Making use of overseas work experience

Nguyen Van Hung, born in 1986 and from Bac Giang Ward, was among those seeking to put his overseas experience to use.

Recruiters from Amkor Technology Vietnam Co., Ltd. interview candidates with previous overseas work experience.

Sitting at the reception desk of the Bac Ninh Employment Service Centre during a job fair for workers returning from South Korea, he said he had moved to the country in late 2015 to work as an industrial mechanic, earning an average monthly salary of more than 40 million VND (over 1,500 USD).

After returning to Vietnam in early September 2025, Hung took a short break before actively applying for jobs suited to the experience and skills he had acquired abroad. Following the job fair, he secured a suitable position at Quang Chau Industrial Park with a relatively attractive income.

Statistics show that Bac Ninh sends more than 7,000 workers abroad annually, mainly to South Korea, Japan, Taiwan and several Middle Eastern countries. On average, around 3,000 workers return each year as their short-term contracts, typically lasting three to five years, expire.

This workforce brings a diverse range of professional backgrounds, language skills and practical experience. Workers undergo formal vocational training and screening before departure, while further developing their expertise through employment overseas.

If effectively utilised, they can not only improve their prospects of stable employment upon returning home but also provide businesses with workers familiar with disciplined working environments and industrial practices. This could help address the rising demand for labour as companies expand production and business operations.

Strengthening job matching for long-term prospects

Growing recruitment demand among local businesses is creating opportunities for workers returning after completing overseas employment contracts.

Nguyen Thi Yen, head of human resources at Amkor Technology Vietnam Co., Ltd. in Yen Phong II-C Industrial Park, said the company regularly worked with the Bac Ninh Employment Service Centre and relevant agencies to participate in job fairs.

During recruitment, candidates with experience working abroad under labour contracts were given priority when their applications were reviewed, interviews conducted and salaries negotiated.

However, shortcomings in data sharing and the absence of binding policies encouraging businesses to recruit returning workers mean many still face difficulties finding new jobs.

To make better use of this workforce, closer coordination is needed between companies' recruitment requirements and workers' actual capabilities, helping them secure suitable and stable employment.

One important solution is to connect workers with potential employers before their overseas contracts expire, rather than waiting until they have returned to Vietnam to begin looking for new jobs.

Nguyen Xuan Son, Director of the Bac Ninh Employment Service Centre, said the centre was stepping up digital transformation and modernising its job exchange platform while working closely with local authorities to review and collect information on the workforce.

Data being compiled and assessed include the number of people of working age, employment needs among different age groups, educational qualifications and training potential.

The centre also collects detailed information on workers who have completed overseas contracts, including their previous occupations, professional skills, foreign-language proficiency and demand for new employment.

This information is used to build a database that can be matched against businesses' actual recruitment needs, enabling more targeted job placement.

Since the beginning of the year, the centre has organised two dedicated job fairs for workers returning from South Korea and Japan after completing their contracts.

Alongside online recruitment connections, businesses have been given opportunities to conduct face-to-face interviews and agree on employment conditions, helping workers find suitable positions more quickly.

The centre also places emphasis on monitoring recruitment outcomes and gathering feedback from both employers and workers to improve the effectiveness of job-matching activities.

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