Hiring the Right People or Hiring to the JD?

Vietnam continues to position itself as one of the most attractive FDI destinations in Asia. With strong economic growth, a young workforce, and increasing integration into global supply chains, the country has become a strategic expansion market for multinational corporations.

However, behind the optimistic investment numbers lies a less visible challenge: talent mismatch.

Many FDI companies enter Vietnam with well-structured, globally standardized Job Descriptions (JDs). Yet, paradoxically, up to 40% of senior and managerial hires leave within the first 6–12 months, or key roles remain vacant for half a year despite extremely detailed JDs.

So where does the problem really lie?

The answer is not a lack of talent.
It is the difference between hiring “according to the JD” and hiring “the right person for the Vietnam market.”

As an HR Solution Partner specializing in FDI recruitment, Invest Talent shares strategic insights into why this paradox happens—and how foreign businesses can build sustainable teams in Vietnam.

1. Early Exits After 6 Months: Why a Perfect JD Is Not Enough

Many CEOs and HR Directors ask the same question:

“The candidate met 100% of the JD requirements. Why didn’t it work out?”

The reason lies beneath the surface—the invisible part of the iceberg that JDs rarely capture.

Culture Shock: The Missing Variable in Most JDs

A JD can describe skills and experience, but it cannot measure mindset, behavior, and cultural adaptability.

An executive who performs exceptionally well in Europe, the US, or Japan may struggle in Vietnam if they are unfamiliar with:

• Local communication styles
• Decision-making dynamics
• Relationship-based management culture

Without cultural fluency, even the most technically competent leaders can fail to gain trust or motivate local teams.

Hidden Expectations: The Real Source of Operational Conflict

Speed of execution, leadership style, tolerance for ambiguity, and alignment with company values are often assumed—but not stated.

These “hidden expectations” frequently become friction points once the candidate starts the role, leading to disengagement, frustration, and eventual resignation.

The result: a costly mismatch that could have been prevented with a more market-aware hiring approach.

2. The “Unrealistic JD” Trap: Hunting for Unicorns in a Real Market

Another common mistake among FDI companies is copy-pasting talent standards from the home market into Vietnam.

The Consequences

• 3–6 months spent searching for a “perfect candidate” who does not exist
• Key operations delayed or stalled
• Rising opportunity costs and internal pressure

The Market Reality in Vietnam

Vietnam’s labor market has its own structure, salary benchmarks, and talent distribution.

When a JD is disconnected from local realities:

• High-quality passive candidates ignore the opportunity
• Recruiters chase profiles that look good on paper but are not sustainable hires

A JD that is “perfect globally” can be ineffective—or even damaging—locally.

3. Invest Talent’s Approach: Hiring the Right Person, Not Just the Right JD

At Invest Talent, we do not operate as a traditional recruitment agency.
We position ourselves as a Strategic HR Solution Partner for FDI companies in Vietnam.

3.1 Deep Market & Business Understanding

We begin with a strategic deep dive, not just a JD review.

Our consultants work closely with founders, CEOs, and regional leaders to understand:

• 3–5 year business objectives in Vietnam
• The company’s current growth stage
• Corporate culture and leadership expectations
• Real operational challenges on the ground

We then advise and recalibrate the JD, ensuring it reflects both business goals and Vietnam market realities.

3.2 Evaluating “Right Fit” Beyond Technical Skills

Our candidate assessment framework is multi-dimensional:

• Professional Competence – to ensure operational effectiveness
• Mindset & Emotional Intelligence (EQ) – to handle leadership, pressure, and ambiguity
• Cultural Compatibility – to ensure long-term engagement and retention

Because in Vietnam, how a leader operates matters as much as what they know.

3.3 Post-Hiring Support: Beyond Placement

Unlike transactional recruiters, Invest Talent stays involved.

During the first 6 months, we actively:

• Align expectations between employer and candidate
• Support early-stage integration and leadership effectiveness
• Reduce the risk of premature exits

Our goal is not just to fill a role—but to ensure the hire succeeds.

4. Strategic Hiring Criteria for FDI Success in the Vietnam Market

Based on years of experience supporting foreign companies, we have identified four critical hiring criteria that outperform traditional JD-based recruitment.

4.1 Cultural Translation Capability

English fluency alone is not enough.

Many candidates speak excellent English but:

• Do not fully understand Western or global business logic, or
• Cannot translate foreign leadership expectations into language and actions that resonate with Vietnamese teams

What to look for instead:

• Proven experience working directly with multinational leaders
• Strong cross-cultural communication and mediation skills

This “cultural translator” role is often the difference between alignment and chaos.

4.2 Intrapreneurial Mindset: The “Internal Founder”

An FDI operation in Vietnam often functions like a startup within a corporation.

JD paradox: Preference for candidates from large, fully structured organizations

What works in reality:

• Agility and problem-solving ability
• Comfort with incomplete processes and rapid change
• Ownership mindset and accountability

Candidates who think like business owners adapt faster and build stronger foundations.

4.3 Local Adaptability: Understanding the Rules of the Game

Global expertise must be localized to be effective.

Example: A CFO with strong IFRS knowledge is valuable—but without deep understanding of:

• Vietnamese tax regulations
• Local compliance requirements
• Practical administrative processes

The company remains exposed to operational and legal risks.

What to prioritize:

• Hands-on experience dealing with local authorities and partners
• Strong local networks and problem-resolution capability

4.4 Long-Term Motivation Over Short-Term Gains

Vietnam is a highly competitive labor market, where 20–30% salary jumps through job-hopping are common.

JD limitation: Focuses heavily on short-term achievements

Strategic hiring approach:

• Understand the candidate’s 3-year motivation
• Are they seeking stability, growth, or legacy-building?

If compensation is the only driver, retention will always be fragile.

Don’t Let a JD Slow Down Your Vietnam Expansion

In the race to expand into Vietnam, talent is the foundation—not a cost line.

A globally polished JD cannot replace:

• Market understanding
• Cultural intelligence
• Strategic hiring judgment

FDI companies that succeed in Vietnam are those that move beyond paperwork and partner with advisors who understand how business really works on the ground.

Invest Talent – Your Strategic HR Solution Partner in Vietnam
We don’t just recruit people.
We help FDI companies build resilient teams and sustainable growth in the Vietnam market.