Payroll in Vietnam on 2022 lunar new year holiday: What Singapore employers should look out for

Payroll in Vietnam on 2022 lunar new year holiday

An ultimate guide to compensation, bonuses, and benefits on the 2022 Lunar new year holiday that’ll help foreign employers have a thorough understanding of how payroll works in Vietnam and thus, better their talent recruitment and retention in the country.

Vietnam overtime compensation on lunar new year holiday

Lunar new year or Tet is considered the most important holiday in Vietnam. It’s also the longest time off of the year for Vietnamese employees. In this year – 2022, the Tet holiday will be a nine-day break with five weekdays and four weekend days, according to the Ministry of Labor, Invalids, and Social Affairs.

So if employees are required to work during that period, the compensation will be 3 times for the extra working hours based on their current hourly salaries.

13th month’s salary vs Tet bonus

Local and foreign companies across industries in Vietnam have used those two to retain their talent there. If you’re new to the Vietnam labor market, read on as we believe the following will come in handy to you.

The 13th month’s salary is considered as a kind of annual bonus given to employees in Vietnam that have worked with the company for at least one year. For ones that have been with the company less than one year, the amount is smaller and usually based on their employment period. That partly explains why Q1 is the peak season of job switching and hiring in Vietnam while Q4 is usually the toughest period for employers to get new hires there. 

On the other hand, Tet bonus is a special bonus that is often paid to employees prior to their leaving for Tet holiday. The amount of it varies depending on both the company’s and the employee’s performance in the year. But the bonus doesn’t always have to be cash. In the past few years, for instance, employers in tech have rewarded their employees with company stock or shares as a bonus instead of money.

Signing/Sign-on bonus

In a competitive labor industry like IT, companies use the signing bonus – a one-time payment given when an employee begins a new job – to attract quality candidates. Depending on how important and urgent the position is to the company, employers can offer a signing bonus up to the candidate’s 1-month salary.

Payroll in Vietnam on 2022 lunar new year holiday

Attract and retain tech talent in Vietnam

The overtime compensation, the 13th-month salary, Tet, and signing bonus, all can certainly make a job offer more attractive, but only if they’re offered to a good fit for your JD.

Being in the field for over 5 years, we have helped Singapore-based companies attract and retain tech talent in Vietnam, who are competent in both coding and English communication skills.

Keen to explore how we help you hire and manage remote software engineers in Vietnam? Leave us a message here and we’ll get back to you shortly.

Happy hiring!

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[Videographic] 2021 Vietnam tech talent report

2021 Vietnam tech talent market report

This is our last piece in 2021 so let’s make the most of it!

We believe you don’t want to waste your time reading a long and wordy report. We, thus, have wrapped up the most critical stats regarding remote software engineers in Vietnam and presented them in a 35-second video for you.

The videographic will guide you on:

  • What does the Vietnam tech talent market look like?
  • Vietnam software engineers: Their personas, qualifications, technologies and English skills
  • You then can decide whether remote software engineers in Vietnam fit your hiring needs

Interested? Now let’s find out!

2021 Vietnam tech talent market report, Inspius

Keen to explore how we help you scale your tech team with remote tech talent from Vietnam? Drop us a message here, and we’ll get in touch shortly.

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Technical interviews with Singapore tech companies: Here’s what to look out for

Technical interview with Singapore tech company

Episode 1: How to nail your English test

You’ve cleared the first hurdle, CV qualification, and are one step closer to landing your dream job as a software engineer for a Singapore tech company. Now, it’s the technical interview round. It’s your chance to make a big wow to your future tech lead and colleagues.

But wait, you should do some prep, a thorough one, indeed.

Where should you start then? Don’t worry, we got your back. Check out our 3-episode series “Ace the technical interview with Singapore tech companies”. You’ll get well-prepared and ready to enter your dream job.

People test your English before any technical interview rounds

To get on the technical interview with a Singapore tech company, software engineer candidates typically have to go through their English assessment and algorithm test in the first place.

This episode’s focus is proven tips gathered from our experience of shortlisting Vietnam candidates’ English communication skills for Singapore tech companies.

What exactly happens in our English test?

  • It’s an online test: Due to covid-19 situation, we conduct the test over Zoom for candidates’ safety.
  • Candidates have to turn their cameras on during the interview to ensure transparency.
  • Type of test: 1-1 interview. This is exactly the same as any 1-1 interview you have done, but in English. It’s 20-30 minutes long. Candidate gets the result right after they finish their test.
  • Only pass candidates will go on with the algorithm test.
English test - Technical interview with Singapore companies - Inspius
A moment of our technical interview started with the English test

Clear? Now, let’s jump into your most waiting part:

Top 3 most asked questions and how to crush them

Tell us about yourself

  • Interviewers don’t want to know everything about you, so carefully select noticeable points about you and your career growth related to the job you’re applying to share with them.
  • 1-1.5 minutes should be enough for the self-introduction. Keep it coherent and clear, and make sure you don’t use any informal slang or make any basic grammar mistakes.
  • You can start with: “I’ve been working as a junior Java developer at a small startup in Vietnam for over 2 years and I have worked both on product features as well as on building team and capabilities. I have always been interested in coding which was why I chose to follow this career path. I studied at Hanoi University of Science & Technology, where I gained my first Bachelor’s degree in Computer Science.

Describe an important project you’ve worked on

  • Pick an example that’s most relevant to the responsibilities of the job you’re applying for and start explaining the project’s size, timeline, purpose and complexity.
  • Be specific: The interviewer wants to know not just what you’ve done, but tools, technologies, and platforms. They also care about how you worked with your team.
  • Emphasize what role did you play in the project’s success: what were your contributions to that important project? Note the tangible outcome of the project by using numbers, employers like quantifying answers.
  • Here’s an example:
    “It must be the mobile app development project at my previous company X that I’d like to share with you. I joined the project as a backend developer with 1 more backend guy and 1 frontend developer. We were assigned to create the mobile app version that works on both iOs and Android for an online-learning website called: Y-learning in 3 months.

    We used Swift, Java, and React Native to build the app. As we didn’t have a tech lead and my teammates were quite junior, I was in charge of managing the team, setting the tasks and deadlines, and ensuring we get the project done in time with the result as best as we could.

    Even though those 3 months was really a tough time for us, I learned a lot along the way. We successfully launched the app after 2 months and a half. Our client really liked the product and gave us another project to work on.”

Share a technical challenge you faced and how you debugged it.

  • Remember to provide the context so that the interviewer can easily follow your story.
  • Describe the challenge: What’s the technical issue? Describe how tricky it was and how it might affect the project.
  • Explain how you solved the problem and the positive impact it had, if any
  • This following answer from Jane – a developer did illustrate well our above note:
    “In one of my previous roles, I was looking into our error rates using NewRelic. I noticed that 80% of our errors were ActiveRecord::RecordNotFound errors, meaning a request from the client was being made, causing a database call that was then erroring. When I investigated further, I realized that restful routing had not been set up, and a lot of the extraneous requests we were getting to the / route were caused by bots.

    I came up with a fix for this that required two main steps. The first step was changing all of the places within our codebase that were /<item> to /items/<item> following the RESTful pattern. This was actually non-trivial, as there were many places within the codebase that needed to be changed and fully manually tested to ensure there were no broken links.


    The second step was making sure that old links with /<item> were backwards compatible. For all items previously created, there were links that already existed in emails and on social media that still needed to work once this routing change was in place.

    For this, I created a special redirect controller that would get called every time a request to /<item> was made. I then added a map with all of the previous items up until the change was made – for any request to /<anything> the redirect controller would check if an item was in that map, and if so, redirect to the appropriate route. If the item wasn’t in that map, it would simply send a 404 response, preventing the call and round trip to the database.

    Once this was implemented, we saw a significant reduction in the original ActiveRecord::RecordNotFound errors, making our overall error rate dip sharply. This also decreased the overall load on our database by preventing unnecessary requests in the first place.

In a real English test, there will be more questions waiting for software engineer candidates to answer, yet those 3 mentioned are considered the most prominent ones. One more thing is that, besides the abilities to communicate well in English, employers also investigate your attitude and seriousness about the job during this interview so ensure your answers show them you’re the perfect match for the job.

Ready to get your dream job?

Now you have a good sense of what the first round of a technical interview with a Singapore tech company is like and how to ace it.

Inspius blog compiled a list of all the resources you should study, practice, and build the confidence needed to land your dream job as a software engineer in a Singapore tech company. Subscribe to our blog and we’ll keep you posted on our latest insights.

Happy coding!

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Do you speak English? A deep dive into our tech candidate shortlisting process

Assess English of software engineer candidates - Inspius

Tired of rejecting CVs and interviewing software engineers whose skills do not match your JD?

Nothing a company does contribute more to its long-term success than hiring the right talent. Any experienced HR person knows that more time spent shortlisting and assessing candidates far outweighs the cost, time, and frustration of dealing with a wrong hire. According to a recent CareerBuilder survey, almost three-quarters of companies who made a bad hire reported an average of $14,900 in wasted money.

Assessing software engineers can be a real pain when your average headhunters cannot read the technical mumbo jumbo. No exception, here at Inspius, candidate assessment is still one of our FAQs.

Therefore, this week’s post covers the first episode of our candidate shortlisting process – a single-elimination tournament of 3 rounds – Do you speak English?

Why English test is our first round

Since Inspius’ focus is hiring remote software engineers in Vietnam for Singapore-based companies, candidate English skill is a must-have.

But why this test first? There is no use if a software engineer is technically sound but cannot communicate well with his folks, we believe. For that reason, English is our first litmus test.

What we do to assess candidate’s English skills

We use a 1-1 interview to evaluate the English abilities of Vietnam software engineer candidates:

  • The test is entirely conducted in English. Candidates are couraged to ask/interrupt the interviewer anytime if they have any questions.
  • We require candidates to keep their cameras on during the interview.
  • We measure their English levels using a question list covering:
    • General questions: Candidates introduce themselves, share their hobbies, etc.
    • Technical questions: Candidates describe in detail their working experience.
    • Problem-solving questions: Candidates explain how they approach, analyze and tackle a specific technical problem at work.
  • Our interviewers determine the English communication skills of candidates based on the English level descriptors file to ensure the objective judgment toward candidates’ performances.
English level descriptors file we’ve used in our tech candidate shortlisting process

What we have changed, for the better

  • 20 – 30min is our usual test length. It used to be longer, and we also tried the shorter time (10min to be exact). It turned out between 20min and 30min is the best option to determine candidates’ English levels without overwhelming them.
A moment of our English assessment
  • We’ve decided to spend more time on CV sourcing and screening calls (twice than last three months). In return, our pass rate of this round improves from less than a half to 75%.
  • As a result, 100% of our clients feedback that candidates are good team players and have positive attitudes.

You shouldn’t just buy all we said

There’s no better way to examine whether what we said is true than to see it for yourself. How to do so?

Share your hiring requirements with us, and let us search, assess and send shortlisted candidates to you. You only pay once you get the right hires. Sounds good? Request a meeting with our technical recruiters now!

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3 facts about blockchain developers in Vietnam you may not know

3 facts about blockchain developers in vietnam

Blockchain plays a vital role in Singapore’s economy: 490+ fintech firms and 630 global crypto companies, including giants such as Binance, Litecoin, and NEO. If you’re looking to hire skilled blockchain developers, here are 3 facts about blockchain developers in Vietnam that may come in handy as your reference when considering Vietnam tech talent market.

Vietnam has more skilled blockchain developers than you may realize

Java, Python, C#, C++ are the most popular programming languages among software engineers in Vietnam. Those are also well known as key programming languages for blockchain development.

With approximately 400.000 IT professionals in the market, Vietnam is a promising country when it comes to hiring software engineers whose area of expertise is blockchain.

Practical experience gained from emerging blockchain industry in Vietnam

Statistics compiled by cryptocurrency data provider Chainalysis ranked Vietnam 13th in Bitcoin investment gains at $351 million in 2020. What’s more, according to the 2021 Statista’s report, Vietnam had the second-highest rate in terms of cryptocurrency use among 74 surveyed economies.

Hanoi’s upcoming blockchain-based smart city in Vietnam: The smart city project was launched in 2017 by the government with the aim to leverage digital technologies including blockchain development.

Vietnam, with the booming popularity of cryptocurrency and vibrant startup ecosystem, renders it to be an ideal environment for the country’s blockchain developers to practice and gain relevant working experience.

Cryptocurrency: Where new bitcoin users are around the world
Vietnam is the only country above 0.4 in the Chainalysis 2021 Global Crypto Adoption Index

Save 30% for each hire with remote blockchain developers in Vietnam

Hire a blockchain developer in Singapore with less than 2 years of experience costs approximately 4,330 SGD/month (salaryexplorer.com, October 2021). While starting from 3,000SGD, you’ll get a skilled remote blockchain developer in Vietnam who:

  • Has at least 2+ years of working experience
  • Matches your requirements in both Technical skills and English
  • Will be working remotely as your full time employee and under our management from Vietnam

Keen to see how it works? Book a meeting with our technical recruiter in Singapore now!

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[Infographics] Vietnam software engineers: Quantity, coding skills & English level

Vietnam software engineers

Are you:

  • A business leader who is struggling to hire the right software engineers locally?
  • Planning/continuing on scaling your development team with remote tech talent?

If you’re in the first case, you may want to learn more about how these giant startups address the same difficulty as yours to onboard great members for their software engineering teams before continuing with today’s piece.

In case your answer is the second one, congrats! You’re in the right place. We have gathered stats and information that’ll give you a definite answer: Is hiring Vietnam software engineers a good choice for your company?

Now, let’s read on!

Vietnam software engineers: Candidate volume

Vietnam software engineers - Candidate volume
Vietnam software engineers – Candidate volume

Educational background

Vietnam software engineers - Educational Background
Software engineers in Vietnam: Educational background

How about their coding skills?

Vietnam software engineers - Coding skills
The technical expertise of Vietnam software engineers

English proficiency

Vietnam software engineers - English skills
Vietnam software engineers: English skills

Hire Vietnam software engineers: should or should not?

What to look out for when hiring Vietnam software engineers?
What to look out for when hiring Vietnam software engineers?

The above sounds tricky, and yes, they are. Yet you don’t need to be an expert in both Vietnamese recruitment and employment law to get the right candidates there.

Looking for an experienced partner to get things done for you, from searching, assessing candidates to providing legal entity and HR management in Vietnam? Get in touch with our technical recruiters in Singapore today!

Reference:

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Vietnam Software Developers in 2021: Statistics You Need To Know

Data on Vietnam software developers in 2021 - Inspius

These are the latest statistics that you shouldn’t miss regarding Vietnam software engineers:

  • Gender distribution
  • Educational degrees and international IT certifications: PMP, MCSE, CISM, CISA, etc. Vietnam software developers hold
  • Which cities in Vietnam attract most of its software engineers to settle?
  • Their English skills

All will be demonstrated in just 30 seconds. Time to watch now! In case you’d like to take a deeper look at the numbers, please scroll down to read on.

2021 data on Vietnam software developers

Gender ratios of Vietnam software developers

According to a national software developer survey in 2021, the vast majority of software developers in Vietnam are of the male gender, accounting for 92.5 percent of all respondents. Female developers amounted to only 7.85 percent of all respondents, demonstrating the male-dominating reality of the software development market in Vietnam.

Their degrees pathways

Roughly 95 percent of Vietnam software developers have a bachelor or higher degree in computer science, software engineering, or another engineering field. Formal education has played a vital role in the career paths of IT professionals in Vietnam. Despite that, there has been an upward trend of Vietnam software engineers obtaining education through boot camps or MOOCs. These programs teach students how to code and apply code to workplace projects, which are considered equally important as fundamental knowledge.

International IT certifications

Popular software developers certifications among respondents are:

  • CISA – Certified Information Systems Auditor
  • CISM – Certified Information Security Manager
  • PMP – Project Management Professional
  • MCSE – Microsoft Certified Systems Engineering

Half of surveyed Vietnam software developers earned more than 5 IT certifications, followed by ones having 3-4 certifications (nearly 40 percent).

Vietnam software engineers’ locations

Ho Chi Minh and Hanoi are the top tech talent hubs in Vietnam, with 55.1 percent and 34.2 percent of Vietnam software engineers taking part in the survey answering they work in these two cities, respectively.

English abilities of software engineers in Vietnam

Roughly third-quarter of participations are in intermediate levels or higher, which are as 3 times as the rate of software developers whose English are elementary proficiency. There are still some software engineers who don’t know English, however, this accounts for just 4 percent of the whole respondents.

Hire remote software engineers in Vietnam

You may want to look into this insight into their coding abilities and hiring costs to ensure it’s the right choice when giving software engineers in Vietnam a shot.

Alternatively, request a demo with our team today to clarify all your questions and concerns regarding recruiting remote tech talent in Vietnam.

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[Video] Stats on Vietnam software engineers – Updated in 2021

Stats on software engineers in Vietnam - Inspius

This week’s article will keep you updated on the latest insights into Vietnam software engineers’ demographics & behaviors. But we bring something new for you this time – a 1-min video to recap everything. Also, some given analysis from the recruitment side may help you get more tech talent on board. So, stay tuned!

2021 stats on Vietnam software engineers – Inspius

Software engineers in Vietnam: Quantity

According to the 2019 report of the Vietnam Ministry of Education and Training, there are 430,000 software engineers in the IT market. In addition, 55,000 is the number of annual IT graduates of the country.

The age range

A survey conducted by TopDev in 2021 gives information regarding the generations Vietnam software engineers belong to. Half of the software developers are 20 – 29 years old (54.76%), followed by software engineers aged 30-39.

Level & Skill

JavaScript, C#/.Net, Java, PHP, Python, and C++ are the most popular language among Vietnam software developers.

Learn more: Stats on Vietnam software engineers’ tech skills

Vietnam software engineers’ behaviors

Vietnam software developers genuinely love and appreciate what they do – 52.5% of respondents said their primary motivation for learning a new technology is simply because they enjoy it. 

When asked about what attracts them to consider a job offer, 57,9 % said “Technical challenges/ interesting problems to solve” followed by “Company’s technical stack” – 48.7% and “Promotion opportunities” – 36.9%.

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Keen to know more about how we help you onboard the right tech candidates in Vietnam? Let’s talk!

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3 recruiting strategies from Singapore tech unicorns to hire tech talent amid Covid-19 pandemic

Singapore tech unicorns hire tech talent amid Covid-19 pandemic

Regardless of the Covid-19 pandemic, these Singapore tech unicorns have successfully onboard a number of software engineers for their tech teams. What are their recruiting secrets? Today’s article will break down the 3 hiring strategies to hire tech talent that also work on small-and-medium-sized companies. Now, let’s dig in.

Hire overseas

The bigger the talent pool you reach, the better talent you’ll find.

Sea Group, Lazada, Grab, and other tech unicorns are some of Singapore’s brands that don’t rely only on traditional methods to hire software engineers. Instead, they proactively expand their talent hub into the region such as Vietnam, Thailand, and Indonesia, etc.

Read more: Where countries do top 10 best-fund startups in Singapore hire software engineers?

Percentage of Singapore tech giants’ software engineers based overseas

Invest in employer images

Employer brand is vital:

  • 86% of employees and job seekers research company reviews and ratings to decide on where to apply for a job.
  • 68% of Millennials, 54% of Gen-Xers, and 48% of Boomers indicated they visit an employer’s social media properties specifically to evaluate the employer’s brand.
  • 92% of people would consider changing jobs if offered a role with a company with an excellent corporate reputation.

A strong employer brand can reduce the cost per hire by as much as 50%. What can you do to strengthen a recruitment brand with a small budget?

  • Utilize the company’s website to give candidates insights into what they can expect when working for you.
  • Let candidates know in the JD what unique benefits only you can offer. Attractive rate is a strong point, but clear growth opportunities, a great office to work in, and a deep sense of belonging are also equally great ones.
A strong employer brand impacts whether qualified candidates will decide to join your tech team – or accept a competitor’s offer instead

In-house Tech recruitment teams

Big brands like Sea group or Grab usually have definite needs and budgets to have their own tech recruitment teams. They even get their marketing teams to work closely with their recruiters on every hiring campaign.

However, paying an in-house recruiter SGD4,000 per month for smaller companies may be too much. Find a hiring partner is a better alternative for them if:

  • The role needs being filled quickly and you don’t have time to source, screen and interview multiple candidates.
  • It’s a difficult-to-fill tech role and needs a recruiter with a deep understanding of it.

Your next step

Now, you can start determining where to hire quality software engineers overseas and working on employer brands in the meantime.

Or easier, find an experienced tech recruitment partner so that they will help you hire tech talent with speed and efficiency.

Good luck with your tech hiring!

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Top 10 best-funded tech startups in Singapore: Where do they hire software engineers?

Why hire Remote software engineers in Vietnam

Talent shortage and high wages have been challenging for Singapore-based tech startups recently. As a result, Singapore business owners have expanded their hiring destinations into other countries.

This article reveals the most popular countries for hiring software engineers of the top 10 best-funded Singapore tech startups. Where are their software engineers located? Let’s figure it out!

Where do the top 10 best-funded Singapore tech startups hire software engineers?

Where do these top 10 best-funded startups in Singapore hire software engineers?
Where do these top best-funded Singapore tech startups hire software engineers?

Apart from local candidates, software engineers in Vietnam have played vital parts in Singapore tech startups’ tech teams, followed by ones in Indonesia and Thailand.

Particularly, while Singapore fintech startups have recruited software engineers overseas only in Vietnam besides hiring locally, other Singapore tech giants in commercial (Lazada, Sea group, Zalora) and transportation fields (Ninja van, Grab) are favorable to hiring software engineers in various countries.

Where to hire software engineers for your tech startup?

Having a diverse tech team working from various countries has proved to bring productivity and financial benefits for Singapore tech startups.

Need someone to handle hiring, managing payroll, compliances, and taxation so that you can focus on leading your team to scale up successfully? Talk to our technical recruiters now!

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