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In 2025, both Vietnam and the global labor market face a paradox: hiring isdifficult, yet employee turnover is rapid. Employers struggle to find qualifiedcandidates, but also see new hires resigning after only 3–6 months. What are thecauses, and how can businesses adapt in this new reality?
1/ The Job Market Landscape in 2025
To understand the challenges and opportunities, we need to look at key labormarket figures. According to HR2B’s Q2/2025 survey, recruitment demand rose bynearly 30% in Hanoi and Ho Chi Minh City, particularly in IT, finance, anddigital marketing. This reflects rising demand for specialized skills intechnology and management, while talent supply remains limited.
Meanwhile, LinkedIn global data shows that hiring rates remain low compared to2022–2023, but internal mobility has grown strongly. Companiesprefer to "build” talent internally rather than "buy” from the market. InVietnam, the General Statistics Office reported Q2/2025 unemployment at just2.24%, yet the shortage of skilled workers persists, especiallyin major cities.
Vietnam’s unemployment rate in Q2/2025 wasonly 2.24%, while recruitment demand in the technology sector increased by30%
2/ Why Is Hiring So Difficult in 2025?
- Digital skills gap – AI, data analytics, cybersecurity, andproduct management are highly sought-after. Yet, WEF (2025) reports that over60% of jobs in the next 5 years will require digital skills, while only 18–20%of Vietnam’s workforce meets this standard.
- Internal mobility preference – LinkedIn’s 2025 GlobalHiring Report shows internal transfers up 20% vs. 2023, limiting external accessto top talent.
- Rising recruitment costs – HR2B Salary Insight 2025 revealssalary expectations for mid–senior professionals in Vietnam rose 30–50%YoY.
- Economic uncertainty – Global instability makes bothemployers and candidates cautious. JOLTS (2025) data shows new hiring declined,while offer rejection rates increased.
Top 4 Reasons Why Recruitment Is Challengingin 2025
3/ Why Is Early Attrition (0–6 months) Rising?
- Expectation vs. reality mismatch – 60% of employeesglobally say their jobs differ from JD (Gallup, 2024).
- Weak onboarding – Deloitte (2024) found 22% leave within 45days without clear mentoring/KPIs.
- Overloaded middle managers – Microsoft (2024) reports 46%are overwhelmed, reducing time for coaching.
- Unclear non-financial benefits – Gen Z prioritizesflexibility, growth, and career paths; Gallup (2025) shows 72% will quit ifthese are missing.
The 0–90 Day Journey – The Critical Point ofEarly Attrition Risk
4/ How Should Businesses Adapt?
- Adopt the 4B Strategy – Build, Borrow, Buy,Bot
- Build: train current staff.
- Borrow: hire short-term specialists.
- Buy: selectively recruit for strategic roles.
- Bot: use AI/automation for repetitive tasks.
- Skills-based HR management – Apply skill frameworks,promote via skills not just titles, and leverage internal gigs.
- Upgrade recruitment experience – Clear JD with top 3–5objectives for first 6 months, shorten hiring SLA to max 10 days, and betransparent on pay.
- Focus on 0–180 day retention – Standardize onboarding(30–60–90 days), run stay interviews at day 45 & 120, and use micro-promotionsor short skill tracks.
The 4B Strategy (Build – Borrow – Buy – Bot)to Optimize Workforce in 2025
5/ Key HR Metrics
- Time-to-Accept (TTA)
- Offer-to-Join Ratio
- Quality-of-Hire (QoH) – % of new hires hitting targets in90 days
- Early Attrition (EA) – resignations within 0–90 & 91–180days
- Internal Mobility Rate
LinkedIn Talent Insights (2025) shows companies tracking QoH and EA improveretention by 25%.
6/ Sample Onboarding (30–60–90 days)
- Day 0–7: Define "North Star” goals, assign buddy.
- Day 30: Complete mini-project.
- Day 45: Conduct stay interview.
- Day 60: Assign cross-functional project.
- Day 90: Review results, set next OKRs.
30–60–90 Day Onboarding Model – A Roadmap for Retaining New Employees
In 2025, businesses face a double challenge: hard to hire, fast toquit. To adapt, organizations must apply the 4B strategy, standardizeonboarding, and invest more in employee experience—not just compensation.
With over 20 years of expertise, HR2B is ready to support Vietnamesebusinesses in attracting, retaining, and developing top talent.
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