Why Choosing the Right Vietnamese Manpower Agency Matters
By Nas Zakaria | As Vietnam cements its role as one of Asia’s fastest-growing manpower sources—particularly in manufacturing, construction, and domestic service—the need for trustworthy recruitment partners has never been greater. Although government licensing provides a baseline of compliance, not every Vietnam recruitment agency meets international standards of transparency, communication, and worker quality.
For international recruiters and overseas partners, the challenge lies in differentiating between high-performing agencies and those that prioritise short-term placements. Poor selection can lead to worker mismatches, compliance issues, and reputational risks—making careful due diligence essential.
Legal and Licensing Requirements for Vietnamese Recruitment Agencies
Vietnam’s labour-export industry is governed by a clear legal framework designed to protect both workers and employers. Recruitment agencies that wish to send Vietnamese citizens abroad for employment must be licensed under the Law on Vietnamese Workers Working Abroad under Contract (Law No. 69/2020/QH14), which replaced earlier regulations to tighten oversight and ethical standards. This law is administered by the Ministry of Home Affairs (MOHA) through its Department of Overseas Labour (DOLAB).
To obtain a licence, a Vietnamese recruitment agency must meet several core requirements. These include having a registered business entity in Vietnam, a minimum charter capital as defined by DOLAB, and a dedicated office and training facility that meets the government’s operational standards. The company’s executives and key staff must also possess the qualifications and experience mandated for managing overseas labour operations.
Common Pitfalls When Choosing a Vietnam Recruitment Agency
When evaluating potential manpower partners, beware of these recurring issues:
- Priotising quantity over quality
- Limited sector knowledge/li>
- Slow response or lack of robust communication
- Incomplete candidate vetting
1. Prioritising Quantity Over Quality
Many Vietnamese recruitment agencies operate in a highly competitive environment where success is often measured by how quickly they can fill job orders and the sheer number of workers deployed. In this rush to meet volume targets, proper candidate assessment and job matching are sometimes neglected. This “quantity-first” approach can lead to significant mismatches between a worker’s skill set and the employer’s operational needs. The outcome is often disappointing—premature contract termination, poor work quality, or even repatriation, which ultimately increases costs and disrupts business continuity.
By contrast, reputable manpower agencies in Vietnam emphasise precision over pace. They take the time to verify skills, check references, and understand both the employer’s technical requirements and the worker’s capabilities. Such agencies know that consistent placement quality builds long-term trust with clients. Employers should therefore look beyond delivery speed and evaluate how each agency validates competencies, conducts interviews, and maintains quality assurance throughout the recruitment pipeline.
2. Limited Sector Knowledge
Each industry has its own technical demands, regulatory standards, and cultural expectations. An agency that excels in placing domestic helpers, for instance, might not have the expertise to recruit welders, electricians, or hospitality staff. Yet some agencies overextend their offerings without fully understanding the complexities of other sectors. This lack of niche experience can result in inappropriate training, inaccurate job briefings, and workers arriving on-site unprepared for real-world challenges.
Employers should verify an agency’s track record in their specific field before entering into a partnership. Asking for previous client references, reviewing sample candidate profiles, and assessing the agency’s training facilities are practical steps to gauge competence. Agencies with sector-specific experience tend to have refined selection criteria, stronger technical networks, and a better grasp of international employer expectations—all of which contribute to higher retention and productivity.
3. Slow Response or Lack of Robust Communication
Responsiveness is often a key indicator of how an agency manages its operations and client relationships. When an agency takes too long to reply to emails, provides incomplete documentation, or avoids clarifying questions, it may be a sign of deeper organisational issues such as poor coordination or lack of accountability. This behaviour often persists after a contract is signed, resulting in delayed updates, unaddressed worker issues, and frustration on the employer’s side.
A reliable Vietnamese recruitment agency should maintain open, prompt, and transparent communication from the first inquiry to post-deployment follow-up. Employers should pay attention to how quickly the agency provides requested information and how clearly they explain the recruitment steps. An agency that is proactive in sharing progress reports, medical and training records, and visa updates will likely maintain the same professionalism throughout the partnership. Consistent communication helps prevent misunderstandings and ensures compliance with both Vietnamese and destination-country regulations.
4. Incomplete Candidate Vetting
While Vietnam’s licensing system imposes certain standards on recruitment agencies, the depth and consistency of candidate vetting can vary widely. Some agencies limit their checks to basic identity verification, leaving out essential background screening, skills assessment, or behavioural evaluation. This shortcut approach can lead to serious problems later, such as falsified documents, unverified experience, or workers who are psychologically unfit for overseas employment.
Employers should partner only with agencies that perform comprehensive due diligence. This includes police clearance checks, health and medical examinations, verified employment histories, and trade tests conducted by accredited centres. A thorough pre-departure orientation is equally crucial, ensuring workers understand contract terms, cultural expectations, and workplace safety standards. Confirming these vetting procedures in writing not only protects the employer’s investment but also ensures a smoother integration of workers once they arrive at the job site.
How to Evaluate a Reliable Vietnam Recruitment Partner
Before finalising any collaboration, recruiters should:
- Confirm that the agency holds a valid Vietnamese recruitment licence.
- Ask for references from verified overseas employers.
- Review placement track records within the specific labour category required.
- Evaluate communication clarity, documentation standards, and responsiveness.
To simplify the process, global employers can use LabourBooking.com, a platform that pre-screens and certifies licensed Vietnamese manpower agencies for ethical and efficient recruitment.
How LabourBooking.com Adds Value
LabourBooking.com connects licensed Vietnam recruitment agencies with international recruiters through a structured marketplace that prioritises trust, verification, and long-term collaboration. The platform’s proprietary “3V Model” — Verification, Vetting, and Vigilance — ensures only credible suppliers are listed, significantly reducing risks for overseas partners.
Explore Other Labour Source Countries
Interested in regional comparisons? Read our overview of licensed manpower agencies across Asia and Africa to understand different compliance frameworks and recruitment ecosystems.