Travelling from Thường Tín District on the outskirts of Hà Nội to the Hà Nội Employment Service Centre to find job at a recent job fair for northern provinces, Nguyễn Đình Phúc, 40, hopes to find a job after nearly six months without work.

Previously employed as a maintenance technician, repairing industrial sewing machines for a Japanese company, Phúc found himself among the casualties of layoffs when the company faced production difficulties. 

Despite submitting over ten applications to the job market, he faced rejection after rejection. 

"The older you are, the harder it is to find work," Phúc told Tin Tức (News) newspaper. 

"Companies often lean towards younger hires for smoother negotiations on pay and conditions."

Meanwhile, Nguyễn Thị Hiền, who quit her job at a company in Thái Nguyên Province at the end of 2023, said: "Young workers on assembly lines need minimal training, sometimes as short as a week, to get started in their roles, but companies tend to operate on short-term contracts. Once the term expires, they cycle in fresh faces."

Trần Thị Thoan, 42, found herself in the same boat when the company she'd dedicated 11 years of service to dissolved in 2023. 

Despite her wealth of experience in the garment industry, Thoan's job applications met with the same fate, rejection, often citing age as the obstacle. 

She said: "Many of my peers are in the same difficult situation. That's why I'm looking a shift to baking for a more viable career path."

Like Phúc and Thoan, others in their age group are on the lookout for opportunities to stabilise their lives in cities where the cost of living runs high. 

Post-Lunar New Year, job centres report a demand for roles in leather-footwear, garment-textile, business management, IT and mechanical engineering. 

Yet, all the difficulties seem to work against them, as most positions require specific skills and favour younger applicants. Few companies extend their hiring reach to those over 40, particularly in labour-intensive sectors like garment-textile, mechanical engineering and woodwork.

In an examination of early-year recruitment trends, Vũ Quang Thành, Deputy Director of the Hà Nội Employment Service Centre, highlighted the dynamic hiring landscape in the capital. 

"Companies are actively seeking candidates aged 18-30 to bring diversity to their workforce," Thành said. 

"While individuals over 35 are still sought after for managerial positions, such as department heads, these opportunities requiring specialised skills and experience are fewer." 

Thành emphasised the various approaches that companies undertake in workforce planning, adjusting their recruitment strategies to align with specific job requirements.

In industrial hubs and export zones, for instance, there's a preference for young, fit workers with basic qualifications, particularly for roles on production lines.

Hồ Minh Sơn, Director of the Institute for Market Research and International Communication, expressed concerns about the employment scenario. 

"Some companies are seizing the tough times to replace older, higher-paid workers with younger ones, who command lower salaries and are seen as more productive," he said. 

This trend, he added, reduces job prospects for older workers, necessitating a proactive approach to upgrading skills and awareness to remain competitive in the job market.

The Ministry of Labour, Invalids, and Social Affairs highlights a prevalent problem: the one-time withdrawal of social insurance funds, particularly among workers in low-skilled industries such as textiles and seafood processing. 

To counter this trend, the ministry advocates for comprehensive measures, including preferential retirement policies and robust support for job transition and vocational training. 

Such initiatives aim to harness the wealth of experience and expertise of the workforce, ensuring their continued engagement in meaningful employment.

Furthermore, the ministry has spearheaded efforts to enhance vocational training programmes, recognising them as pivotal in equipping workers with the skills needed for contemporary job roles. By addressing the underlying issues, such as skill gaps and industry demands, these initiatives offer a pathway to long-term employment stability and resilience.

Looking ahead, the ministry is collaborating with various stakeholders to review and refine existing employment laws, and introduce amendments that foster a more inclusive and supportive environment for workers.

This holistic approach encompasses not only reactive measures like unemployment benefits and job placement services but also proactive strategies aimed at bolstering business sustainability and safeguarding employment opportunities for all. — VNS