How to Attract and Retain Top Healthcare Talent in a Competitive Market: A Vietnam Perspective

Healthnet Talent Solutions Team
Mar 17
3 min read

Updated: Mar 24

Overview

The healthcare industry in Vietnam is undergoing significant transformation. With a growing population, an increasing demand for healthcare services, and a shortage of skilled professionals, attracting and retaining top healthcare talent has become a major challenge for hospitals, clinics, and healthcare organizations. According to a report by the Ministry of Health, Vietnam needs an additional 20,000 doctors and 80,000 nurses by 2030 to meet the rising demand for healthcare services.

In this blog, we explore the key challenges in Vietnam’s healthcare workforce and outline proven strategies to attract and retain the best healthcare professionals in an increasingly competitive job market.

Challenges of Hiring in Vietnam’s Healthcare Sector

1. Shortage of Skilled Healthcare Professionals

Vietnam faces a critical shortage of healthcare workers, especially in rural areas. According to the World Health Organization (WHO), the country has only 8 doctors per 10,000 people, far below the global average of 16 per 10,000 people. This shortage is due to:

Limited medical training programs and lack of investment in healthcare education.
A migration trend of Vietnamese healthcare professionals seeking higher salaries abroad.
Unequal distribution of doctors and nurses, with most specialists concentrated in major cities like Hanoi and Ho Chi Minh City.

2. High Turnover Rates Due to Workload and Stress

Healthcare professionals in Vietnam experience high levels of burnout due to:

Long working hours: Many hospitals face overcrowding, leading to excessive shifts for doctors and nurses.
Low salaries: Public hospital employees often receive lower wages compared to the private sector and international opportunities.
Limited career growth: A lack of continuous professional development (CPD) programs results in stagnation, prompting many to seek better opportunities elsewhere.

3. Intense Competition from Private Healthcare and International Markets

Vietnam’s private healthcare sector is expanding rapidly, offering higher salaries, better working conditions, and career development opportunities compared to the public system. Additionally, many Vietnamese healthcare professionals are recruited by countries like Japan, Germany, and the US, further depleting the local talent pool.

Strategies for Identifying and Hiring Best-Fit Candidates

To address these challenges, healthcare employers in Vietnam must adopt innovative hiring and retention strategies to stand out in the competitive landscape.

1. Leverage Technology in Recruitment

Use AI-powered recruitment tools to match candidates with job openings more efficiently.
Implement an Applicant Tracking System (ATS) to streamline hiring processes.
Utilize online job platforms such as VietnamWorks, CareerBuilder Vietnam, and LinkedIn to reach a wider talent pool.

2. Strengthen Employer Branding

A strong employer brand can attract top talent by highlighting:

The mission and values of your healthcare organization.
Employee testimonials and success stories.
Community involvement and contributions to public health.
A transparent and positive workplace culture.

3. Offer Competitive Salaries and Benefits

Beyond salary, offer attractive benefits such as:

Flexible work schedules to reduce burnout.
Performance-based bonuses.
Medical insurance and wellness programs.
Scholarships and training opportunities for career advancement.
Housing and relocation support for professionals moving from rural areas.

4. Invest in Training and Career Development

A lack of career growth is a major reason for high turnover. Organizations should:

Provide continuous professional development (CPD) courses.
Partner with international institutions for training programs.
Offer mentorship and leadership development initiatives.

5. Improve Workplace Culture and Employee Well-being

Create a supportive work environment with a focus on mental health and well-being.
Promote team-building activities and employee engagement programs.
Implement regular feedback mechanisms to address employee concerns.

The Role of Employer Branding and Cultural Fit

1. Differentiation in a Crowded Market

A strong employer brand sets a healthcare provider apart in a competitive market. Highlighting workplace culture, professional development opportunities, and employee satisfaction can attract top-tier talent.

2. Enhancing Retention through Cultural Alignment

Hiring candidates who align with an organization’s mission and values ensures higher job satisfaction and lower turnover. Organizations should:

Communicate their mission clearly during the hiring process.
Foster a workplace culture that supports employee engagement and growth.
Encourage peer collaboration and mentorship to strengthen team dynamics.

Conclusion

The future of Vietnam’s healthcare sector depends on the ability of organizations to attract and retain skilled professionals. By adopting advanced recruitment technology, investing in training programs, offering competitive benefits, and strengthening employer branding, healthcare providers can build a resilient and committed workforce.

If you’re struggling to find top healthcare talent, our Executive Search & Selection Services can help you connect with the best professionals in the industry. Contact us today to learn more about our recruitment solutions!