My experience in interviewing software engineers in Ho Chi Minh CitySince I arrived to Vietnam about 10 months ago I stumbled across the saying "there are great engineers in Vietnam" many times. I heard it from other Vietnames people I talked to around our office building, I heard it in local startup events.
I spent around 7 very active months of interviewing software engineers in Saigon for our company. I was involved in approximately 80 1st and 2nd round technical interviews altogether and I must tell you, those "Great software engineers" are hiding very well.
Don't get me mistaken, we are not Google to have a desire for the best of best, but I will not hire Senior Java Software Engineer with 6+ years of experience who wants to use JSF with Spring MVC, who says the cause of an OutOfMemoryError is creating too many objects in a loop.
As a sidenote: The difference between candidates in Vietnam and candidates in Hungary is not so big, but I believe the education is still better in Hungary so fresh graduates have a stronger basis of theory.
Of course big international companies such as Bosch, Atlassian, Gameloft - Just to take some companies in Saigon as example - stand on the high land when it comes to recruitment. Their names are more compelling, so they get more and probably more skilled candidates.
The interview is only the tip of the iceberg.Every interviewer who is interested in his role will find the advice on the internet about what traits to look for in the interviewee: look for ability and strive to learn; look for intellectually humble people etc. But majority of candidates fail at the more basic level, not even worth to ask questions targeting the aforementioned traits.
Interviewing starts at posting the job advertisement.If you are a small company with less than a hundred employees, then you are probably not well-known in the local community of software engineers. Thus, you have to put a lot more effort into recruitment than you would first think because you have to compete with other small companies as well as the big international companies with good reputation. Great software engineers are usually aware of their capabilities and they are specifically looking for jobs that can fulfill their desires. They have options. It's less likely that an average job advertisement on an online job portal will catch their attention because they are also looking for the best job offers where they can utilize their skills.
Look for employees with similar passion of looking for customersThe point is that you have to look at recruiting similarly to how you look at advertising your key business but instead of looking for customers, you are looking for new employees, and of course you are looking for the best. I am not an expert of this field but there are steps you can make without employing any recruitment expert. Be present at local Universities to spread your name: give talks and put posters of your company all over the campus. Participate and host technological meetups. Have a Facebook page and post everyday life images to show everyone how great the company culture is. (I think it's more effective than LinkedIn) Advertise on Facebook, local printed or online newspapers. Sponsor events. Create events e.g. programming contest. Create a public Github repository and maintain it.
The list is not only about advertising your company's recent job offering but rather building public relation to local communities and universities.
The goal is everyone should know your company and see it as an option when looking for a new job, therefore it is much easier to maintain a steady flow of good candidates.
I am not a recruiting expert, the above are mere thoughts of a programmer.