Difficult to recruit" even though the demand is very real
Ms. Nguyen Ngoc Chi Lan - Director of Duc Anh Transport and Warehousing Company (Vinh Tuy ward, Hanoi) said that for her business, for many years, the most difficult positions to recruit are maintenance - equipment operation staff, shift logistics, heavy truck drivers.
According to Ms. Lan, the common point of this human resource group is the requirement of high professional skills, long training time, strict professional discipline and high labor intensity. "The recruitment demand is real, stable orders, long-term production plans, competitive salaries, but the source of suitable candidates is very limited," Ms. Lan said.
A survey by the Hanoi Employment Service Center shows another reality that the labor supply for specialized industries is already scarce, and training these positions requires long time, high costs and strict learning discipline. Meanwhile, many young workers tend to choose "easier to get in - easier to get out", flexible time, instead of being attached to professions that require long-term commitment.
In addition, the skills of a part of the labor force have not kept up with the requirements of new technology. When machinery and production processes are continuously upgraded, untrained workers are easily "backward" and cannot meet recruitment requirements even though the human resource demand is very large.
Mr. Nguyen Van Phu - director of a construction enterprise in Thanh Xuan ward (Hanoi) said that with special positions, businesses with salary increases still "miss" workers.
Many people think very simply that when there is a shortage of human resources or looking for candidates for specific positions, the first reaction is to increase salaries and allowances. However, reality shows that in specific industries, salaries are just a necessary condition, not a sufficient condition. Decades of experience at my company show that for employees, an attractive salary is only meaningful when it is enough to compensate for occupational pressure, health risks and the trade-off of time and family life. In many cases, the salary increase is not commensurate with the intensity of work, causing employees to consider carefully before returning or being attached for a long time," Mr. Phu analyzed.
Workplace environment – the biggest "bottleneck
Ms. Nguyen Dinh Thuc Quyen - Human Resources Director of THL Group (Dong Da ward, Hanoi) said that with high-quality human resources and specialized human resources, the solution to recruitment is not only in salary but also needs a more comprehensive plan.
On the business side, in addition to paying competitive salaries, it is necessary to redesign the working environment towards sustainability, organize reasonable shifts, reduce prolonged overtime; invest in technology to reduce heavy labor; pay attention to labor safety and long-term health care. In particular, build a clear career roadmap. When workers see a career future, opportunities to increase income, switch to less heavy positions according to seniority, they will be ready to stick together for a long time," Ms. Quyen said.
Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment, said that the shortage of human resources in specialized industries is not only a recruitment issue, but also a problem of job quality and the sustainability of the labor market. When salaries go hand in hand with a humane, stable and promising working environment, human resources for "difficult to recruit" industries can be effectively unlocked.
Mr. Trung analyzed that the working environment is the biggest barrier for specialized industries.
First, high labor pressure and intensity persist when many specific positions require working in shifts, night shifts, overtime, taking on heavy responsibilities while manpower is thin. This makes workers quickly fall into a state of overload and exhaustion.
Second, labor conditions are not really guaranteed for the long term. Heavy, hazardous environment, risk of occupational accidents, legal risks or high occupational stress make workers consider between income and health. When health is eroded, high salaries are also difficult to keep.
Third, lack of a clear career path. Many specific workers said that they do not see a long-term development path: after a few years of hard work, slow income growth, limited promotion opportunities. This makes them choose to switch to a lighter job, even if their initial income is lower.
