The speed of AI application, the boom of renewable energy and the stable flow of FDI capital are putting great pressure on the recruitment market, especially AI personnel - Photo: CONG TRIEU
A report by global recruitment consultancy Robert Walters highlights the speed of AI application, the boom in renewable energy and the stable flow of FDI capital are putting great pressure on the recruitment market, especially AI personnel.
35% of workers want a raise
The survey noted that competition for human resources is increasingly fierce in the market, thereby prompting most businesses to adjust salaries to maintain competitiveness.
The technology, manufacturing and renewable energy sectors are seeing strong demand for human resources, while AI and automation are reshaping job structures and skill requirements at an unprecedented pace.
Despite market fluctuations, more than 76% of employees remain confident in career opportunities in their field.
Confidence also leads to increased income expectations: about 35% of employees plan to ask for a salary increase of more than 25% when changing jobs, demonstrating a strong belief in their own value in the labor market.
However, according to research, salary is no longer the only factor that determines commitment. Because only 64% of employees prioritize salary, bonuses and benefits, followed by corporate culture (39%) and work flexibility (36%).
The workforce is also demonstrating a future-ready mindset, with 84% believing AI will positively impact their careers and 59% proactively upskilling to adapt to digital transformation in the workplace.
AI HR salaries could increase by 15-25%
AI human resources salaries could increase by 15-25% according to Robert Walters' forecast - AI-generated images
Robert Walters predicts that in 2026, AI, data or financial technology (Fintech) positions will have a salary increase of 15 - 25%, software programming will increase by 5 - 15% depending on the size of the business.
The demand for human resources in this field is increasing rapidly as the scale of the manufacturing and engineering industry in Vietnam is expanding. The main driving force comes from renewable energy projects under the Power Plan VIII, sustainable development initiatives and the trend of increasing automation.
At the same time, the wave of shifting production activities of global corporations is also opening up many attractive opportunities for highly qualified personnel.
Robert Walters predicts that supply chain and engineering businesses will need agile planners who can manage disruption risks through data analytics and digital process optimization.
Tech-savvy legal professionals with critical thinking and data analytics skills will see their value skyrocket in the marketplace. The AI boom is also forcing HR departments to shift their roles from administrative focus to workforce analytics, coaching, and leadership development.
80% of businesses say it's difficult to recruit people.
Despite the positive economic sentiment, with 45% of businesses planning to increase their workforce by 5-10%, 80% of businesses complain of difficulties in recruiting. The pressure of competition for human resources is forcing businesses to adjust their compensation, benefits and employee retention strategies.
Mr. Pham Tuan Phuc, Managing Director of Robert Walters Vietnam, commented that FDI capital flowing into Vietnam has increased human resource competitiveness. Therefore, businesses need to make more efforts to attract suitable candidates.
“To succeed in today’s recruitment market, businesses need to have a clearer strategy: prioritizing key positions and leveraging market data to recruit leaders capable of leading transformation,” said Mr. Phuc.
At the same time, Robert Walters experts emphasized that to retain talent in 2026, businesses not only need competitive salary and bonus policies but also need to build a convincing corporate culture, a clear career path and a flexible environment.
Source: https://tuoitre.vn/luong-nam-2026-du-kien-tang-manh-luong-nhan-su-ai-co-the-tang-den-25-20251129115205011.htm
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