Considering hiring commercial professionals in Vietnam to increase sales, customer base, volume and market share in freight forwarding ? Perhaps there is interest to hire a commercial professional who understands the concept of presenting supply chain solutions to customers. RJM has recruitment experience in the Vietnam market and interviewed a large portfolio of Vietnam based candidates both international and local professionals. Here is a brief summary of our findings that hiring companies will find interesting to know:
Vietnamese candidates overall are ambitious. They want to move their careers upwards and forwards quickly. Therefore lateral career moves or side steps are unappealing to them. Increased responsibility, career development , enhanced job titles and remuneration packages are must haves for most candidates to consider a move.
Qualified candidates in sales and team management are prepared to be hands on and develop new business but many want to see investment injected into their career development, they do not want to stagnate. Hiring companies who are creative enough can design roles where a new responsibility is added such as managing another department or a bigger team can often attract the right candidate. One candidate RJM recently interviewed was happy to continue their commercial portfolio and taking on a normal hands on approach but also would thrive on running another department such as operations for career and personal growth. A great win/win for both the candidate and next employer
Regarding candidate career move cycles , in Vietnam this is generally short - 12-18 months after which time if a candidate is not moving forward in their career, received a promotion or inline for a promotion they will be looking externally for a new role. Righty or wrongly, hiring companies have to "be on their toes" to retain talent in their organisations
There will always be many questions from candidates during the interview process. For example, questions based on the hiring companies supply chain competency, expectations regarding performance such as targets, management style, culture , expansion plans etc. More importantly, candidates will always want to know how the hiring company handles slumps in performance ,due to macro economic events that cannot be controlled are they supportive and calm or go into panic mode?
Many hiring companies are looking for sales hunters that are prepared to stay in the same role for the long term but unfortunately this idea just doesn't fly in Vietnam. Candidates are quick to develop and want to progress
Lower level candidates is a hiring option but these candidates mostly sell on price and hiring companies are looking for candidates that will sell based on solutions to challenges , solving problems via promoting a suite of supply chain products sold as bundles.
Higher level candidates is another option but many want a direct route to a senior management role such as Country MD level where they work through their respective teams - this is not always what hiring companies need and they often prefer a hands on person.
Vietnam is a complicated market to hire sales talent in the freight forwarding industry. Demand for such talent out weights supply. The best hiring companies will understand this complex landscape and be in constant motion to identify and attract the right talent but also as importantly have in house strategies to retain the right talent with career development programs and clear paths to promotion. Easy to talk and write about but much harder to successfully implement, I am sure you will agree.
Free to discuss ? Reach out to Robert who is happy to answer any questions you have - rjmaguire@rjm-associates.com
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