requirements without specifying the benefits.
- The job description is too vague, making it difficult for candidates to envision what they will be doing.
- Setting too many unnecessary criteria makes candidates hesitant right from the start.
- The job description is very different from the actual work after being hired.
For companies recruiting Vietnamese workers to work abroad, the job description (JD) needs to be even more transparent. Candidates are often interested in information such as:
- What are the specific daily tasks?
- Do you often work overtime?
- Work environment in a factory, hospital, or hotel?
- Working in shifts or regular hours?
- Is there a requirement for Japanese, German, or English at any level?
- How long is the training period before departure?
The more detailed a JD is, the higher the rate of suitable candidates applying, while also reducing the incidence of early resignations due to mismatched expectations and reality.
What should businesses do?
- Write a brief, easy-to-understand job description that focuses on the main tasks.
- Clearly separate "Requirements" and "Benefits"
- Only provide the truly necessary criteria.
- Transparency about working hours, location, conditions, and language requirements.
- Avoid "painting" the job as more attractive than it actually is to attract candidates.
Note: A good JD is not the longest JD, but the JD that helps candidates quickly answer the question: "Is this job suitable for me?"
2.3. Career development opportunities
If in the past, workers often prioritized immediate salary, nowadays, especially for the younger generation, career development opportunities have become an equally important criterion.
Workers don't just ask: How much is the salary?
But also care:
- After 2–3 years, what will I achieve?
- Are skills training provided?
- Is there an opportunity for advancement?
- Is it possible to learn an additional language or improve your skills?
- After the contract ends, what advantages do I have when returning to Vietnam?
This is especially true for workers going abroad for employment. They see this not just as a job, but also as an opportunity to accumulate experience, enhance their expertise, and expand their career paths.
Example:
- Nursing interns in Germany can continue their studies to become official nurses.
- Engineers working in Japan can accumulate international experience to advance in large corporations upon their return.
- Vocational study abroad offers both an international degree and practical work experience.
When a company communicates a clear development roadmap, candidates will be more motivated to apply and stay long-term.
- What should businesses do?
- Clearly describe the career path right in the job advertisement.
- Share the internal training programs.
- Introduce the success story of a former employe or student.
- Communicating about development opportunities after contract completion.
Insight: Young workers today are not just looking for a job, they are looking for a career development journey.
2.4. Attractive and Practical Welfare Policies
Beside income, benefits are a factor that helps candidates assess the level of care a company has for its employes.
In reality, many candidates are willing to choose a company with slightly lower salaries but good benefits and a stable working environment.
The benefits that employes are interested in include:
- Full insurance as required.
- Holiday and Tet bonuses and performance bonuses.
- Accommodation or dormitory support.
- Support for meals and transportation.
- Free foreign language training.
- Support for application or immigration fees.
- Leave, holiday as per regulations.
- Regular health check-ups.
For companies hiring international workers, policies such as housing support, health insurance, living allowances, or integration assistance in the host country hold significant value for candidates.
The important thing is that businesses need to communicate these benefits clearly instead of just stating "attractive benefits" in general terms.
What should businesses do?
- List the specific welfare policies.
- Explain the practical value of each policy.
- Update regularly if there are new policies.
- Turn benefits into a competitive advantage in recruitment.
For example: Instead of writing "Accommodation support available," be more specific like "The company provides fully equipped dormitories, just a 10-minute commute from the workplace."
2.5. Employer Branding
An undeniable fact is that before submitting their CVs, many candidates will search for information about the company on the Internet. They can access:
- Official website.
- Fanpage Facebook.
- TikTok.
- LinkedIn.
- Google Maps.
- Groups sharing experiences.
- Reviews from former employes or those who have participated in the program.
This shows that employer branding is no longer an advantage, but has become an almost mandatory factor.
A business with a professional image will create trust from the very first interactions. Conversely, if candidates do not find any information or only see negative feedback, the likelihood of them continuing to apply will significantly decrease.
For companies recruiting workers to go abroad, the brand is directly related to trust. Workers are always concerned about issues such as:
- Incidental expenses.
- The recruitment information is not accurate.
- Working conditions differ from the advertisement.
- Risk of being scammed.
Therefore, building a transparent and professional image will help the business create a distinct competitive advantage.
2.6. Work Culture and Environment
In the context of young workers increasingly valuing work experience, corporate culture has become one of the major factors influencing the decision to apply. For many candidates, especially Gen Z, a positive work environment can be just as important as salary.
Many workers are willing to turn down a high-paying job if they feel the environment lacks respect, is overly stressful, or does not align with their personal goals. The questions that candidates often ask before applying include:
- Are the colleagues friendly?
- Does the manager support the employes?
- Does the company create opportunities for learning and development?
- Is the work culture professional, transparent, and fair?
- Are workers being listened to and acknowledged?
For foreign companies recruiting Vietnamese labor, corporate culture is also related to the adaptability of employes in an international environment. A company with clear work processes, a focus on training, and attention to employe well-being will create a sense of reassurance right from the recruitment stage.
What should businesses do?
- Share real images and videos of the working environment.
- Introduce corporate culture on the website and social media platforms.
- Post training activities, internal engagement, or employe programs.
- Convey core values thru real stories instead of just listing slogans.
2.7. Quick and transparent recruitment process
An attractive job posting can help a company attract many applications, but the recruitment process is the deciding factor on whether candidates will continue to engage.
Many companies lose candidates not because of low salaries, but due to lengthy or unprofessional recruitment processes. Some common issues include:
- It took many weeks to contact the candidate.
- Interviewed thru too many rounds.
- No notification of the interview results.
- Change the appointment multiple times.
- The information exchanged between the rounds is inconsistent.
Meanwhile, candidates nowadays often apply to multiple companies at the same time. If a company responds faster and has a clear process, their chances of attracting candidates will be higher.
For vocational study abroad programs or labor export, businesses also need to disclose each step in the process such as:
- Receiving the application.
- Interview.
- Foreign language training.
- Complete the file.
- Visa request.
- Departure.
- Receiving abroad.
2.8. Work Location and Conditions
The workplace location and living conditions are significant factors influencing the decision to apply, especially for workers who are far from home or working abroad. Candidates often want to know:
- Where is the workplace?
- Is it convenient to get around?
- Is there accommodation support?
- What are the conditions of the dormitory like?
- Is there transportation provided or travel cost support?
- Is the working environment safe?
For companies hiring international workers, information such as accommodation, living expenses, transportation, working hours, and actual working conditions are the details that candidates pay attention to right from the moment they read the job advertisement.
If the company only states vaguely like "working in Germany" or "working in Japan," candidates will find it hard to visualize the actual environment. On the contrary, if the company provides complete information about the location, accommodation, and working conditions, it will help the candidates feel more at ease when making their decision.
What should businesses do?
- Provide complete information about the workplace.
- Describe the living and eating conditions, if any.
- Illustrated with real images or videos.
- Transparency about working hours, shifts, and rest periods.
2.9. Stability and Long-term Employment Opportunities
In the context of a volatile economy, stability has become one of the criteria prioritized by workers when choosing a job.
Instead of just focusing on the immediate salary, many candidates want to know:
- Is the employment contract clear?
- Is the job stable?
- Is there a chance to extend the contract?
- After completing the program, can I continue working?
- Is there an opportunity for permanent residency or long-term development in the host country?
For foreign companies, clear communication about career paths will motivate candidates to apply:
- After 3 years of work, the contract can be renewed.
- After completing the vocational study program, there is an opportunity to sign a formal contract.
- You can enhance your skills or change positions.
This information helps candidates see their future instead of just focusing on their current job.
2.10. Candidate Experience
From the first time seeing the job posting to receiving the results, every touchpoint between the company and the candidate creates the Candidate Experience.
This is a factor often overlooked by many businesses, but it directly impacts the conversion rate and the image of the recruitment brand.
A positive experience includes:
- Clear job advertisement.
- The application process is simple.
- Quick response.
- Polite and professional communication.
- Update progress regularly.
- Complete guidelines before and after the interview.
On the contrary, if candidates have to fill out too many forms, wait too long for feedback, or receive no notification after the interview, they will easily give up and move on to another company.
For international labor recruitment units, the application experience is even more important because the journey from submitting the application to departure can take several months. Maintaining connection and supporting candidates throughout this process will help increase the application completion rate and reduce dropout rates.
3. Where are businesses missing out on candidates?
After understanding the 10 factors that determine whether a candidate clicks "Apply" or not, the question arises: Why do many companies still struggle to hire people despite posting job ads on multiple platforms? In reality, the issue does not necessarily lie in the lack of candidates, but rather in the way companies approach and persuade them.
3.1. Job postings only mention what the company needs
Not a few JDs nowadays are still written with the mindset: "The company needs a candidate who meets the following criteria..." The list of requirements can range from qualifications, experience, and skills to a series of other criteria, while the benefits section is usually condensed into just a few lines like:
- Attractive salary.
- Professional environment.
- Entitled to full benefits.
This makes candidates feel that the company is only making demands without showing what they will gain in return. Meanwhile, an effective job advertisement needs to answer the question: "If I apply here, what values will I receive?" When candidates see values that align with their goals, the likelihood of them clicking the "Apply" button increases. That could be:
- Career development opportunities.
- Foreign language training.
- Stable income.
- International work environment.
- Clear career advancement path.
3.2. Lack of transparency in recruitment information
One of the reasons candidates lose trust is the recruitment information is incomplete or unclear, such as:
- Do not disclose the salary.
- Does not specify the work location.
- No explanation of the expenses.
- Not mentioning working hours or living conditions.
For workers going abroad, transparency is even more important. Just a vague piece of information, and the candidate might switch to another company with clearer content.
Transparency not only helps businesses increase the application rate but also reduces the dropout rate of candidates due to mismatched expectations and reality.
3.3. Responding to candidates too slowly
Another common mistake is that companies make candidates wait too long. Currently, employes often apply for multiple positions at the same time. If the company takes a few days or weeks to respond, it is very likely that the candidate has already accepted an offer from another organization.
Not only that, but the lack of response after receiving applications or after interviews also creates an impression of unprofessionalism, affecting the company's image in the eyes of candidates.
To improve the recruitment experience, businesses should:
- Confirm receipt of the application immediately after the candidate applies.
- Notification of the estimated processing time.
- Proactively update the progress if the process is prolonged.
- Send feedback even if the candidate is not suitable.
3.4. Not yet invested in employer branding
Nowadays, before submitting their applications, many candidates will search for information about the company on Google, Facebook, TikTok, or LinkedIn. If the business:
- No website.
- The fanpage is not very active.
- Lack of real images.
- There is no story about employes or the work environment.
Candidates will find it difficult to have enough basis to make a decision. Conversely, a strong employer brand will help the company build trust even if the candidates have never had direct contact.
This is also the reason why more and more businesses are investing in Employer Branding as a long-term strategy instead of just focusing on posting job advertisements.
3.5. Recruitment process not yet digitized
Many businesses still manage their records using Excel, email, or manual paperwork. This can easily lead to: missing records, slow responses, difficulty tracking candidate progress, and a lack of data to evaluate recruitment effectiveness.
Meanwhile, the application of recruitment and applicant tracking platforms helps businesses: Reach the right candidates, track the entire candidate journey, shorten the recruitment time, and enhance the candidate experience.
In the context of an increasingly competitive labor market, attracting candidates depends not only on salary but also on transparency, the application experience, and the value that the company provides. Understanding the factors that influence the decision to apply will help businesses optimize their recruitment strategies, increase conversion rates, and reach the right quality workforce.
If your organization is looking for a platform to connect with quality candidates and expand international recruitment opportunities, EduCV is a solution worth considering. Not only is it a platform for posting admission information, but EduCV also directly connects schools, international businesses, and training centers with Vietnamese students within the same ecosystem, contributing to the enhancement of enrollment efficiency in the digital age.
EduCV - THE GLOBAL EDUCATION AND JOB CONNECTION PLATFORM
