Guidance on the latest recruitment procedures for public employees in Vietnam

On December 31, 2023, the Ministry of Home Affairs of Vietnam issued Decision 1098/QD-BNV on the announcement of administrative procedures stipulated in Decree 85/2023/ND-CP, which amends Decree 115/2020/ND-CP on the recruitment, utilization, and management of public employees in Vietnam.

In this regard, the Ministry of Home Affairs of Vietnam provides detailed guidelines on the recruitment process for public employees.

The Ministry of Home Affairs outlines in detail 06 steps for public employee recruitment as follows:

Step 1. Applicants submit their Registration Form according to Form No.01 issued with Decree 85/2023/ND-CP at the place of receipt or send by postal service or via the information page or electronic portal of the competent agency or unit.

The period for receiving the Registration Form is 30 days from the date of public announcement of recruitment on mass media, on the information page, or electronic portal of the competent agency or unit.

Step 2. The Review Committee examines the Registration Forms. In case the applicant does not meet the conditions and standards, within a maximum of 05 working days from the date the review of Registration Forms concludes, the Recruitment Council must notify in writing to the applicant at the address the applicant registered.

Step 3. Organize public employee recruitment exams:

The public employee recruitment exam is conducted in 2 rounds as follows:

3.1. Round 1: A general knowledge test in the form of a computer-based multiple-choice test. The examination includes 02 parts. To be specific:

- Part I: General knowledge, 60 questions about public employee law, Communist Party’s policies, and laws on the recruiting sector. The duration is 60 minutes.

In cases where the candidate has passed an initial quality assurance assessment according to official criteria, they are exempt from Part I.

- Part II: Foreign language, 30 questions according to the job position's requirements in one of five languages: English, Russian, French, German, or Chinese, or another language required for the job position. The duration is 30 minutes.

- The Round 1 result is determined based on the number of correct answers for each part; candidates with at least 50% correct answers in each part can proceed to Round 2.

3.2. Round 2: Professional skills assessment:

- Examination format: Depending on the nature, characteristics, and requirements of the job position, the head of the recruitment authority can choose one of three formats: Oral exam, practice, or written exam.

If the written format is chosen, one of three forms can be used: Multiple-choice, essay, or a combination.

- Examination content: Test the candidate’s knowledge and professional skills as required by the job position.

- Examination duration: Oral exam 30 minutes (candidates have up to 15 minutes of preparation, not included in the exam duration); written exam 180 minutes (excluding copying time); practice duration decided by the head of the recruitment authority based on job position characteristics.

- Grading scale (oral, practice, written): 100 points.

- Based on the needs and particularities of the agency/unit, the head of the recruitment authority can decide higher requirements regarding the content, format, and duration of the Round 2 exam as stipulated in this clause.

3.3. If a foreign language exam is conducted, no language certificate submission is required; passing the exam is considered meeting the language standard.

Exemptions for the foreign language exam stipulated in point b, clause 1 of this Article apply to:

- Those with degrees in foreign languages (English, Russian, French, German, Chinese, or other languages required by the job position) matching or exceeding the job-specific qualification level.

- Those with degrees matching or exceeding the job-specific qualification level obtained abroad or taught in a foreign language (English, Russian, French, German, Chinese, or another language) recognized by competent authorities or inherently recognized by law.

- Those with professional qualifications that meet the foreign language exit standard equivalent or higher than the job-specific language standard.

- Those with certificates in minority languages applying for a position related to ethnic minorities or working in minority areas; ethnic minority candidates applying for a job related to ethnic minorities or working in minority areas.

Step 4. Announcing the recruitment result:

After completing the Round 2 grading, within 05 working days, the Recruitment Council must report to the head of the competent recruitment authority for result recognition.

Within 10 days from the date the recruitment result is recognized, the Recruitment Council must publicly announce it on the agency/unit’s information page or electronic portal and send a written notification of recognized recruitment results to the applicant at the registered address. The announcement must specify the term of the appointment.

Step 5. Completing recruitment documentation:

1. Within 30 days of receiving the recruitment result notification, the successful candidate must complete the recruitment documentation, including:

- Copies of degrees, certificates as required by the job position, and proof of priority status (if any).

If one of the degrees, certificates specified in clause 3, Article 9 of this Decree is present, it can substitute the foreign language certificate.

- Judicial record No. 1 issued by a competent authority.

2. If the successful candidate fails to complete the required recruitment documentation or engages in fraudulent activity in submitting the Registration Form or is found using non-conforming degrees, certificates, the head of the competent recruitment authority must annul the recruitment result.

If the applicant engages in fraudulent activity in submitting the Registration Form or uses non-conforming degrees, certificates, the competent recruitment authority must publicly announce it on the information page or electronic portal and refuse to accept the Registration Form for the subsequent recruitment period.

Step 6. Signing the employment contract and commencing work:

- No later than 15 days from the date the successful candidate completes recruitment documentation, the head of the competent recruitment authority must issue a recruitment decision and send it to the successful candidate at the registered address and the public service provider employing the public employee to facilitate contract signing with the public employee.

- Within 30 days from the receipt of the recruitment decision, the recruited public employee must go to the public service provider employing the public employee to sign the employment contract and commence work, unless otherwise stipulated by the recruitment decision or agreed upon extension by the competent recruitment authority.

- A fixed-term employment contract is a contract where both parties determine the term, the termination date and time within 12 to 60 months (Form No. 02 or Form No. 03).

- An indefinite-term employment contract is a contract where both parties do not determine the term, the termination date, and time (Form No. 04).

Thus, the latest public employee recruitment process according to Decision 1098/QD-BNV of the Ministry of Home Affairs of Vietnam can be summarized as follows:

Step 1: Applicants submit the Registration Form within 30 days from the recruitment announcement.

Step 2: The Review Committee examines the Registration Forms. If not passing, a rejection notice is sent within 5 days.

Step 3: Conduct the recruitment exam in two rounds: Round 1 tests general knowledge with 60 multiple-choice questions in 60 minutes and foreign language with 30 questions in 30 minutes. Round 2 tests professional skills through oral, practice, or written format.

Step 4: Announce recruitment results within 10 days from recognition.

Step 5: The successful candidate completes recruitment documentation within 30 days from the recruitment result notification.

Step 6: Sign employment contract and commence work within 30 days from the recruitment decision.

Sincerely!

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