Job Search
Moving to another employed role
The conventional path, and still the most travelled. Search strategy, personal brand, networking, interview preparation and negotiation, built around how hiring actually works in this market.
Career Transition
Four Roadmaps, not one
Most outplacement assumes everybody wants the same thing: another job like the last one. In Vietnam we find that assumption fails more often than it holds. Around 40% of the people we support choose a pathway other than immediate re-employment. Our programmes start by working out which roadmap a person is actually on. We then match them with a consultant who has taken people down that road before, and who stays with them until they arrive.
What this includes
- Four transition roadmaps: job search, entrepreneurship, portfolio or retirement
- One-to-one career coaching until the person lands
- The skills to run their own search, and to do it again later
- Pre-planning advisory to the organisation, including notification training
Why organisations fund this
Outplacement is bought in a hard week, usually alongside a restructure. Four things make it worth funding properly rather than minimally:
- Reputation. How leavers describe their exit follows your brand into the talent market for years.
- The people who stay. Survivors watch how leavers are treated and decide what you are.
- Scrutiny. Labour authorities, unions and social media all look harder at workforce change than they used to.
- Outcomes. Supported people land faster and better, which is the point of funding it at all.
The full argument: four reasons to offer outplacement in Vietnam
Four transition roadmaps
Each participant works with their coach to identify which path fits their circumstances, goals and career stage. The roadmap can change as thinking develops, and often does.
Entrepreneurship
Starting or buying a business
For people who have been considering it and now have the moment to act. Coaching covers proposition, market reality, funding and the personal risk calculation, alongside an honest look at whether the timing is right.
Portfolio Career
Combining several income streams
Consulting, advisory work, board or committee roles, teaching and part-time engagements combined deliberately rather than by accident. Increasingly attractive to senior people who want the variety and the control.
Retirement
Stepping back, fully or partly
Active retirement is a plan, not the absence of one. Coaching covers the financial, structural and identity questions, including phased or part-time arrangements where someone wants to stay connected to work.
The four-roadmap difference
This is our strongest differentiator. Standard outplacement runs one process: find another job like the last one. In our experience here, around 40% of impacted employees choose something else entirely: starting or buying a business, building a portfolio of work, or stepping into an earlier, active retirement. Family businesses, property and investment interests, and consulting all come up in first conversations far more often than a Western outplacement model would predict.
A programme that only knows how to run a job search pushes those people back towards a path they have already rejected. That is why the roadmap conversation comes first, why we hold all four as equal options rather than one default and three afterthoughts, and why our coaches are equipped to take a person down whichever roadmap is genuinely theirs.
The strength behind the local team
Outplacement providers are not interchangeable, and in a market with few reference points for what good looks like, the record behind the provider is the safest guide.
For multinationals there is a practical advantage too: one standard across borders. The support your people receive in Vietnam is the same programme LHH runs in every other country you operate in, under one global relationship where you have one.
- LHH is the global leader in outplacement, with more than 50 years in this work
- Half a million people worldwide are supported through their transitions every year
- Advice guided by the largest data set of job transitions in the market
- Many of the world’s largest employers hold global agreements with LHH, and this team delivers them in Vietnam
Candidate programmes
Each person is matched with a coach who stays with them from notification through to whatever comes next. Programme level sets duration and intensity, not which roadmaps are available to them.
- Executive: senior leaders and C-suite. One-to-one, extended duration or until placement.
- Management: managers and senior professionals. One-to-one, fixed term or until placement.
- Professional: individual contributors and specialists. Blended one-to-one and group.
- Group and volume: workshop-led delivery on site, scaled to cohort size.
What coaching covers
Coaching sits at the centre. Around it we build what people need to compete: a profile that survives how recruiters search, a story that makes sense to a hiring manager, and a method that is not simply applying online.
Around eight in ten roles are won through networks and direct approaches. Most people have never had to search that way.
- One-to-one coaching with a certified career coach
- CV, LinkedIn and personal brand development
- Interview practice and offer negotiation
- Access to online learning and job search tools
- Support for business ownership, portfolio and retirement paths
LHH Career Studio
Participants get access to LHH Career Studio, the platform supporting the coaching relationship between sessions. LHH describes its capabilities as real-time labour market data, AI-powered career insights, professional coaching, live events and practical job search tools.
The AI-enabled elements matter most in two places: understanding which of your skills transfer into roles you have not considered, and seeing where demand is genuinely moving. Both are hard to judge from inside a single company.
Reskilling and upskilling for what comes next
The labour market a person is leaving is rarely the one they are re-entering. AI and automation are reshaping which roles exist and which skills they demand, and for a growing share of people the honest answer is not another version of the same job. It is a move into a new role, a new industry, or a new kind of work altogether.
We treat that as part of the transition, not an afterthought. Alongside the search, participants close real capability gaps through structured reskilling and upskilling: labour-market data that shows where demand is actually moving, guidance on which of their skills transfer into roles they have not considered, and access to learning through LHH’s General Assembly and LinkedIn Learning. The aim is that people are ready for the next role, not just applying for the last one.
Advisory support for the organisation
Career transition rarely stands alone. It sits alongside the advisory work that helps an organisation plan and deliver the change well. Where you need that support, our advisory support for employers includes:
- Workforce planning
- Restructuring planning
- Manager notification training
- Notification support
- Implementation support
- Onsite transition support
For individuals
If your employer has offered you LHH support
That support is for you, not your employer, and it costs you nothing. A coach of your own, tools that work, in Vietnamese or English, until you land somewhere you have chosen.
We keep a page just for you, written for the person the change is happening to rather than the organisation arranging it.
Common questions
What does outplacement include in Vietnam?
An LHH Vietnam programme starts by establishing which of four roadmaps a person is actually on: job search, entrepreneurship, portfolio career or retirement. From there it covers one-to-one coaching in Vietnamese or English, Career Studio access, reskilling where a gap needs closing, and advisory support for the organisation running the change.
Does everyone leaving actually want another job?
No, and planning as if they do is the most common mistake. Around 40% of the people LHH Vietnam supports choose a path other than immediate re-employment: starting a business, building a portfolio career, or an active retirement. A programme built only around job search fails roughly two in five participants.
What should we ask an outplacement provider in Vietnam?
Four questions separate real support from a box-ticking contract. Does the programme start with the individual's goals or a fixed job-search process? Is there a named coach, and in what language? Is the provider equipped for labour-authority and trade-union realities, not just the coaching afterwards? Can they support the managers delivering the news?
Tell us the situation, not the service
Describe what you are dealing with. If we can help, we will explain how.