Anphabe Company believes that in the context of the labor market entering a new era with constant fluctuations, building an employer brand (EB) and positioning an employer value proposition (EVP) is a matter of survival to attract and retain talent. Based on the latest research and reports, Anphabe Company affirms that the market is not short of job seekers, but businesses are still struggling to fill important positions.
There are 3 reasons why businesses find it difficult to attract talent.
Candidate's "defensive" mentality
Currently, up to 57% of working people are actively looking for new jobs or open to new opportunities elsewhere. However, important positions effectively filled with suitable personnel only reach 34%.
This disparity comes from the increasingly "defensive" psychology of workers. They are more interested in opportunities, but act less. Anphabe's research shows that on average, one talent will target 52 companies (an increase of 1 company compared to 2023), but they only actually apply to 3 companies and aspire to work at 2 companies.
The loss of talent along the recruitment funnel
Talents do not naturally disappear, they gradually "fall" through each touch point with your brand. According to a survey by Anphabe Company in the Vietnamese human resources market, only 87% of personnel recognize the company, meaning you lose 13% right from the send-off round; from the recognition group, only 7.3% are really interested, leading to a loss rate in this round of up to 92.7%; from those who are interested, only 3.9% decide to apply (loss 96.1%); finally, only 0.4% prioritize choosing your company when they receive many job offers at the same time (loss 99.6%).
This proves that talent loss is fierce even before candidates enter the first interview round.
The power of brand position
In this battle, the "strong" will take away most of the attention. Data shows that the higher the attractiveness, the greater the advantage of the business. Businesses in the top 1-5 best workplaces account for up to 32% of the opportunities to be noticed; top 6-10 account for 31%. Meanwhile, the "other" group (outside the top 100) only receives a meager 7% of market attention. If the business is not the leading employer, talent will quickly forget.
