But there’s a hidden risk many foreign businesses underestimate — the cost of a mis-hire. The wrong first employee in a new market can derail your launch, damage client relationships, and set you back months, if not years.

In APAC, and particularly in Vietnam, hiring mistakes are more than a financial inconvenience — they can be the difference between market success and costly withdrawal.

The True Cost of a Mis-Hire in APAC

When you mis-hire in a new market, the price tag goes far beyond recruitment fees.
Direct costs include:

• Agency fees and job advertising.
• Onboarding and training expenses.
• Relocation or signing bonuses.

Indirect and opportunity costs are often much higher:

• Missed sales or project deadlines.
• Competitors capturing your market share while you re-hire.
• Reputational damage in a market where trust and relationships are everything.

In Vietnam, replacing a senior commercial hire can take 6–12 months — a delay that can wipe out your first-year growth projections.

Common Hiring Mistakes Foreign Companies Make in Vietnam

Even well-established global companies fall into these traps:

• Overestimating English fluency without testing local market communication skills.
• Ignoring cultural fit — high-pressure, aggressive styles can alienate local clients and partners.
• Skipping due diligence — references must be checked through credible local networks, not just LinkedIn.
• Rushing hires to meet launch timelines, sacrificing quality for speed.

Building a Vietnam-Specific Hiring Process

Your home market hiring playbook won’t work in Vietnam without adaptation. To reduce risk:

• Localize job descriptions — titles, responsibilities, and benefits must resonate with local expectations.
• Use competency-based interviews to assess practical skills and problem-solving in real-world scenarios.
• Tap local recruitment partners who understand both your industry and Vietnamese talent dynamics.
• Leverage in-market assessments for sales, negotiation, and client relationship skills.

Hiring for APAC-Ready Skills

In Vietnam’s fast-moving economy, your best hires will be those who:

• Can communicate effectively across cultures and languages.
• Have prior experience with multinational companies or cross-border teams.
• Adapt quickly to shifting priorities and market realities.
• Bring proven industry-specific performance in your target sector.

Reduce Risk with a Staged Market Entry

Jumping straight into permanent contracts can be risky. Instead:

• Start with contract-to-hire or project-based roles to validate cultural and performance fit.
• Consider Employer of Record (EOR) solutions for compliance, payroll, and benefits during your first phase.
• Expand to permanent staffing only once you’ve proven your operational model in-market.

Hire Slow to Scale Fast

Expanding into Vietnam is one of the most exciting opportunities in APAC — but it’s also one of the most unforgiving if you mis-hire early on.

The key is to balance speed with precision. By localizing your hiring process, partnering with experienced in-market recruiters, and staging your entry, you’ll set your Vietnam expansion on a path to sustainable, profitable growth.

If you’re planning to recruit in Vietnam or the wider APAC region, let’s discuss a tailored hiring strategy that gets it right the first time. Your market entry deserves the right people from day one.