Procedures for recruitment of public employees in Vietnam in 2024

Procedures for recruitment of public employees in Vietnam in 2024 (Internet image)

Regarding this issue, LawNet would like to answer as follows:

The procedures for the recruitment of public employees in 2024 are regulated in Decision 168/QĐ-BNV dated March 12, 2024, announcing administrative procedures specified in Decree 85/2023/ND-CP amending Decree 115/2020/ND-CP on recruitment, utilization, and management of public employees in Vietnam as follows:

1. Application for the recruitment of public employees in Vietnam in 2024

The application for the recruitment of public employees is the Registration Form for Participation in Recruitment, according to Form 01 issued together with Decree 85/2023/ND-CP.

2. Procedures for recruitment of public employees in Vietnam in 2024

* Step 1. Recruitment announcement and acceptance of Registration Forms

The recruitment agency or unit must publicly announce the recruitment at least once in one of the following public media: printed newspapers, electronic newspapers, radio, or television; also publish it on the electronic information page or the electronic portal; and publicly display it at the office of the recruitment agency or unit.

* Step 2. Applicants submit the Registration Form at the designated location or send it by post, through the electronic information page, or through the electronic portal of the recruitment agency or unit.

* Step 3. Verification of the Registration Forms

Establish the Verification Committee for the Registration Forms, as decided by the Chairman of the Recruitment Council, no later than 5 working days from the date of establishment of the Recruitment Council.

In case the applicant does not meet the conditions and criteria for recruitment, no later than 5 working days from the end of the verification of the Registration Form, the Recruitment Council is responsible for sending a written notification to the applicant at the registered address.

* Step 4. Organization of recruitment

The recruitment of public employees is conducted in 2 rounds as follows:

4.1 Round 1: Verification of the eligibility criteria stated in the Registration Form according to the job requirements. If the applicant meets the requirements, they are eligible to proceed to Round 2.

In case the job position requires foreign language proficiency as specified in the training, fostering standards, job description, and competency framework of the job position, the authorized recruitment agency must specify the requirements for diplomas and foreign language certificates. If any of the diplomas or certificates specified in Article 3 of Decree 115/2020/ND-CP are available, they can be used as substitutes. If there are no suitable diplomas or certificates, the Recruitment Council organizes an examination to assess the language proficiency according to the job requirements.

The Recruitment Council checks the fulfillment of the language requirements based on the information provided by the applicant in the Registration Form. After being selected, the successful applicant must submit a certified copy of the diploma and language certificate as specified in Article 1 of Article 17 of Decree 115/2020/ND-CP.

No later than 5 working days after the completion of the verification of the conditions and criteria of the applicants in Round 1, the Recruitment Council must compile a list and notify the qualified candidates to participate in the evaluation in Round 2, and also publish it on the electronic information page or the electronic portal and publicly display it at the office of the recruitment agency or unit.

4.2 Round 2: Professional competency examination

No later than 15 days from the date of notification of the qualified candidates to participate in Round 2, the examination in Round 2 must be conducted as specified in point c, clause 3, Article 15 of Decree 115/2020/ND-CP.

- Examination format: Based on the nature, characteristics, and requirements of the job position, the head of the authorized recruitment agency chooses one of the three examination formats: interview, practical test, or written test.

In case the written test format is chosen, one of the three formats can be selected: multiple-choice, essay, or a combination of multiple-choice and essay.

- Examination content: Assess the knowledge, skills, and professional activities of the applicants according to the requirements of the job position.

The content of the professional competency examination must be based on the tasks, competency standards of the public employee profession, and must be suitable for the requirements of the job position. In the same recruitment examination, if there are different job positions with different professional and competency requirements, the Recruitment Council for public employees must construct different professional competency examination papers corresponding to the requirements of the job position. The tasks related to the examination paper must be kept confidential, according to the provisions of the law.

- Examination time: 30 minutes for the interview (the examinee is allowed a maximum of 15 minutes for preparation, not included in the examination time); 180 minutes for the written test (excluding the time for copying the questions); the time for the practical test is decided by the head of the authorized recruitment agency based on the nature and characteristics of the job position.

- Scoring (interview, practical test, written test): 100 points.

Based on the needs and characteristics of the agency, unit, the head of the competent recruitment agency decides to have higher requirements for the content, form, and time of the second round examination as specified in this section.

In cases where the agency or unit with recruitment authority organizes the second round examination in written form, the grading and reconsideration shall be carried out as prescribed in point b, clause 3, Article 15 of Decree 115/2020/ND-CP. There shall be no reconsideration of the results of the second round of examinations conducted in question and answer or practical form.

In the case of foreign language exams, no language certificate is required. If the results are achieved, it will be considered meeting the foreign language standards.

Exemption from the foreign language examination as prescribed in point b, clause 1, Article 9 of Decree 115/2020/ND-CP for the following cases:

- Having a foreign language degree (English, Russian, French, German, Chinese, or other languages required for the job position) with the same or higher level of training compared to the level of professional training required for the recruitment position.

- Having a degree with the same or higher level of training compared to the level of professional training required for the recruitment position, studying abroad or studying in Vietnam with a foreign language (English, Russian, French, German, Chinese, or other languages required for the job position) recognized by the competent authority or recognized according to the law.

- Having a standard foreign language graduation certificate equivalent to or higher than the foreign language standards required for the recruitment position.

- Having a certificate of ethnic minority language for direct recruitment positions related to ethnic minorities or positions working in ethnic minority areas; being an ethnic minority person applying for direct recruitment positions related to ethnic minorities or positions working in ethnic minority areas.

* Step 5. Recognition and announcement of recruitment results for public employees

After completing the grading of the second round examination as prescribed, within a maximum of 05 working days, the Recruitment Council must report to the head of the agency or unit with recruitment authority to consider and recognize the recruitment results.

Within 10 days from the date of the decision to recognize the recruitment results, the Recruitment Council must publicly announce on the electronic information page or portal of the agency or unit with recruitment authority and send a written notification of the recognized recruitment results to the candidates' registered address. The announcement must specify the deadline for the successful candidates to come to the agency or unit with recruitment authority to complete the recruitment dossier.

* Step 6. Completing the recruitment dossier

Within 30 days from the date of receiving the notification of being selected, the successful candidate must complete the recruitment dossier, including:

+ Certified copies of diplomas, certificates required for the applied position, and priority certification (if any).

In case one of the degrees or certificates specified in point 3, Article 9 of Decree 115/2020/ND-CP is used as a substitute for the language certificate.

+ Criminal record form No. 1 issued by the competent authority.

In case the successful candidate fails to complete the recruitment dossier according to the regulations, commits fraudulent acts in filling out the application form, or is found to use diplomas, certificates, or certifications not in accordance with the regulations to participate in the recruitment, the head of the agency, unit with recruitment authority for public employees shall decide to cancel the recruitment result.

In case the applicant engages in fraudulent acts in filling out the application form or using diplomas, certificates, or certifications not in accordance with the regulations to participate in the recruitment, the agency, unit with recruitment authority shall publicly announce on the electronic information page or portal of the agency or unit that it will not accept the application form in the next recruitment period.

* Step 7. Signing the employment contract and starting work

Within a maximum of 15 days from the date the successful candidate completes the recruitment dossier, the head of the agency, unit with recruitment authority for public employees shall decide to recruit and send the decision to the selected candidate's registered address and the public institution using the public employee to inform and carry out the signing of the employment contract with the public employee.

Within 30 days from the date of receiving the recruitment decision, the recruited public employee must come to the public institution using the public employee to sign the employment contract and start work, unless there is a different deadline specified in the recruitment decision or approved by the competent authority for public employee recruitment.

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