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1Repair Windows errors before they cause bigger problems2Fix the driver behind crashes, sound loss and screen glitches3Clear out junk files and repair common Windows errorsA 2022 YouGov Vietnam and Grove HR report found that work-life balance led respondents’ job-offer priorities, with benefits and job security close behind. Hybrid work was the most selected work arrangement, while pay, paid overtime, health insurance and leave all featured in preferences. These results describe the survey’s respondents—not all Vietnamese workers—and capture attitudes during the pandemic recovery period.
What the 2022 survey found
The report, What Vietnamese candidates want in 2022, says it surveyed more than 1,000 people across Vietnam using the YouGov panel. Its authors caution: “Please note that we do not describe this as a scientific research.” The findings should therefore be read as reported preferences in that sample, not representative estimates for Vietnam’s workforce or evidence that one factor caused another. The accessible report text does not provide enough detail on field dates, weighting, response rate or sampling to assess representativeness independently. Read the report copy on Scribd.
In the survey, 49% said they were likely or very likely to change jobs in 2022. That is a stated intention at the time, not a measure of how many respondents actually left their jobs.
Which job-offer priorities ranked highest?
Work-life balance narrowly topped the priorities respondents selected when considering a job offer. Benefits and job security followed closely, suggesting that the report’s picture of an attractive job went beyond salary alone.
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| Reported priority | Share selecting it |
|---|---|
| Work-life balance | 73.4% |
| Benefits | 72.9% |
| Job security | 69.3% |
These percentages are findings reported by YouGov Vietnam and Grove HR in 2022; they are not current preference estimates. A February 2022 article summarizing the report likewise highlighted work-life balance as a leading concern. Vietnam Insider’s February 2022 summary.
Did candidates prefer hybrid work?
Hybrid work—combining home and office—was the most frequently selected arrangement, but it was not a majority preference. Office-based work also attracted a notable share of respondents.
| Preferred arrangement | Share in the 2022 survey |
|---|---|
| Hybrid: home and office | 39.6% |
| Company office | 21% |
| Home | 16% |
| Self-arranged work | 16% |
| Coworking space | 7% |
The split argues against treating “flexible work” as a single arrangement that suits everyone. The report’s categories distinguish hybrid, office, home, self-arranged work and coworking rather than establishing that respondents wanted the same schedule or degree of flexibility.
What kinds of pay and benefits mattered?
Respondents named several forms of compensation and support. A 13th-month salary was the most frequently selected attractive benefit, followed by health insurance, extra paid leave, flexible working time and KPI bonuses.
| Benefit | Share selecting it |
|---|---|
| 13th-month salary | 69% |
| Health insurance | 60% |
| Extra paid leave | 53% |
| Flexible working time | 51% |
| KPI bonus | 50% |
On working time, 70% said they did not mind overtime when it was compensated, and 60% valued flexible work time. The first figure is specifically about compensated overtime; it should not be read as acceptance of unpaid extra hours.
The report also asked about pay changes. It says 11% would consider switching for a pay rise below 10%; the most commonly selected raise bands were 10–20% (37%) and 20–30% (32%). On reductions, 36% said a 10% pay cut would prompt them to leave, while 66% said they would consider leaving for a pay cut under 10%. Because the extracted chart labels and accompanying prose simplify the response thresholds, these figures should be understood in the report’s question context rather than treated as a precise universal salary threshold.
What made a job feel secure?
Company longevity and financial stability were the most frequently selected job-security factors, at 82.1%. Regular salary raises followed at 77.4%. These responses point to security as both confidence in the employer’s prospects and confidence that pay will progress.
The report also measured retention and contract terms among its job-security categories, but the accessible figures do not establish comparable percentages for those factors. The results do not show that any one signal guarantees job security; they record what respondents said mattered.
Best Value
What workplace culture signals did candidates value?
Transparency about a company’s vision, strategy and plan was a leading culture factor, selected by 64%; visible and approachable leadership was selected by 57.1%. Seventy percent said they would ask current or former employees about company culture. That makes employee perspectives one route candidates reported using to learn what a workplace is like, not proof that any single source gives a complete picture.
How did health and office safety feature in the report?
Ninety-five percent said their concern about personal health had increased after the pandemic. When asked about employer wellness training preferences, respondents selected running (51.8%), team sports (49.5%), yoga (45.4%) and gym access (40.3%). These are reported interests, not evidence that offering a particular activity improves health, recruitment or retention.
In the report’s 2022 pandemic context, 32% said they would feel safe returning to work when they, their family and everyone at the office were fully vaccinated. Seventy-three percent favored restricting access to nonessential common areas, and 66% favored daily office sterilization. These are historical attitudes, not current medical or regulatory recommendations.
How to use these findings today
The report is useful as a dated snapshot of what its respondents said they valued during the pandemic recovery period. Employers can use its categories to frame questions about their own workforce, but should not assume the percentages describe present-day candidates or apply equally across industries, locations or job levels.
- Work arrangement: Ask whether people prefer hybrid, office, home-based or another arrangement rather than assuming flexibility means the same thing to everyone.
- Total compensation: Consider base pay alongside paid overtime, bonuses, insurance, leave and salary progression.
- Security: Communicate the organization’s stability and pay practices clearly, while avoiding promises the business cannot support.
- Culture: Make company direction and leadership accessible, and recognize that candidates may seek candid accounts from current or former employees.
A World Bank bibliography independently cites the joint YouGov and Grove HR report, corroborating its identity as a 2022 publication. World Bank document bibliography. It does not independently validate every chart figure.
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