However greater than a 12 months later, most of his requests remained unanswered.
“There have been job descriptions that I discovered personalised,” says the 42-year-old engineer from HCMC. “My expertise and talents have been precisely appropriate and I’ve performed equal roles earlier than. Nonetheless, there was no reply.”
He additionally observed a change on LinkedIn: though the profile viewing characteristic stays lively, nobody appeared to observe the CV. Recruitors and Headhunters often attain. “I assume a automobile makes choices earlier than any man even see the file,” he says.
Khanh’s case displays a broader development: regardless of a lot of job openings and candidates, many professionals don’t obtain any response to tens and even lots of of functions, whereas employers report a deficit of sufficient candidates.
A significant motive, say the specialists, is the usage of the rising methods of synthetic intelligence and monitoring of candidates (ATS) in recruitment, changing the standard guide evaluation. In response to LinkedIn’s 2025 report, 37% of firms check new employment instruments, and 73% of human assets professionals say that you simply resize how they supply expertise.
In Vietnam, the information from the Navigos Group human assets firm reveals that 28% of employers now use AI to put in writing job descriptions, for display screen functions, to research candidates and to supply computerized responses across the clock. “You possibly can even enroll video interviews or consider the cultural match,” says Truong Hoang Tho, vp of AI in Vietnam. “Helps write a number of job posts and personalizes the expertise of job search.”
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A girl in a piece interview. Illustration photograph from UNSPLASH |
He quotes the Unilever instance, which used to course of over a million functions, restricted to solely 400 interviews. The corporate lowered the recruitment time by as much as 50%, lowered by half and improved retention by 16%. However expertise is just not faulty. “A robust candidate can solely be filtered because of the formation of issues, the shortage of key phrases or the incompatibility with the system coaching information,” he warns.
A report by the worldwide consulting firm, McKinsey, stated that 70% of organizations skilled judicial methods that have been flawed with the candidates. An instance was the employment device you interrupted by Amazon, who favored male candidates for technical roles.
For a lot of job seekers, being evaluated by a automobile feels discouraging. Over 30% of the candidates got here out of interviews midway, saying that “they cannot discuss to a robotic,” in accordance with McKinsey. “You continue to can’t learn tradition, it can’t detect instinct, it can’t perceive the emotion, the analysis of vital considering or it evaluates the lengthy -term potential,” provides Tho.
Analysis by Harvard Enterprise College, Joe Fuller, discovered that 88% of firms on two markets, USA and Europe, acknowledged that they’ve misplaced certified candidates in any other case as a consequence of AI rejections. A CEO stated potential rental was rejected on a single low rating in a space, regardless of the close to excellent in all of the others. Algorithms additionally are likely to eradicate CVs with hiring gaps for greater than six months, no matter motive.
On job platforms similar to LinkedIn and Threads, annoyed customers usually point out ATS filters when lots of of functions don’t reply. Huyen My, former head of exterior relationships at a big scholar group, with a 7.5 IELTS rating and a formidable CV, requested for an internship at a multinational firm, simply to be rejected within the first spherical. “I used to be shocked and felt a blow to my delight,” she says. After she checked out her, she realized that her CV was too lengthy and didn’t underline the important thing achievements.
The monetary skilled Tung Duong had an analogous expertise. Regardless of the worldwide credentials, its visually designed CVs, with columns, colours and profile images, had no traction. “I stayed as soon as all night time engaged on my CV, simply to get up for a rejection,” he says. Later, he discovered that the ATS software program provides up CVs with improper formatting. “After transferring on to a clear, black and white CV, with out images, my success charge has improved considerably,” he says.
Nguyen Anh, 33, who manages a Fb group with virtually 30,000 members who share job experiences within the US and Europe, says that her inside auditor has helped her perceive how firms work and the way recruitment methods have developed. “The job market is already troublesome this 12 months, and also you solely make it more durable.”
Most US and Europe firms and massive firms in Vietnam are actually utilizing ATS software program, she says. As quickly as a request is submitted, the system scans the CV, matches the outline of the publish and assigns a rating. Low rating profiles are filtered earlier than any recruiter see them, leaving many candidates to ask: “I’ve ; why don’t obtain interviews?”
Typically, the reply consists of small particulars, similar to a typing, the shortage of key phrases or a picture that blocks information extraction. If a job lists expertise similar to teamwork, Excel or Energy Bi, and the CV doesn’t clearly embody them, the software program can relegate or reject the appliance.
Within the period you’ve, the passage of computerized filters is now not about luck; Requires technique and understanding of how methods work. BUI DOAN CHUNG, the director of the Vietnam human assets, advises the candidates to check the descriptions of the job fastidiously, to determine the related key phrases and to adapt their CVs to perform.
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The applicant’s monitoring methods additionally filter CV -rank. Photograph with Anh Nguyen’s kindness |
“You consider on the idea of key phrases and, due to this fact, the CV should clearly mirror the talents, expertise, area data, tasks and achievements. We now have seen that many certified candidates are filtered, as a result of their formatting has made the CV learn to.”
If there is no such thing as a suggestions after a while, he recommends monitoring by E -Electronic mail or Cellphone. Whilst you can filter CVs, scan movies and detect key phrases, the ultimate employment choice nonetheless belongs to individuals, he factors out.
“Should you focus solely on the refinement of your CV, however neglect communication, vital considering or a transparent profession aim, you possibly can undergo, however you do not succeed within the human scene,” he warns.
The skilled would say that understanding what instruments an organization makes use of may also help candidates put together higher. He suggests training Mock AI interviews to turn out to be extra comfy with robotic interactions. McKinsey additionally harassed the significance of fixed resumption and modernization of somebody’s capabilities as to reach AI assessments. “You haven’t any enemy, no savior,” says Tho. “It is simply an instrument and it is solely efficient if you know the way to make use of it.”
As for Khanh, after months of unemployment, he realized that the issue is just not his , however the way in which he offered them. And, he modified techniques. Now, earlier than making use of, analyze every description of the publish and replace its CV to make sure that it reaches an 80% or greater match.
“Your work historical past stays the identical, however the language has to adapt,” he says. “Generally, simply altering a couple of phrases could make all of the distinction.”