top of page

Vietnam's Marketing Industry 2021 (PART 2)

In this video, Mr. Adrien Bizouard answers questions about the Marketing Industry in Vietnam in 2021. To watch the full presentation, please follow MARKETING CHANNEL on Below, you can also read the transcript of his answers to the Q&A.


Read Part 1

QUESTION 4: Will there be any changes in salary range for marketers, since the industry need has increased?

Overall, specialized marketing professionals or expert marketing professionals will be able to leverage their technical knowledge. Generalists will struggle a bit more. Many companies actually are on a hiring freeze or salary freeze as well. They are moving towards replacing headcount rather than expanding it, at least for the next couple of months. Just watch and see how the market is going to react after the pandemic. But again, if you have expertise that you can leverage, yes, I believe that Vietnam and the Philippines remain favorable countries. For salary increase, it is just going to be a bit more challenging and it will be harder than the last couple of years. Back to the initial comments around benefits, I think it's important to look at the big picture and to look at what other benefits you are going to have out of that job in a company. Usually, it's not only down to the salary. I think the salary range for marketing, in general, is going to depend on you guys if you are able to leverage your expertise. For generalists in marketing, it's probably going to be even more challenging than in other years.

And I believe overall, it's probably a good thing, because the market has been extremely disruptive in the Philippines and Vietnam. We can see that for the same job title and for the same scope of work in a similar industry, you can sometimes see a 30-40% gap in salaries between similar profiles. And I think it has to stop. I think that the overall market has to get regulated and establish some sort of a benchmark. We are getting there I think. We're going through a bit of a mess in terms of salaries but I think things are going to get regulated gradually.

To watch the full presentation, please follow MARKETING CHANNEL on


QUESTION 5: Do you see any trends in companies hiring a remote workforce or are they hiring freelancers for specific projects?

Yes, we see that in Robert Walters. Absolutely. We see companies being a bit more agile in the way they hire and being more open to having remote workers. Simply because there is no real choice. I think that's an opportunity for companies to adapt and to grow. I think that's probably one part of how the future is, to have more mobility of headcount. My observation is that many people wanted to work from home. Before this whole pandemic, the government had more flexible hours and so on. After working from home for a couple of weeks or months, I think many people were very, very happy to reconnect and to go back to the busy offices. Yes! We see more flexibility and more trends for remote workers. That's not in all industries but I believe this is becoming more and more normal.

To watch the full presentation, please follow MARKETING CHANNEL on


QUESTION 6: We are a foreign-owned company, expanding into Vietnam in March next year. What should we watch out for, when hiring for senior leadership pools?

Obviously a good recruitment partner, I would say. I think you need to have someone to help you get into the market. You need to have someone you trust and who can represent your brand. You're potentially not going to be there physically. You also want to make sure that whoever is talking to candidates is going to deliver the right message, the right story. This is so we can make sure that we represent you the right way. Something that you have to be very picky on is having the right partner and communicating and advertising the right way. It's not because you advertise a lot, that you're going to have good people. It's usually the other way around. It's usually when you're a bit more secretive, that you're able to get a good level of attraction from senior and qualified candidates. Then, it's down to employees.

We see companies who start with a head of department, or country head or, commercial person. On the other hand, we see some people starting more operational and hiring an admin and a finance person and the commercial is on the side. It depends on the nature of your business. But I think it's important to get someone you can trust, someone you're going to interact with. Try to connect as much as possible.

Accountability of your first hires is extremely important. And it's hard to evaluate, especially with the distance. I think having a clean, lean, fast, and challenging recruitment process is super important. You don't want to look for someone for six months, because people are going to lose interest. You want to get the right message out there quickly and on the first time. To build up accountability, you can potentially ask potential candidates to create a soft business plan, a soft one because, otherwise, the candidate might be thinking "why should I be doing a business plan without working for you yet?" This is a strategic move for you and you want to see those guys are embracing and really evaluating the importance of that move and if they will be able to drive development for your organization.

So I think it depends on the nature of the industry, size of your business, headcount, and so on. But you want trust, accountability, speed, and transparency.

To watch the full presentation, please follow MARKETING CHANNEL on

40 views0 comments

Recent Posts

See All
bottom of page