Salary of 400 million still no candidates apply
Accordingly, IC Ictas Insaat Sanayi Ve Ticaret Anonim Sirketi Company (Türkiye, main contractor of package 5.10 to build Long Thanh airport terminal), needs to recruit 33 experts for 31 positions such as project director, deputy project director, design director, contractor representative, project manager, construction manager, head of construction technical systems department, equipment manager...
The lowest salary offered by this company is 75 million VND/month for the position of project assistant and the highest is 400 million VND/month for the positions of project manager, contractor representative, project director. For the positions of deputy project director, project manager, the average salary is 385 million VND/month.
Long Thanh Airport Project
Candidates are required to have a university degree, be fluent in English and have at least 3 years of experience in the corresponding positions. If selected, experts will work from the end of 2023 to December 2025.
However, after many days of the Department of Labor, Invalids and Social Affairs of Dong Nai province transferring the recruitment information to the Dong Nai Job Center, there were still no applications from Vietnamese experts. Therefore, the Department of Labor, Invalids and Social Affairs of Dong Nai province issued a document notifying IC Ictas Insaat Sanayi Ve Ticaret Anonim Sirketi Company to be allowed to recruit foreign workers for the above job positions.
Must have recruitment strategy, training order
Commenting on the issue of no Vietnamese experts applying for the mid-level and senior positions that the contractor of the Long Thanh airport project needs to recruit, Mr. Do Thanh Van, Deputy Director of the Center for Human Resources Demand Forecasting and Labor Market Information of Ho Chi Minh City, said: "Currently, there are not many personnel in the field of professions serving airport projects in Vietnam, in which special positions require very high standards, needing people who are both good at their profession and have a lot of experience and management ability."
According to Mr. Van, people with the ability to take on senior positions are always rare, so businesses and large projects that want to recruit must have a strategy and be proactive from the beginning, not passively posting jobs and waiting for candidates to submit applications.
Workers are working at package 5.10 of Long Thanh airport project.
"To have human resources that meet the requirements, these units must place orders with universities for training right from the start, then the business must provide additional training in the skills and expertise that the business needs. Especially for those who hold the positions of project director, design director... the business must know where they are to 'hunt' them, not just wait for them to come to them. Once they find them, there must be policies to attract them, not only in terms of salary but also working environment...", Mr. Do Thanh Van shared.
Mr. Le Hong Phuc, Vice President of the Vietnam Association of Corporate Directors (VACD), President of the Vietnam Human Resources Club (VNHR), also said that contractors have not been able to attract good experts to work with salaries of hundreds of millions, possibly because they do not have a suitable recruitment strategy.
"Has the company's recruitment department proactively sought out candidates? Has it proactively sought to approach and invite them, or is it still just posting jobs and waiting for candidates to submit their applications? Talented people who can take on the positions that contractors need are often employed and are less proactive in looking for jobs. They are often employees working in middle and high-level positions in the company. Therefore, to get them, it is necessary to know where they are in order to find ways to approach, invite, and recruit them," said Mr. Phuc.
According to Mr. Phuc, Vietnam does not lack good experts, no less than foreigners. These people are often recruited by large domestic and foreign enterprises.
"To have people for middle and high-level positions, in addition to training their own employees, businesses must seek out and attract talented people working elsewhere, and develop attractive policies to invite them back. Attractive policies include opportunities for self-development, commensurate income, good working environment, benefits, and long-term career development opportunities with the business...", Mr. Phuc acknowledged.
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