Recruitment associated with development strategy
Ms. Nguyen Quynh Anh - Director of Lac Viet Human Resources Supply Company (Cua Nam ward, Hanoi) - said that in 2026, instead of mass recruitment to fill the quantity, many businesses switched to prioritizing personnel quality, focusing on positions that are really necessary for long-term production and business activities.
Our actual records show that the general trend in 2026 is "slow recruitment but thorough recruitment". Businesses no longer massively expand personnel but set stricter criteria on skills, adaptability and value brought to the organization," Ms. Quynh Anh said.
Mr. Nguyen Van Chung - Director of Ha Quang Export Garment Co., Ltd. (Viet Hung ward, Hanoi) - said that the company has nearly 600 employees, the 2026 recruitment plan reduces the number compared to the previous period, but increases the quality requirements.
We do not recruit as many people as before but focus on key positions, capable of undertaking many tasks and quickly adapting to new technologies. A good personnel currently can replace the role of two or three positions before," Mr. Chung shared.
Also according to Mr. Chung, the process of digital transformation, streamlining the apparatus and optimizing costs has forced businesses to reconsider the way they use labor. Positions that are intermediate, repetitive or easily automated continue to be narrowed, while positions that create direct value for products, services and customers are prioritized.
Job opportunities are not "expanded", opportunities for specialized labor groups
Although the recruitment trend is more cautious, experts believe that the labor market in 2026 will not fall into a "freeze" state. Conversely, job opportunities are still present, but focus on specific human resource groups with skills suitable for the development needs of businesses.
Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment - assessed that in 2026, the group of workers with clear professional competence, practical experience and independent working ability will have more opportunities. Instead of recruiting a large number of general workers or new graduates who do not have skills, businesses are willing to pay higher salaries to attract personnel who meet job requirements from the beginning. Businesses will also prioritize recruiting workers who have had "collisions" with reality, even those who do not come from prestigious universities. This shows that qualifications are no longer the decisive factor, but practical competence and working attitude are important measures.
From a market perspective, Mr. Vu Quang Thanh - Deputy Director of Hanoi Employment Service Center - said that 2026 will record high demand for some human resource groups.
First, the group of technology and digital transformation human resources with positions related to information technology, data, automation, and operation of digital systems; second, the group of technical human resources, operation and production of high quality, skilled technical workers, who know how to operate modern machinery, automatic lines, and understand production processes; third, the group of sales, customer care and market development human resources; fourth, the group of intermediate-level management human resources who are capable of working in reality," Mr. Vu Quang Thanh said.
Mr. Thanh also advised that in the context of highly selective recruitment, workers should not rely on the number of jobs as before but need to focus on improving their personal values. People with practical skills, willing to learn and adapt will find suitable jobs; conversely, workers who lack skills and are reluctant to change will face many difficulties. Young workers, especially new graduates, need to soon clearly define their career direction, invest in core skills, digital skills and soft skills. Participating in internships, part-time work according to their expertise, and accumulating practical experience will be a great advantage when participating in the labor market in 2026.
