Efficiency is not commensurate
In 2025, the Hanoi Employment Service Center organized 255 job transaction sessions, attracting 7,726 businesses to participate. 162,121 workers were consulted at the session, 50,841 workers were interviewed at the session and 19,563 workers received jobs after the interview.
Thus, out of 162,121 workers consulted at the job fair, 50,841 (31.3%) workers were consulted and 19,563 (12%) workers received jobs after the interview.
Not only in Hanoi, in many localities, in the past time, the public employment service (DVVL) center system across the country has advised and introduced jobs to millions of workers. However, the number of workers who are actually connected successfully, signed labor contracts or secured jobs through this channel only accounts for about 30% of the total number of people consulted. In many localities, job exchanges are still maintained regularly, but the number of participating businesses is not stable, and recruitment positions are mainly concentrated in the group of simple, low-income workers. Meanwhile, the group of skilled workers with high professional qualifications rarely turns to the public channel, making the "match" between supply and demand increasingly limited.
Data and technology limitations
One of the major reasons pointed out by experts is the labor supply-demand mismatch. Workers, especially young workers, are increasingly emphasizing factors such as income, working environment, development opportunities, and time flexibility. Meanwhile, many positions introduced through public channels still revolve around traditional jobs, requiring high time discipline, but salaries are not attractive enough.
On the contrary, many businesses participate in the public employment system mainly with the goal of "recruiting enough people", not really investing in detailed descriptions of job positions, career paths or remuneration policies. This makes recruitment information lack depth, making it difficult to convince workers, especially in the context that they have many choices from private platforms.
In particular, according to Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment, although there have been certain digital transformation steps, the public labor - employment data system is still scattered and lacks synchronization. Many DVVL centers have only stopped at updating recruitment information - finding jobs manually or semi-manually, and have not yet formed a large database (big data) to analyze market trends, employee behavior or human resource needs by industry and region.
Another reality is that the team of job counselors at many centers is having to "carry" a large amount of work, from career counseling, job introduction to resolving unemployment insurance policies. Administrative pressure makes in-depth counseling and personalization for each worker still limited," Mr. Trung said.
According to Mr. Trung, to increase the rate of public employment connection, systemic changes are needed. In which, the focus is on improving the quality of labor market data, promoting digital transformation, increasing the professionalism of the consulting team and expanding practical cooperation with businesses. More importantly, the public employment system needs to shift from "management" thinking to "service", considering employees and businesses as central customers.
Only when the problem of trust and efficiency is solved can the public employment connection channel create breakthroughs and play a true role in regulating the modern labor market.
