How AI Is Reshaping Recruitment in Vietnam

How AI Is Reshaping Recruitment in Vietnam

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

The Rise of Smart Hiring: How AI Is Transforming Recruitment

Artificial Intelligence (AI) is no longer a futuristic concept in Vietnam’s HR industry — it’s an operational reality.

From candidate sourcing to résumé screening, AI recruitment tools are helping employers reduce hiring time, improve job matching, and enhance fairness in decision-making.

According to LinkedIn Talent Insights 2025, Vietnam ranks among the top three fastest-growing AI adoption markets in Southeast Asia, alongside Singapore and Thailand. Local companies, particularly in manufacturing, IT, and finance, are embracing automation to cope with talent shortages and hybrid work challenges.

Reeracoen Vietnam’s latest recruitment data shows that AI-powered tools have cut average time-to-hire by 25 percent among clients who integrated automated shortlisting systems in 2025.

1. Automated Screening: Faster and Fairer Hiring

AI-enabled Applicant Tracking Systems (ATS) are now standard among Vietnam’s large enterprises and MNCs. These systems analyse résumés, flag matching keywords, and rank candidates based on relevance to job descriptions.

This shift is helping recruiters handle up to 10× more applications than before while maintaining quality.

“AI screening helps eliminate unconscious bias when designed properly,” notes Nguyen Le, Marketing Executive at Reeracoen Vietnam.

“It allows recruiters to focus on human connection — the interview and onboarding experience — instead of repetitive filtering tasks.”

To maintain fairness, leading platforms now anonymise personal data such as age, gender, and photos during early screening, in line with Vietnam’s upcoming Personal Data Protection Decree (PDPD).

2. Predictive Hiring: Matching Talent with Future Needs

AI isn’t just improving how companies find candidates — it’s predicting what kind of talent they’ll need next.

Advanced algorithms can analyse labour-market data, project turnover risk, and recommend “future-fit” candidates based on performance patterns and soft-skill indicators.

For example:

• A Reeracoen client in the logistics sector used predictive analytics to reduce turnover among warehouse supervisors by 18 percent within six months.

• Another multinational manufacturer used AI-driven skill mapping to design an internal mobility programme that filled 30 percent of roles through internal transfers instead of external hires.

As Vietnam’s job market becomes more data-driven, predictive recruitment will increasingly define how businesses plan workforce growth and succession.

3. Video Interviews & AI Assessments: Balancing Efficiency and Ethics

AI-assisted video interviews are growing in popularity in Vietnam’s fast-paced hiring market. Tools such as HireVue or locally developed platforms now analyse voice tone, facial expressions, and word choice to assess communication skills and confidence.

However, this trend also raises important ethical questions. A 2025 Harvard Business Review study found that 45 percent of candidates worry about “machine judgment.” In Vietnam, where cultural nuances and humility often affect expression, AI-based analysis must be carefully calibrated to local communication styles.

To build trust, Reeracoen Vietnam recommends:

• Disclosing when AI is being used in interviews.

• Ensuring that human recruiters validate all AI-generated evaluations.

• Providing candidates with transparent feedback summaries.

When designed with human oversight, AI-assisted interviews can help identify talent potential more objectively — while ensuring that empathy and context remain at the core.

4. Diversity, Equity, and Bias Control in Recruitment

One of AI’s biggest promises — and pitfalls — is its impact on diversity and inclusion. Poorly trained algorithms can replicate biases present in historical data (e.g., favouring certain universities or genders).

That’s why leading HR teams in Vietnam are combining AI with bias-mitigation strategies.

Examples include:

• Using language-neutral job descriptions through AI copy checkers.

• Employing bias filters that hide personal identifiers during shortlisting.

• Monitoring demographic outcomes post-hire to ensure fairness.

According to McKinsey’s Global DEI Report 2025, companies that implemented AI bias-check tools saw a 12 percent improvement in gender balance in mid-management recruitment within one year.

How Vietnamese Recruiters Are Adapting

Recruiters themselves are becoming “AI-augmented professionals.” Instead of being replaced, they’re learning to interpret machine insights — combining data analytics with emotional intelligence.

At Reeracoen Vietnam, recruiters use a hybrid approach:

• AI tools to shortlist candidates, identify passive talent, and match skill clusters.

• Human intuition to assess motivation, cultural fit, and long-term potential.

This balance ensures that efficiency never replaces empathy — a value highly regarded by Vietnamese professionals, as confirmed in the Reeracoen × Rakuten Insight APAC Workforce Whitepaper 2025, where 72 percent of respondents said “human connection” remains vital in recruitment.

Looking Ahead: AI Governance in Vietnam’s HR Landscape

The Ministry of Information and Communications (MIC) and MoLISA are drafting national AI ethics frameworks for 2026, focusing on:

• Transparency in automated decision-making.

• Accountability of employers using AI-based tools.

• Protection of candidate data under the new PDPD regulations.

These measures will ensure that Vietnam’s digital transformation aligns with responsible innovation — balancing efficiency with trust and fairness.

As HR technology evolves, companies that adopt AI responsibly and transparently will gain an edge in attracting both clients and candidates.

🔍 FAQ: AI in Recruitment

Q1. How common is AI in Vietnam’s hiring process?

Over 70 percent of large enterprises in Vietnam use some form of AI or automation in recruitment, mainly for CV screening, interview scheduling, and candidate ranking.

Q2. Will AI replace recruiters?

No — it enhances human capabilities. Recruiters remain essential for assessing soft skills, culture fit, and negotiation.

Q3. Are there any risks with AI-based interviews?

Yes. Misinterpretation and data bias are possible. Recruiters should validate all AI outputs and explain the evaluation process to candidates.

Q4. How can companies start integrating AI responsibly?

Begin with small-scale pilot tools for screening or analytics, ensure compliance with PDPD, and work with certified HR technology providers.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager, Reeracoen Vietnam) 

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

📚 References

• Reeracoen × Rakuten Insight APAC Workforce Whitepaper 2025

• LinkedIn Talent Insights Vietnam 2025

• McKinsey Global DEI Report 2025

• AON Southeast Asia HR Tech Survey 2025

• Ministry of Information and Communications (Vietnam) – AI & PDPD updates, 2025

• Harvard Business Review – “AI Video Interviews and Candidate Experience,” 2025

🔗 Related Articles: 

• Year-End Bonuses & 2026 Salary Forecast in Vietnam

• Vietnam Hiring Trends 2026 – Sectors to Watch as FDI Rises

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