Don't go empty-handed to the "fight
Mr. Tran Anh Tung - Director of Viet An Human Resource Supply and Management Consulting Co., Ltd. (Phuong Liet ward, Hanoi) said that many young workers today often make subjective mistakes when going for interviews with the mindset of "answer what you ask".
According to Mr. Tung, the nature of recruiters is not only to find people who can do the job, they also look for people who are suitable for culture and understand the business. Candidates who spend time carefully learning about products, competitors and company orientations are always rated higher than those who only know how to reread CVs.
Candidates should not only find information on the company's website but also learn about their recent campaigns or issues that the company's industry/field is implementing. In addition, asking recruiters again about the training roadmap or challenges from your position shows that you are a proactive and progressive person. These are contents that score absolute points," Mr. Tung affirmed.
For young workers who do not have much experience, Mr. Tung emphasized that attitude is the sharpest "weapon". "Businesses are willing to retrain professionally but cannot retrain attitude. A candidate who is honest about what they do not know but shows a desire to learn and a sense of responsibility will always have a high chance of being recruited," Mr. Tung said.
With more than 20 years of experience in supplying and consulting human resources, Mr. Tung believes that instead of saying "you are very hardworking", candidates should talk about a student project or a part-time job that you have completed ahead of schedule, with a clear quantification of the results. For employers, specific numbers are solid evidence of your ability.
Overcoming the "desirable salary trap
Ms. Le Thi Thanh Mai - Head of Human Resources Department of a large garment group in Hanoi said that the interview process, the salary discussion part is usually the most "brain-wracking" part. For young workers, giving a figure that is too high is easily considered an illusion, but too low reduces personal value.
Candidates, please use "tricks". "tricks" here are for reference. You should learn about the general level of that position on reputable recruitment websites. Instead of giving a fixed number, give a salary range and emphasize that this salary level is based on the general level and personal contributions, however I am willing to discuss based on the welfare regime and career path of your company," Ms. Mai shared.
Finally, Ms. Mai noted a detail that very few candidates pay attention to but is a "plus point" in the eyes of many employers. Many candidates after leaving the interview room are considered done. But according to experience from recruiting units and from the company where Ms. Mai works, a thank-you letter sent within 24 hours after the interview can turn the situation around, even if you were not a bright candidate before.
The labor market in 2026 requires flexibility and high practicality. The above "tricks" are actually not a coping measure, but a way to show candidates' respect for the job and employer. Young workers who are new to the market should not be too pressured to be perfect. Employers need the most "suitable" person, not necessarily the most "good" person. Step into the interview room with the mindset of a future colleague, ready to solve the problem of the business, you will become a bright candidate," Ms. Mai said.
