private sector’s competition for talent is also a concern for the public sector. The concept of work has changed, and many workers, particularly the skilled ones, no longer view the state as their only option. Furthermore, the public sector’s image, environment, and working conditions are not as appealing as those of external organizations. As a result, the job market for talent has become more competitive than ever before, making it challenging to attract talent to work in the public sector. Second, the recruitment process can be a challenge when trying to attract talented individuals to work in the public sector in many countries. To comply with legal regulations, there are often multi-step and complex procedures involved in the recruitment process. For instance, in countries like France, England, Belgium, and the Netherlands, entrance exams are mandatory for all candidates, which can be both costly and time-consuming. As a result, talented individuals often opt for the private sector where the requirements are lesser and the selection procedures are less complicated. Third, many countries are experiencing a loss of highly skilled workers, particularly in their public sectors. This trend is particularly noticeable in developing nations. The causes of this “brain drain” include downsizing, an unappealing work environment for younger generations, and competition from the private sector which offers more attractive salaries, better working conditions, training, and promotion opportunities. Compared to the private sector, the public sector working environment is less dynamic and creative, and the salary policies are not competitive enough. If this issue is not addressed promptly, it will be challenging to attract and retain the most talented individuals in the public sector. Fourth, the demand for top-notch human resources in the public service system has been rising, along with the need for increased responsiveness. Recently, many countries have been striving to reduce the number of public sector jobs as part of cost-cutting measures. This makes it imperative to develop a more skilled workforce to serve in the public sector. That’s why strategic talent management is a key priority for many nations globally. Governments must grapple with the complex challenge of attracting and retaining the most qualified individuals for public service, especially in the current “war for talent.” Fifth, the “war for talent” is fueled by technology and globalization trends that blur the boundaries between organizations and countries. With the rise of personal computers at work and home, the spread of the internet, open database systems, and customizable web browsers, employers can advertise job opportunities quickly and easily connect with potential workers. These changes, along with shifts in the employer-employee relationship, mean that highly skilled individuals are no longer confined to searching for job opportunities within their own country or region. They can now access and work for organizations located anywhere in the world.The public sector aims to be innovative and keep up with the Fourth Industrial Revolution to meet global development requirements. To achieve this, talented individuals must be recruited to improve leadership and management capacity. Retaining these individuals is also crucial to prevent brain drain. The public sector struggles with attracting and keeping talented individuals due to inflexible policies, inadequate compensation, and negative power dynamics. Despite efforts from various ministries and localities to attract talent, success has been limited. Recruiting skilled individuals across all industries is an essential task that significantly impacts the quality of human resources and the prosperous growth of a nation, particularly in the public sector. President Ho Chi Minh once stated that “talented and virtuous individuals can accomplish tasks that benefit the country and its people”, emphasizing the crucial role of talent in nation-building. Article 61 of the 2013 Vietnamese Constitution confirms that educational development is the foremost national policy to enhance people’s knowledge, develop human resources, and nurture talent. As such, the state prioritizes the utilization and advancement of talented individuals.3�Current status of attracting and using talent As of December 31, 2021, Vietnam has 247,722 civil servants (106,890 in central ministries and branches, 140,832 in localities); 1,789,585 public officials (119,475 in central ministries and branches, 1,670,110 in localities). Between 2020 and June 163
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