Technology companies in Vietnam are becoming hotspots in the talent acquisition race. IT recruitment has become one of the biggest challenges for businesses. It's not just a competition over salaries, but also about speed, candidate experience, and skill assessment. From large corporations to startups, the central question remains the same: How to recruit the right person, at the right time, with reasonable costs.
Therefore, building a well-structured recruitment process in technology companies that combines technology and data is the key to attracting and retaining tech talent.
The Unique Characteristics of Tech Recruitment
Before diving into each stage, it's important to understand the differences between IT (Information Technology) recruitment and other industries.
Tech Talent Scarcity Challenge
According to VnEconomy (2024) survey, IT industry recruitment demand increases by approximately 30% annually. Vietnam's tech market lacks tens of thousands of quality programmers each year. Companies must compete fiercely not only with domestic enterprises but also with international startups, outsourcing companies, and multinational corporations with offices in Vietnam. This is particularly true for positions like developer, data engineer, or AI specialist.
Rapid Technology Changes and Skill Requirements
Unlike traditional industries, alongside talent scarcity, rapidly evolving technology makes candidates' skills quickly obsolete. A programming language that's popular today may be outdated in three years.
The Stack Overflow Developer Survey 2024 shows that over 40% of developers must learn at least one new technology each year to stay competitive.
This requires recruitment processes to continuously update tech stack requirements when building the recruitment procedures and remain flexible in assessing candidates' learning ability, adaptability, and long-term development potential.
Stages of IT Recruitment Process
A typical IT recruitment process consists of multiple steps, each with clear objectives to ensure both hard skills assessment and cultural fit evaluation.
1. Screening and Resume Evaluation
Going beyond just CVs, companies should also review GitHub profiles, personal portfolios, or community contributions. According to The People’s Deputies Newspaper, approximately 70% of tech candidates believe real projects are more important than degrees when applying.
2. Technical Assessment and Coding Tests
This is the most critical step. Leading companies use technical skills assessment platforms to test algorithms, data structures, and simulated projects. According to a report by Thanh Nien Newspaper, research from CodinGame (2023), 82% of recruiters believe coding tests help reduce wrong hiring from the first round.
The Hire Central platform can directly integrate coding tests into the ATS (Applicant Tracking System), helping HR track results and make decisions faster, rather than handling things manually.
3. System Design Interview
For senior developers or architects, this is an essential component. Candidates must demonstrate their ability to design large-scale systems, optimize performance, and ensure security. This reflects strategic thinking and technical leadership capacity.
4. Cultural Fit and Soft Skills Evaluation
Tech company culture is usually flexible, multicultural, or remote-based. Therefore, beyond technical skills, communication, teamwork, time management, and other soft skills are also deciding factors. Research from Harvard Business Review shows that culture-fit employees have 4 times higher long-term retention.
Combined with the Hire Central platform, businesses can automatically track how well candidates' skills match new requirements, thereby significantly reducing screening time and minimizing the risk of hiring the wrong person.
Learn more:
- AI-Powered ATS Optimization: Transforming Recruitment in Vietnam
- Evaluating ATS Systems in Recruitment Process
- Identify Human Resources Needs & Comprehensive Strategic Guide
- AI Application in Recruitment & Still Optimizing Candidate Experience
Tools and platforms supporting tech recruitment
A smooth recruitment process cannot do without technology support:
- AI-integrated ATS: automates processes, tracks progress, and eliminates manual tasks.
- Online technical interview platforms: support pair programming and remote whiteboard interviews.
- IT salary benchmarks: Using reports like TopDev Salary Report helps companies build competitive compensation packages.
These platforms not only save time but also help standardize the entire process, minimize errors, and enhance candidate experience.
Additionally, Hire Central provides 25 free recruitment email templates, helping HR quickly send emails at the right time, from interview invitations to thank-you letters. This improves candidate experience and saves hours of manual email writing.
Methods from Vietnamese Tech Companies
Many companies have proven effectiveness when applying structured recruitment processes:
- Coding test + cultural fit interview: A leading fintech company applied this combination and reduced recruitment time from 45 days to 25 days
- AI-integrated ATS screening: An e-commerce startup used this method and achieved a 35% increase in qualified candidates from the CV round
- Standardized system design interview: A major outsourcing company implemented this method and was able to reduce turnover in the first 6 months from 25% to about 18%
The common point is: companies that standardize processes and combine recruitment technology achieve better results in speed, quality, and talent retention.
With the Hire Central platform, businesses not only standardize their entire process but also improve recruitment speed and quality, especially in the fiercely competitive technology industry.
Learn more:
- 03 Methods to standardize an effective recruitment framework
- Recruitment Report: Instructions and Free Templates
- Recruitment Process Flowchart, Detailed Guide and Template
Conclusion
Technology is changing rapidly, and a modern, specialized, and well-structured recruitment process in technology companies is vital for businesses to maintain competitive advantage. By applying a clear framework and combining tools like Hire Central and automation solutions, companies can not only recruit the right people but also build a reputable recruitment brand.
