Post-Tet Hiring Trends: What Vietnam Employers Are Seeing in 2026

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website. 

Why Post-Tet Hiring Matters in Vietnam in 2026

The period immediately after Tết has long been Vietnam’s most active hiring window. Traditionally, it is marked by higher resignation rates, increased job applications, and renewed workforce movement.

In 2026, however, post-Tet hiring is taking on a more measured and strategic character.

Rather than a rapid rebound driven by volume hiring, employers across Vietnam are approaching recruitment with greater discipline. Economic uncertainty, tighter cost controls, and lessons from previous years have prompted companies to reassess not just how many people they hire, but who they hire and why.

Understanding these post-Tet hiring patterns is critical for employers planning their workforce strategy for the year ahead.

What Post-Tet Hiring Looks Like on the Ground

Hiring activity has resumed steadily from mid-February, but not evenly across all sectors.

Stronger post-Tet demand is concentrated in:

• Manufacturing and industrial operations

• Supply chain, logistics, and procurement

• Sales, key account management, and business development

• Finance, accounting, and compliance

• Technical and bilingual support roles

However, most hiring in 2026 is replacement-led rather than expansion-driven. Employers are prioritising critical roles that directly support operations, revenue, and compliance, while maintaining leaner structures in non-core functions.

This reflects a shift toward resilience and productivity, rather than aggressive headcount growth.

How Candidate Behaviour Has Changed After Tet

Vietnamese professionals remain highly active in the post-Tet job market, but their behaviour has evolved.

In 2026, candidates are:

• Taking more time to evaluate opportunities

• Comparing total compensation, not just base salary

• Seeking clarity on role scope, workload, and expectations

• Paying closer attention to leadership quality and company stability

For employers, this means that timing alone is no longer enough. Clear role definition, transparent communication, and employer credibility play a much bigger role in attracting and securing the right talent.

Salary Expectations: More Realistic, Still Competitive

After several years of rapid wage inflation, salary expectations have begun to stabilise in 2026.

Many candidates now recognise that:

• Large salary jumps are less common

• Employers are benchmarking offers more strictly

• Compensation decisions are increasingly tied to skills, experience, and role impact

That said, pressure remains in talent-scarce areas, particularly:

• Experienced engineers and technical specialists

• Bilingual professionals supporting Japanese and multinational operations

• Mid-level managers with both execution and leadership capability

Employers who succeed post-Tet are those who communicate pay structures clearly and position offers within a broader context of growth, stability, and career development.

Longer Hiring Timelines Are the New Normal

Another defining post-Tet trend in 2026 is longer decision-making cycles.

Employers are spending more time on:

• Internal alignment and approvals

• Refining role requirements

• Comparing shortlisted candidates carefully

While this reduces hiring risk, it also increases the likelihood of losing strong candidates if processes stall.

Companies that manage post-Tet hiring effectively tend to:

• Align hiring managers early

• Move decisively once the right candidate is identified

• Maintain clear, consistent communication throughout the process

Speed still matters, but clarity matters more.

Skills and Mindset Are Taking Priority Over Perfect Profiles

Across industries, employers in Vietnam are placing greater emphasis on capability and attitude, rather than perfect CVs.

Key attributes influencing hiring decisions in 2026 include:

• Problem-solving ability

• Adaptability and willingness to learn

• Communication and collaboration skills

• Openness to upskilling and role evolution

This trend is particularly visible among companies undergoing digital transformation, operational optimisation, or regional expansion.

What Employers in Vietnam Should Prepare For

Post-Tet hiring in 2026 is no longer about reacting quickly to turnover. It is about making deliberate, well-aligned hiring decisions.

Employers should:

• Reassess which roles are truly business-critical

• Benchmark salaries realistically and communicate transparently

• Streamline hiring processes without overcomplicating them

• Focus on long-term role fit rather than short-term fixes

Companies that treat post-Tet hiring as a strategic window are seeing stronger retention and performance outcomes.

How Reeracoen Vietnam Supports Post-Tet Hiring

Reeracoen Vietnam works closely with employers to navigate post-Tet hiring with clarity and confidence.

We support companies by:

• Sharing real-time market and salary insights

• Advising on role positioning and candidate expectations

• Identifying talent aligned to both skills and culture

• Reducing hiring risk through consultative recruitment

Our focus is on helping employers build teams that perform sustainably beyond the post-Tet period.

Frequently Asked Questions (FAQ)

1. Is post-Tet still the best time to hire in Vietnam?

Yes, but success depends on preparation, clarity, and alignment rather than timing alone.

2. Are candidates demanding higher salaries after Tet?

Expectations are more stable in 2026, though scarce skills still command competitive offers.

3. How long should post-Tet hiring take?

Most successful hires are completed within 4 to 6 weeks when decision-making is aligned.

4. Which roles are hardest to hire post-Tet?

Bilingual, technical, and experienced mid-management roles remain the most competitive.

5. Should employers rush hiring decisions?

No. Moving decisively is important, but rushed hiring often leads to misalignment and attrition.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam — a leading recruitment agency in APAC.

🔗 Related Articles

• Vietnam Hiring Outlook 2026: Skills, Sectors, and Salary Signals

• Why Onboarding Will Define Retention Success in Vietnam in 2026

• Inclusive Hiring in Vietnam: Building Fair and Sustainable Teams

📚 References

• Reeracoen Vietnam Salary Guide 2025

• Vietnam labour market data and employment statistics from the General Statistics Office (GSO)

• Hiring and market insights from Reeracoen Vietnam

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