Why Does Company Culture Impact Executive Recruitment?

 Company culture not only affects work performance but also plays a crucial role in attracting executive talent. A workplace with clear, transparent, and professional core values will naturally attract top leadership talent. Conversely, if the company culture is not aligned, the business may lose out on exceptional candidates right from the recruitment stage.

1. Company culture – a key factor in executive recruitment

Company culture is not only a set of general guidelines for how work is conducted but also reflects the organization's core values, vision, and management style. For senior executives, choosing a compatible environment can be more important than salary or benefits.

According to a 2023 Deloitte survey, 94% of leaders believe that company culture has a significant impact on the company's success. At the same time, 76% of senior executives stated that they would decline a job offer if they felt the company culture was not a good fit. This highlights the importance of culture in attracting and retaining top talent.

A positive company culture helps attract competent executive talent

2. What do senior executives value in company culture?

Unlike lower-level employees, leaders typically seek an organization that not only offers a good working environment but also possesses:

• Clear core values: Senior executives prefer to work for companies with a consistent mission and goals that remain stable over time. For example, Google consistently maintains a culture of innovation and creativity, which helps them attract forward-thinking leaders.

• Decision-making processes and management style: An organization with an open working environment that respects individual opinions will more easily attract top leadership talent compared to companies with rigid, bureaucratic systems.

• Compensation packages linked to long-term development: Senior executives are not only concerned with salary but also want to know if the company provides opportunities for career growth and development.

Senior executives often seek a company with core values aligned with their own.

Real-world example: Why Elon Musk struggled to recruit long-term leadership for twitter (X)?

After acquiring Twitter (now X), Elon Musk completely overhauled the company's culture by firing numerous senior executives, demanding high work intensity from employees, and eliminating remote work policies. This led many senior executives to leave the company, as they disagreed with Musk's rigid management style. This serves as a clear example of how company culture can directly impact the ability to attract and retain top talent.

3. Cultural differences can lead to internal conflicts

When a new leader joins an organization but is not aligned with the existing culture, they may struggle to adapt and lead the team effectively. This can not only impact work performance but may also lead to conflicts with the leadership team and employees.

Cultural differences can lead to conflicts between leadership and employees.

Real-World Example: Disney CEO Bob Chapek faced criticism for failing to maintain the creative culture that the company had built over decades. This ultimately led to his replacement after just two years in the role. The Disney case highlights that even talented leaders can fail if they are not aligned with the company's culture.

4. Company culture builds a strong employer brand

Organizations with a strong culture are often more successful in attracting senior talent. According to a study by Glassdoor, 77% of candidates consider company culture before deciding to apply. Companies like Google, Microsoft, and Apple consistently rank among the top companies people most desire to work for due to their transparent, innovative cultures that prioritize talent.

Companies with a strong employer brand often attract top leaders easily.

On the other hand, a company with a toxic work environment and unclear policies will struggle to retain top leadership talent. For example, Uber faced significant challenges in recruiting a CEO after Travis Kalanick resigned due to accusations of a toxic corporate culture and lack of transparency.

5. What should companies do to attract senior talent?

5.1 Build a transparent work environment

Senior executives typically demand clarity in direction and management policies. Therefore, businesses need to have transparent decision-making processes to avoid favoritism or personal biases.

5.2 Improve benefits and development opportunities

In addition to offering competitive salaries, companies must ensure that senior executives have opportunities for career growth, involvement in strategic projects, and a certain level of autonomy in their work.

5.3 Define a clear vision and core values

A company with a forward-looking vision is more likely to attract top talent. For example, Tesla consistently emphasizes its mission to "accelerate the world's transition to sustainable energy," which helps them attract leaders who share the same vision.

5.4 Maintain a management style that is aligned with the times

Rigid management models can cause companies to lose many potential leaders. Today, companies like Google and Meta implement flexible management models that encourage creativity, thereby attracting and retaining the best senior talent.

6. HR2B – A professional executive recruitment solution

Executive recruitment is not just about finding qualified candidates but also ensuring cultural fit. To help businesses address this challenge, HR2B offers executive recruitment services with the following key advantages:

• Quality Candidate Network: HR2B has an extensive database of senior managers across various industries.

• Professional Recruitment Process: Thorough assessment of both capabilities and cultural fit within the organization.

• Minimized Recruitment Risks: Helping businesses find candidates who are not only skilled but also aligned with long-term strategic goals.

With over 20 years of experience in recruitment, HR2B has helped thousands of companies find the right senior talent, ensuring sustainable growth. If your company is looking to find talented leadership, contact HR2B today for expert consultation!

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Common payroll calculation mistakes and effective ways to avoid them.

 Payroll processing is a critical task for any business. However, inaccuracies can lead to serious consequences such as labor law violations, loss of employee trust, and financial instability for the company. Below are common payroll calculation mistakes and effective ways to avoid them.

1. Errors in determining base salary and allowances

Many businesses lack clarity when defining base salary and allowances, leading to miscalculations of employees' total income. For example, some companies offer a lower base salary while incorporating multiple allowances to minimize social insurance contributions. This practice may violate Vietnam’s Labor Law regulations.

Solutions:

• Clearly define base salary, regional minimum wages, and allowances in compliance with legal regulations.

• Ensure that the salary used for social insurance contributions is accurately calculated as per social insurance authority guidelines.

• Regularly review the latest labor law updates to maintain compliance.

Common payroll calculation mistakes and how to fix them

2. Incorrect Personal Income Tax (PIT) Calculation

Some businesses miscalculate personal income tax (PIT) by failing to apply the correct family deduction or using the wrong progressive tax rates.

For example, if an employee has dependents but the company does not update the family deduction information in time, the PIT deduction may be higher than the actual amount due.

Solutions:

• Regularly update employee information, especially the number of dependents.

• Use payroll software with integrated tax calculation formulas to ensure accuracy.

• Refer to circulars and decrees issued by the General Department of Taxation to apply the correct tax rates.

3. Inaccurate overtime payroll calculation

Many businesses fail to apply the correct overtime pay rates, especially on public holidays, Tet, or night shifts.

For example, under the Vietnam Labor Code, employees working overtime on public holidays must be paid at least 300% of their regular wages. However, some businesses only apply a 150% rate or miscalculate the overtime pay.

Solutions:

• Carefully review regulations on overtime pay rates.

• Utilize payroll software to accurately calculate overtime hours and corresponding wages.

• Maintain comprehensive records of overtime hours to prevent disputes with employees.

4. Failure to monitor and update social insurance (SI) regulations

Some businesses miscalculate payroll by failing to deduct the correct contributions for Social Insurance (SI), Health Insurance (HI), and Unemployment Insurance (UI) as required by law. This can lead to retroactive collection by authorities or administrative penalties.

For example, since 2022, the minimum SI contribution for employees must include salary allowances as per updated regulations. However, many companies still apply outdated calculation methods, posing legal risks.

Solutions:

• Regularly update policies based on the latest regulations issued by the Social Insurance authority.

• Utilize HR consulting services or outsource payroll processing to ensure compliance and accuracy.

Lack of knowledge on tax and insurance can lead to payroll errors.

5. Errors in salary payment via bank transfer

Some businesses process salary payments via bank transfer without thoroughly verifying employees' account details. This can result in rejected transactions or payment delays, preventing employees from receiving their wages on time and negatively impacting workplace morale.

For example, a company may process salary transfers on the last day of the month, but due to banking delays, employees receive their salaries only at the beginning of the following month.

Solutions:

• Schedule salary payments at least 1-2 days in advance to ensure timely disbursement.

• Verify account details carefully before processing transfers.

• Utilize accounting software with an integrated automated payment system to minimize errors.

Errors in payroll calculations can impact employees' entitlements.

6. Lack of transparency in payroll

Many companies do not provide detailed payslips to employees, making it difficult for them to understand their earnings and deductions. This lack of transparency may lead to doubts, complaints, or a loss of trust within the organization.

Solutions:

Provide employees with electronic or printed payslips with clear breakdowns.

• Explain salary components, allowances, insurance contributions, taxes, and other deductions in detail.

• Ensure payroll policies are transparent and easy to understand.

7. Failure to properly store payroll records and data

Improper payroll data storage can create challenges during audits, tax inspections, or when resolving employee disputes.

For example, a company undergoing a tax audit may struggle to provide payroll records from three years ago due to lost data.

Solutions:

• Maintain payroll records in compliance with legal retention requirements.

• Use secure digital payroll management systems to prevent data loss.

• Regularly back up payroll data and ensure accessibility for audits or internal reviews.

Outsourcing payroll services helps optimize time and costs.

Handling payroll in-house may initially save costs for businesses, but it also carries significant risks if not managed correctly. To avoid errors, companies should stay updated with the latest legal regulations, utilize payroll management technology for accuracy and efficiency, consider outsourcing professional payroll services to ensure compliance and precision.

HR2B provides professional payroll services to help businesses minimize errors, save time, and comply with legal requirements. Contact us today for a detailed consultation!

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When Should Businesses Consider Hiring Short-Term Employees?

When Should Businesses Consider Hiring Short-Term Employees?

In today’s rapidly changing business landscape, the demand for short-term staffing is becoming increasingly common. Outsourcing short-term personnel allows companies to manage resources flexibly, optimize costs, and focus on core activities. But when is the right time to adopt this solution? Let’s explore in the following article

1. When businesses have seasonal staffing needs

Certain industries have high seasonality, requiring a large workforce for a short period. Examples include:

• Retail & E-commerce: Peak shopping seasons such as holidays, major sales events (Black Friday, Lunar New Year, Christmas) demand additional sales associates, packaging staff, and delivery personnel.

• Tourism & Hospitality: High travel seasons require more front desk staff, servers, and tour guides.

• Agriculture & Manufacturing: Harvest seasons or sudden large orders necessitate temporary labor.

E-commerce businesses require short-term staffing to handle peak season orders

Outsourcing temporary staff enables businesses to quickly address workforce demands, preventing labor shortages during peak seasons while avoiding excess staff after the season ends.

2. When businesses have short-term or unexpected projects

Companies may encounter urgent projects requiring immediate execution but lack specialized personnel or prefer not to hire full-time staff. Some common scenarios include:

• IT Projects: Require programmers, security specialists, and testers for a short-term software development project.

• Marketing & Events: Product launches and event organization demand temporary personnel such as MCs, support staff, videographers, and graphic designers.

• Construction & Engineering: Fast-track projects require additional engineers and skilled workers on short-term contracts.

Outsourcing workforce enables businesses to quickly access suitable talent without long-term employment commitments

3. When businesses aim to optimize HR costs

Recruiting full-time employees involves costs for recruitment, training, salaries, insurance, and other benefits. Meanwhile, outsourcing workforce allows businesses to:

• Reduce recruitment and training expenses

• Flexibly adjust workforce size according to actual demand

• Avoid long-term fixed labor costs

This solution is particularly suitable for startups, small-scale businesses, or companies facing financial challenges.

4. When businesses need experts in specific fields

Certain tasks require specialized expertise, but businesses do not need these professionals on a full-time basis. Some examples include:

• Legal consultants & lawyers: Assistance in drafting important contracts and resolving disputes.

• Accounting & finance specialists: Preparing year-end financial reports, audits, and tax finalization.

• Technology experts: Supporting the implementation of new systems and software upgrades.

Outsourcing experts on a project basis allows businesses to leverage specialized knowledge and experience without long-term commitments.

Outsourced accounting services help businesses manage financial reports without maintaining a permanent accounting team.

5. When businesses need temporary staff replacement

In situations such as maternity leave, extended sick leave, or long-term absences, businesses can outsource temporary staff to ensure workflow continuity and prevent operational disruptions.

6. When businesses need temporary staff replacement

Some businesses use short-term staff to assess candidates' capabilities before making official hiring decisions. This approach helps reduce the risk of hiring the wrong person and saves time in the recruitment process.

Outsourcing short-term personnel is an effective solution for businesses to manage workforce flexibility, optimize costs, and ensure work progress. However, companies should carefully select reputable staffing providers with clear contracts and defined benefits to avoid potential risks.

HR2B's Outsourced Staffing Services offer an optimal alternative to in-house recruitment and workforce management. We handle the entire administrative process, labor relations, and all HR-related activities such as recruitment, payroll processing, and staff replacement when needed.

HR2B provides flexible service packages tailored to various business needs, including recruitment, workforce management, payroll processing, employee relations, training, and performance optimization.

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JOB-HOPPING AFTER TET HOLIDAY: OPPORTUNITY OR CHALLENGE?

 JOB-HOPPING AFTER TET HOLIDAY: OPPORTUNITY OR CHALLENGE?

After the Tet holiday is often the time when many employees choose to look for a new "destination" in their careers. This also means that the demand for recruitment becomes more vibrant than ever.

However, besides the opportunities it brings, the trend of job-hopping after Tet also presents challenges for workers. Below are some interview questions and insights:

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1. How does the job-seeking trend change after Tet? Which industries typically have high recruitment demand during this period?

Job-seeking demand after Tet tends to increase significantly compared to the pre-Tet period. Typically, after one year of work, employees are evaluated and rewarded based on their performance, such as the 13th-month salary, bonuses for individual results, and company growth. These bonuses are usually paid before Tet.
The Tet holiday is also a time for employees to relax, reflect, and consider their next career move.
Employees often have a well-thought-out plan for their job change, and the period after receiving bonuses and resting during Tet is considered the most suitable time to explore new opportunities.
Job-hopping can be a challenge for one person but an opportunity for another. It creates a dynamic flow in the labor market, generating more job opportunities for many people.
Industries with essential services such as FMCG (Fast-Moving Consumer Goods), Manufacturing, and F&B (Food & Beverage) typically have high recruitment demand during this period.

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2. Is it easier or more difficult to connect candidates with employers after Tet?

It becomes easier to connect candidates with employers after Tet if recruitment is carried out with a good process and plan. During Tet, if both sides can openly discuss their plans, arranging and connecting candidates with employers will be much smoother.
On the other hand, without a good plan or open communication, it will be harder to connect as candidates often have more personal plans to take care of after Tet.

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3. What advice would you give job seekers after Tet, especially regarding preparing resumes, interview skills, and effective job search strategies during this period?

Changing jobs at any time carries risks and challenges. To ensure the best outcome, candidates should consider the following:

• Prepare a resume using standard formats but feel free to be creative depending on the job (e.g., marketing, innovation, creativity, design roles may allow for unique formats). Your resume should clearly outline the scope of your responsibilities, results from each job period, and your professional relationships. Recruiters should be able to see a clear picture of your career path.
• In addition to hard skills specific to each job, candidates should invest in developing soft skills such as language proficiency, communication, persuasion, public speaking, and problem-solving.
• Strategy:
  • Clearly identify why you want to change jobs and list at least three reasons.
  • Understand what motivates you and what keeps you engaged when joining a new organization.
  • Identify at least three expectations you have for the company you want to work for.
  • Assess your own professional value and capabilities.
  • Research the labor market, especially within your industry. Consider consulting recruitment experts or HR consulting firms.
  • Stay calm and think carefully about whether your expectations align with your abilities and assess the development potential before making a decision.

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Mr. Nguyen Kim Quan - Head of Executive Search - HR2B

AVOID JOB SCAMS AFTER TET

After Tet, many people look for new job opportunities, but scammers also take advantage of this demand. Common scams include job postings offering very high salaries, requiring training or application fees, or coming from unclear websites.
To avoid scams:

• Carefully check the company, request valid documentation, and gather information from reliable sources like professional networks or reputable recruitment platforms.
• Be cautious of job offers that seem "too perfect," offering extremely high salaries with minimal experience required. These are often scams.
• Such jobs typically do not exist or have unclear requirements. Before applying, be cautious, request a face-to-face meeting with the recruiter, and verify the information thoroughly.

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4. What should employees keep in mind when searching for jobs after Tet?

• Research the company you intend to apply to carefully.
• Use reputable recruitment agencies or employment service centers.
• Professional recruitment/HR consulting companies do not charge any fees from job seekers.
• Typically, the interview process includes an in-person interview at the company, giving candidates a chance to explore and experience the real working environment before making any decisions about switching jobs or incurring any costs (if applicable).

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5. What jobs are suitable for workers after Tet, especially for those returning after a long break?

Coming back after Tet or a long holiday does not directly impact job choice. What matters most is that employees have a balanced rest and play plan to ensure they are in the best physical and mental state for work.
Whether returning to an old job or starting a new one after a long break, thorough preparation will always lead to the best results.
The most suitable job for any employee is the one that best matches their abilities and passions.

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6. What measures does the company have to protect employees' rights during the job search process?

• The company should have a clear communication strategy to inform employees about the current labor market, the risks and challenges they might face during job hunting.
• The company should also share its development direction, challenges, and difficulties. This helps employees gain a better understanding of their potential collaboration with the company, and of the challenges in the broader labor market and society.
• There are no "easy jobs with high pay" or "dream jobs"—only jobs that align with both the employee's capabilities and the company's goals.
• By providing enough information, employees can carefully consider and make informed decisions regarding their career paths.

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