Why NCB Attracts Young Talent in the Banking Industry

With its strategic orientation of “people at the center, technology as the driving force,” National Citizen Commercial Joint Stock Bank (NCB) has made a remarkable breakthrough in its human resources strategy, becoming a new destination for young professionals in the banking industry in recent years.

The Generation Ready to “Job-Hop”

Minh Anh, 26 years old, is a typical example of a Gen Z talent—intelligent, dynamic, and constantly seeking growth. Since graduation, she has worked for several reputable banks, yet none have retained her for more than two years.

“As a new employee, I always want to learn more, participate in new projects, be empowered by leaders, and take responsibility for assigned tasks. However, sometimes the traditional systems, cumbersome processes, and excessive paperwork make young people like me lose motivation,” Minh Anh shared.

Her story is not unique. According to a report by Adecco, 72% of employees are willing to look for a new job in 2025, and 54% actively seek new opportunities even without being pressured to leave.

Young professionals prioritize learning opportunities when choosing a workplace.

The trend of flexibility and readiness to change jobs among younger employees poses a significant challenge for businesses—especially as Gen Y and Gen Z become the dominant workforce. Ernst & Young estimates that Gen Z will comprise approximately 27% of the banking workforce by 2025. More importantly, this generation—born into the smartphone era—possesses skill sets distinct from their predecessors and is considered the “future of the financial industry.”

Meanwhile, a labor market report by The Sentry shows that when asked about the most important factor in choosing a workplace, 47% of employees prioritized learning opportunities, followed by corporate culture and then income. According to recruitment firm Navigos Group, Gen Z is no longer bound by the concept of “job stability.” They are willing to move for environments where they can learn, be empowered, have clear growth paths, and freely express personal viewpoints under respectful and constructive guidance from colleagues and leaders.

EY also emphasized that to meet Gen Z’s standards for diversity and inclusion, banks must break away from traditional models and be ready to confront systemic barriers head-on.

NCB – A Destination for the New Generation Workforce

To build a dynamic, multi-generational workplace aligned with market trends, NCB has made groundbreaking transformations in its HR policies and strategies over the past three years—redefining the workplace through a modern digital culture.

With 90% of its workforce composed of Gen Y and Gen Z, NCB has embraced connectivity and digitalization, creating an environment in tune with global trends—where young professionals not only strengthen professional expertise but also enhance their agility in adopting new technologies to improve work quality.

NCB achieved a double win at the HR Asia Awards 2025.

The smart office model and paperless operations have been widely implemented. Online meetings via Microsoft Teams, Google Meet, and Zoom have gradually replaced traditional meetings, ensuring seamless communication in a hybrid work environment. The integration of AI-driven applications has optimized performance and efficiency, while digitalized operational processes have created a dynamic, creative, and high-performing work environment.

Beyond creating a modern “playground” attractive to young professionals, and with the support of global HR consulting firms, NCB has revamped its compensation and benefits policies, placing them among the most competitive in the market to attract talent and fairly reward employee loyalty. Human capital development is a top priority, with clear career roadmaps, leadership pipeline training, and succession planning. NCB aims for 50% of managerial positions in business units over the next two years to be filled by internal talent.

“We focus on equipping NCB employees with adaptability, flexibility, and readiness to take on greater challenges, with higher advancement opportunities to meet the needs of a rapidly changing era,” shared Mr. Ta Kieu Hung, CEO of NCB.

A culture of empowerment—a “signature” value deeply appreciated by Gen Z—has also become an integral part of NCB. Alongside continuous comprehensive training programs on professional and soft skills, the multi-generational environment enables the experience of Gen X, the execution capability of Gen Y, and the creativity of Gen Z to harmonize and produce outstanding results.

With a range of attractive HR policies and a flexible digital work environment, NCB recently earned a double recognition at the HR Asia Awards 2025: Best Companies to Work for in Asia 2025, and Tech Empowerment Enterprise 2025.

“NCB remains steadfast in its philosophy that people are the Bank’s most valuable asset and continues to invest relentlessly in human capital,” affirmed NCB’s leadership. Today, NCB is recognized as a workplace that brings together seasoned senior executives, international experts, and a new generation of young financial professionals, solidifying its position as one of the most attractive employers in Vietnam’s banking industry.