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Executive Search in Thailand

JacksonGrant is a proud member of Cornerstone International Group. Cornerstone is one of the world’s largest networks of top-flight Executive Search and Human Resource firms. Cornerstone has a truly global reach with more than 60 offices in 40 countries.

Cornerstone is consistently ranked by Forbes as one of the world’s best Executive Search Firms around the world. By leveraging Cornerstone's extensive global network, we recruit elite executive candidates with world-class expertise.

Thailand is Southeast Asia's central hub for technical and engineering companies. If your organization is looking for top global talent to relocate, or searching for the most capable and experienced Thai executives, JacksonGrant can help.

JacksonGrant's consultants have an exceptional track record of recruiting elite executive leadership for companies operating in Thailand and throughout Southeast Asia. With many decades of recruitment experience, our senior consultants have the gravitas, network, and industry expertise to attract top-tier executive talent. We are experts in Candidate Assessment; all of our Executive Search services are customized for each client's particular needs.

JacksonGrant knows how to find leadership candidates with the skills, character, and multicultural sensitivity required to help your business succeed. We have access to the most desirable passive candidates, the ones who cannot be found in recruitment agency databases, so you get great talent who are perfect for your roles.

If your organization requires new leadership in Bangkok, Thailand's Eastern Industrial Seaboard, or anywhere in Southeast Asia, JacksonGrant is the best choice. Contact us today to get started with your search for elite executive candidates.

Our sector expertise

Our hiring process

Stage 1

Our expert consultants align with you to define the profile of your ideal candidate, focusing on the job specification, key competencies and success criteria. Then we compare your requirements to the current market, putting together a list of potential candidates to target. By looking at the technical skill sets you need from your executives, the resilience, leadership and culture you're looking for we ensure we only present you with executive candidates that truly meet your needs.

Stage 2

After providing you with an update on our initial candidate dialogues we put together a shortlist of high-calibre candidates that meet your specifications using rigorous assessments and cutting-edge technology. The quality of our selection process and the detail of our screening ensures this is an efficient and thorough process for you. We also structure and oversee the interview and referencing process.

Stage 3

Finally, we provide detailed candidate reports based on an analysis of professionalism and personality that allow you to make your final candidate selection. We assist you in putting together an attractive remuneration package. Our assistance continues post-hire through comprehensive onboarding coaching so your new hire can acclimate to their new role and you see productivity from the get go.

Matching you with the perfect talent

As a leading technical recruitment agency in Thailand, we can match you with executive talent across the manufacturing, logistics, life sciences, infrastructure, and digital manufacturing industries. Discover top calibre executives with the skills and leadership abilities you need to succeed. Trust JacksonGrant to find your company's next generation of leaders.

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Rhenus Logistics Co., Ltd.

JacksonGrant understands the logistics business. The company’s excellent network and consultative approach has ensured it is a vital business partner for our growth in Thailand & SE Asia. JacksonGrant’s groundbreaking RaaS solution has revolutionised our talent acquisition strategy. Having ongoing access to the full range of the JacksonGrant team’s experience means we can always get the right solution.

East-West Seed International Limited

I have been working with JacksonGrant both as a candidate and a client.

JacksonGrant has a distinctive approach to executive search: they strive to understand both the client’s and candidates’ cultures, expectations and motivations by establishing a close personal relationship with all parties. JacksonGrant genuinely cares for a mutually beneficial outcome. Besides, I was personally always impressed by the follow up post placement. I warmly recommend JacksonGrant as a very reliable and professional partner in executive search.

Cushman & Wakefield Services (Thailand) Co., Ltd.

Since becoming our approved recruitment partner, JacksonGrant has has consistently impressed me with their holistic approach to recruitment and HR support. The consultants are always quick to respond and their specialist understanding of our industry ensures we were able to quickly hire candidates with the right fit for our business. JacksonGrant ask the right questions and look to add value at every stage of the process.

It is my pleasure to recommend JacksonGrant to any company looking for professional recruitment support in Thailand.

Lumentum International (Thailand) Co., Ltd.

As our company grows in Asia and especially in Thailand, it has been a true customer experience to work with JacksonGrant whilst going through the process of searching, filtering and appointing a senior executive.

JacksonGrant was able to quickly understand our needs very precisely, mainly because of their experience and practical understanding of the roles. We have a very successful partnership with JacksonGrant on all our professional opportunities in line with our strategy of growth.

JacksonGrant is able to take a lot of the heavy lifting from our shoulders to allow us to focus on the needs of the business in order to get the right mix of talent either locally or from their worldwide network.

As we move forward in our growth model, JacksonGrant will be in step with us, advising and supporting our challenges in executive recruitment.

Stanley Black & Decker Inc

JacksonGrant has helped Stanley Black & Decker fill several key engineering positions in Thailand over the last few years. JacksonGrant’s attention to detail, their understanding of our business needs and their access to excellent candidates has made them a key partner to the development and growth of our business.

DB Schenker

I have worked with JacksonGrant for a number of years and during this time they have successfully identified several key people for our company from middle management to executive Country & Cluster leadership

As one of the leading global logistics providers, we require employees with a combination of multicultural skillsets, languages and attitudes. JacksonGrant’s network of local Thai and expatriate logistics professionals in SE Asia is exceptional and allows them to access candidates with specific technical skillsets when required. They are experts in their field and this market knowledge empowers their recruitment support.

JacksonGrant has a very personal and friendly approach to business and offer a supportive, motivating and highly professional service. I would have no hesitation in recommending them to others looking for recruitment support.

Datapath Ltd

We have worked with JacksonGrant for recruiting senior sales roles to cover Southeast Asia, our engagements are always smoothly and successfully executed.

On each occasion, JacksonGrant impressed us with their responsiveness, professionalism, speed, pragmatism, transparency, and general ‘ease of working together’ throughout the process – from understanding our business and our target candidate profile, identifying and introducing appropriate candidates, arranging interviews and ‘backchannel’ liaising with candidates, and appropriately advising on expectations and next best steps. 

I would not hesitate to work with JacksonGrant for any future recruitment needs, and can confidently recommend JacksonGrant to anyone seeking recruitment services in the region.

KSB Pumps CO. Ltd.

I have worked with JacksonGrant for over eight years, whilst leading two different technology companies. Throughout this time, JacksonGrant has demonstrated experience and domain knowledge from support staff to front line technical and commercial leadership. We look forward to continuing a long-term partnership with JacksonGrant.

Diversey Holdings, Ltd.

When operating in the Thailand job market with 0.5% unemployment rates and millennials dominating the work space, having a reliable recruitment partner is paramount to the success of any business. That’s what we found in JacksonGrant. 

JacksonGrant spent time understanding the nuances of our business and the requirements for each job and they were able to provide us with good quality candidates, almost instantly. This is especially true for mid to senior level jobs. It’s a pleasure working with this team that blossoms everyday under Richard’s leadership.

DB Schenker
Rhenus Logistics
Schneider Electric

Submit A Vacancy With Us:

Your JacksonGrant consultant will spend time understanding your unique business requirements to ensure we only shortlist candidates who we believe to be perfect for your role. Through tested methodologies, interviews, and assessments we identify talented executives who will drive your business forward.

  • Our executive search consultants have access to:In-depth industry experience
  • Extensive in-house database of executive candidates
  • Wide-ranging local networks

Hiring advice and insights

Dawn of a New Day - What Economic Policies Can We Expect from Thailand’s New Government?
Dawn of a New Day - What Economic Policies Can We Expect from Thailand’s New Government?

Thailand’s new government took office this month. Prime Minister Srettha Thavisin, a real-estate tycoon, says revitalising the economy is his top priority. He faces a big challenge. The new administration’s economic stimulus strategies will have an immediate impact on the Thai economy – and recruitment. Open the Floodgates: The Logjam Is Cleared It took more than three months of contentious post-election negotiations to form the ruling coalition. During that period of uncertainty, a lot of investment and hiring decisions were paused. Now that the PM and Cabinet ministers have been sworn in, the private sector can implement plans for the near- and mid-term future with greater clarity. Almost immediately after the new government was announced, we’ve seen a significant increase in requests for new hires from our multinational clients. Spearheading the push to attract more international investment, PM Srettha courted executives from Microsoft, Google, Goldman Sachs, Tesla, and Estee Lauder during his trip to the USA last week. Economic Headwinds Once celebrated as the economic ‘Tiger of Southeast Asia,’ Thailand’s GDP growth rate is now lagging behind its ASEAN neighbours. GDP grew by 2.6% last year, according to the World Bank. By comparison, Malaysia’s 2002 GDP growth rate was 8.7%; Vietnam’s was 8%; the Philippines 7.6%). PM Srettha is under pressure to increase GDP growth and boost exports, a mainstay of the Thai economy. The new government is expected to introduce improved incentives for EV manufacturing and other high-tech industries. Exports to China in Focus Export volumes to China have been dented, as Beijing tweaks their supply chain for greater self-sufficiency. China’s new strategic direction is impacting Thailand’s exports. To cite just one example of these impacts: Thai shrimp producers are feeling the pain worse than most. China’s leadership has built up a two-year stockpile of shrimp – a protein source that is popular and easy to freeze, dry, and store. As a result, demand is softening, and the price of shrimp has dropped precipitously during the past two years. Thailand’s economic advisors are keenly aware of this issue – in one of his first moves as PM, Srettha travelled to Samut Sakhon to meet with shrimp producers. Key Policy Initiatives – EV Manufacturing, Full Steam Ahead! Thailand was one of the first ASEAN countries to offer subsidies and incentives for EV manufacturers and suppliers, putting the kingdom at the forefront of electric vehicle production in the region. Thailand has consolidated its position as ASEAN’s EV industrial hub, attracting leading Chinese car manufacturers like SAIC, Great Wall, BYD, Hozon, Changan, and GAC Aion to establish operations here. Chinese EV manufacturers were among the first to take advantage of the government’s generous subsidies, and enjoy a competitive advantage. Last week while travelling in the USA, Srettha spoke with Tesla brass, including boss Elon Musk, via videocall to sell the global automaker on Thailand’s incentives package for manufacturing infrastructure. According to a Thai government statement, Tesla reportedly sees “Thai human capital” as “suitable for investment.” As part of the government’s aggressive push to make Thailand the preeminent hub for EV manufacturing, the previous administration set a goal for EVs to constitute 50% of domestically produced vehicles by 2030. Nearly 10% of new vehicles sold in Thailand during the first half of 2023 were EVs. Thailand Automotive Institute expects EV sales to reach 50,000 units this year from 20,000 in the previous year. Current subsidies amount to around 70,000-150,000 baht per vehicle. When PM Srettha’s administration rolls out their new EV manufacturing incentives package, it will likely pave the way for EV suppliers and manufacturers to further ramp up their presence in Thailand. Some Chinese manufacturers are already moving full steam ahead with existing plans to ramp up EV-manufacturing operations in Thailand. BYD is investing nearly $500 million in Thailand to build a new factory that will produce 150,000 EVs for export starting in 2024. Thai EV buyers comprised 24% of BYD's overseas sales in the second quarter, making it the company’s largest foreign market. In March, Hozon announced it would set up an ecological smart factory in Thailand. The factory will begin production in 2024 with a capacity of 100,000 cars per year in the first phase, doubling to 200,000 in the second phase. Waiting for the Next Round of EV Incentive Package Announcements Other companies are holding off on further investment, waiting with bated breath to see what subsidies the Thavisin government will offer to maintain Thailand’s regional EV manufacturing dominance. Industry Minister Pimphattra Wichaikul told the Bangkok Post she expects a National EV Policy Committee will be formed with the aim of introducing a new package of incentives before the end of the year. One proposal offers a subsidy of 24 billion baht to encourage local battery production, while imposing a tariff on imported cells. Ms Wichaikul has indicated that interdepartmental talks with the Ministry of Energy may bear fruit in this regard. If the Energy Ministry and other agencies can agree on concessions for charging stations, for example, EV growth could really take off. Limited infrastructure is the main reason why there aren’t enough EVs on the road in Thailand, and the main challenge to the government meeting its EV sales and production targets. The Need for Greater SME Stimulus Ms Wichaikul has also, quite rightly in my opinion, expressed the need for greater support of Thailand’s small- and medium-sized businesses. Inflation has driven up operating costs, credit is harder to obtain, and many smaller enterprises are still struggling to recover from the effects of the covid pandemic. Small businesses are a critical engine of Thailand’s economy. Increasing access to funding for SMEs and making it easier for ordinary people to start new businesses will help generate GDP growth more than cash handouts. We should not focus exclusively on attracting investment from big multinationals; Thailand needs to cultivate entrepreneurship and innovation, which are the foundation for a healthy business environment. Potential Impacts on Business Leadership and Executive Recruitment With the changing of the guard in Bangkok finally taking effect after a long delay, the new administration understandably feels a sense of urgency to jump start the Thai economy, especially the EV manufacturing sector. In September and October many MNCs will be planning their budgets and operational strategies for 2024. The shifting political landscape may well become a factor in deciding on who will occupy top levels of leadership moving forward. When the covid pandemic put the brakes on the global economy, corporate leadership was necessarily preoccupied with survival and financial sustainability. But now that we’ve emerged from the covid-induced slowdown, organisational strategy likely will focus more on growth, increasing competitiveness, and gaining market share, rather than simply keeping the business afloat. This shift in focus and global dynamics may well necessitate changes in corporate leadership, a pivot to personnel who are better equipped to facilitate accelerated growth at the global and regional level. If we are prioritising growth, rather than navigating a crisis, a different set of attributes are preferred: MNCs will be looking for leadership who are quick decision-makers, who can enable decentralisation and delegate authority to make companies more agile and competitive. Given the transformative nature of the manufacturing industry, with the constant introduction of new technology, and new products, I see a greater need for dynamic, more assertive leadership: Executives who are more comfortable operating in an ambiguous environment. Thailand is a different, and in many ways more difficult place to conduct business than Europe: critical decisions sometimes must be made with limited information and less long-term clarity, and not every leader is capable of that. Sectors in Focus The majority of advanced tech and manufacturing jobs are concentrated in the industrial Eastern Seaboard of Thailand. A significant amount are located in Ayutthaya and Pathum Thani as well, provinces north of Bangkok that constitute ‘the electronics heartlands’ of the kingdom. Before the pandemic struck, the Office of National Higher Education Science Research and Innovation Policy Council projected a need to recruit around 60,000 professionals for aviation and logistics, automotive, robotics, AI, defence and security roles between 2020 and 2024. These targets have not been met, in part due to disruptions from the pandemic, but also because of an ongoing shortfall in domestic talent supply that has not been fully addressed. This lends perhaps more impetus to changes in leadership. As organisations survey the rapidly evolving marketplace, they need to ask: How will we adapt? Do we need to change course? Can the skill sets we need for a more bold approach be trained? Do we promote from within, or is it necessary to import fresh talent? If your organisation is searching for the right solutions to these challenges, JacksonGrant is here to help. Reach out to us today. Click

Crafting an Irresistible EVP: Attracting Top Talent in Manufacturing & Logistics
Crafting an Irresistible EVP: Attracting Top Talent in Manufacturing & Logistics

Thailand’s manufacturing and logistics industries are promising areas for investment, despite a slowing economy. Global firms manufacturing products from cars to electronics, and even biotechnology, have Thailand on their radar as they seek to diversify their supply networks, thanks to its infrastructure, location and relatively low costs. This increasing competition for talent has meant that businesses need to find new ways to set themselves apart to secure the best candidates. This is where a well-crafted Employee Value Proposition (EVP) can come in. By creating an EVP that appeals to manufacturing and logistics candidates you can make your business more attractive to top talent, helping you secure the skills you need for growth. What is an EVP and why is it important Your Employee Value Proposition (EVP) is the unique set of attributes, benefits, and values you’re your organisation offers to its employees in exchange for their skills, contributions, and commitment. It covers everything from compensation and benefits to career development opportunities, company culture, and work-life balance. In competitive industries like manufacturing and logistics, a tailored EVP distinguishes your company from others, making it more appealing to potential candidates but a well thought out EVP has many other benefits, including: • Attracting hard to find skillsBy meeting the specific motivations and aspirations employees in manufacturing and logistics you can attract individuals with the skills and expertise you need. • Improved retention and engagement When employees feel that their values align with the company's, they are more likely to stay committed and engaged. • Cost savingsA strong EVP can reduce recruitment costs as you'll be able to retain employees for longer periods, reducing the need for constant hiring and training. • Enhanced company cultureAn EVP is part of your workplace culture. Crafting an EVP that aligns with the values and aspirations of your workforce, leads to a more harmonious and productive work environment. • Improved performanceEmployees who resonate with the company's EVP are likely to be more motivated and productive, contributing positively to the company's overall performance. Creating a compelling EVP that resonates When thinking about creating your EVP you should consider the following: 1. Understanding your company and your competitorsUnderstanding your own company and competitors is the first step in crafting an effective EVP. Identifying your unique selling points (USPs) helps you pinpoint what makes your company stand out. By recognising these strengths, you can use them in your EVP to attract top talent. Conducting a competitive analysis of competitors' EVPs allows you to identify gaps where your company can offer something unique that competitors don't, and it helps you seize opportunities to enhance your EVP. 2. Understanding candidate motivationsTo achieve an EVP that resonates with manufacturing and logistic professionals you should start by profiling candidates to discern their career aspirations and goals. This insight enables you to build an EVP that aligns with what potential employees are seeking, whether it's career advancement, skill development, or a specific work environment. Alongside candidate goals you should consider external factors shaping candidate choices. Factors like economic conditions, in-demand skills, and interest from multinational corporations can significantly influence job seekers. By including responses to both you can create an EVP that not only addresses individual desires but that reflects the broader industry landscape, making it more appealing and relevant to potential hires. 3. What makes a “good” EVPClear and authentic messaging is crucial for a compelling EVP. It fosters trust through honesty and transparency showing candidates what they can truly expect when working with you. Making sure your company culture matches your EVP ensures that it's not just words on paper, but a genuine reflection of your workplace, enhancing its appeal and impact. Benefits to consider include: o Competitive salary and benefits packageso Unique perks relevant to the industryo Opportunities for growth and advancemento Training and skill development programso Flexible scheduling and remote work optionso Employee wellness initiatives Choose those that best match your culture and candidate needs. 4. Communicating your EVPThere are many ways to communicate your EVP to candidates. Digital channels like your website and social media allow you to reach a broad audience, particularly tech-savvy candidates. Engaging with candidates on professional networks such as LinkedIn provides a platform for more targeted interactions within specific industries. And, by encouraging current employees to share their experiences on various platforms you can convey authenticity and relatability to potential hires. Involving employees in the EVP promotion process gives them a sense of ownership and enthusiasm, reinforcing the message organically within the company and making it more compelling for external audiences. This approach can help improve your recruitment and your retention. o Measuring the Impact of Your EVPMeasuring the impact of your EVP is an important step. There are several metrics you can track such as: o Application rates and candidate quality - these metrics assess how effectively your EVP is attracting potential hires and whether they align with your desired standards o Employee retention rates - tracking this allows you to evaluate whether your EVP not only attracts but also retains talent o Feedback from candidates - offers valuable insights into how well your EVP resonates with them and where improvements are needed. By making enhancements based on this information, you can fine-tune your EVP, ensuring it continues to meet the evolving needs of both your organization and prospective employees, ultimately improving your recruitment efforts. Developing your Employee Value Proposition (EVP) for not only makes it easier to attract top manufacturing and logistics talent, but enhances retention, reducing recruitment costs. This tailored approach fosters a culture that resonates with employees, positively impacting performance, and overall business success. Ultimately, it positions your business as an employer of choice in these competitive markets. As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements

Navigating Talent Acquisition Challenges in the Manufacturing and Supply Chain Industry
Navigating Talent Acquisition Challenges in the Manufacturing and Supply Chain Industry

Thailand and the Asia-Pacific Region occupy an increasingly strategic position in the global manufacturing and supply chain industries. With big names such as Apple and HP looking to diversify their supply chains and shift production to Thailand, and other industries like EV automotive manufacturing making big investments in the region the country is poised to take centre stage. But Thailand’s emerging importance in the manufacturing and global supply chain industries and growth potential is not without its challenges. Particularly in the face of a looming economic slowdown. 3 talent acquisition challenges in the manufacturing and supply chain industries At Jackson Grant, our experts are keeping a keen eye on the evolving landscape of talent acquisition in the manufacturing and supply chain industries across Thailand and the broader Asia-Pacific region. Companies face an array of unique challenges, the most pressing being: 1. The need for specialised skillsCutting-edge technologies such as additive manufacturing, machine learning and the Industrial Internet of Things (IIoT) are changing the face of manufacturing and supply chain industries. These innovations require a workforce equipped with specialised skills, ranging from 3D printing expertise to data analytics and AI-driven supply chain optimisation. Other skills are also in high demand. As multinational companies establish themselves in Thailand and the broader Asia-Pacific region, the demand for candidates with strong English skills has soared. However, sourcing and attracting candidates with these highly sought-after skills poses a challenge. Both the manufacturing and supply chain industries are experiencing a skills gap. Where demand for candidates with the right skill sets far outstrips supply. Governments and businesses need to find innovative solutions to this problem including upskilling, global talent sourcing and developing a sustainable talent pipeline. 2. The Battle for Top TalentThe scarcity of key skills has led to intense competition between businesses for top talent in the industry. In this highly competitive landscape, attracting and retaining skilled professionals has become a formidable challenge. Companies that struggle to secure the best talent face a range of consequences. First and foremost, they may experience a lack of innovation and poor growth. Secondly as competitors offer higher salaries to tempt employees away, the costs of employee turnover can be staggering. Both in terms of recruitment expenses and the loss of institutional knowledge. Finally, a workforce that lacks the necessary skills can lead to inefficiencies, errors, and missed opportunities, affecting the bottom line, and jeopardising long-term success. 3. Navigating Market TrendsRecent market trends have the power to affect talent acquisition in the manufacturing and supply chain industry significantly. As we’ve seen the adoption of new technologies has accelerated the demand for talent with expertise in these areas. Sustainability concerns have also shifted the landscape, with businesses looking for candidates with knowledge of supply chain transparency, and green logistics. Most importantly recent global trade dynamics, particularly the ongoing economic slowdown and threat of recession have caused businesses to be more strategic about workforce planning and retention and to look for ways to make their recruitment more cost-effective and efficient. It has also caused candidates to be more careful in their decisions to move roles adding to the ongoing talent shortage. How our expertise can help your business overcome today’s talent acquisition challenges At Jackson Grant our leadership team has decades of experience of the labour market in Thailand as well extensive industry specific knowledge that makes us the leading recruiter for the manufacturing and technological industries in the region. We help businesses across the manufacturing and supply chain sectors, like yours, overcome talent acquisition challenges through: 1. A deep understanding of the local and regional job marketsThis insight empowers your business to compete more effectively for talent by identifying and capitalising on unique regional strengths and weaknesses. With this knowledge we help you adapt your recruitment strategies in real-time, staying agile and responsive to market changes, local trends, salary expectations, and emerging skill requirements. Allowing you to source, attract and retain the key talent you need to drive innovation and growth. 2. Tailored recruitment solutions Aligning talent acquisition with your business goals is paramount for sustainable success. By closely collaborating with your businesses, we ensure that every hire contributes directly to your growth and strategic vision. Our approach tailor’s recruitment strategies to meet your unique objectives. It integrates all aspects of the recruitment process, from sourcing to onboarding, optimising hiring lead-times, and enhancing efficiency. This not only accelerates time-to-fill but also significantly reduces costs associated with prolonged vacancies and high turnover rates. 3. Building partnerships for long-term successBuilding an enduring relationship with your RPO (Recruitment Process Outsourcing) partners is important in overcoming talent acquisition challenges. Long-term partnerships help us develop a profound understanding of your company's culture, values, and evolving talent needs. This enables us to provide more targeted and effective recruitment solutions, reducing time-to-hire and enhancing candidate quality. The ongoing relationship helps with proactive workforce planning, allowing you to stay ahead of industry shifts and market trends. As Thailand's leading manufacturing and supply chain recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements.

JacksonGrant Embarks On New Talent Acquisition Partnership With East-West Seed
JacksonGrant Embarks On New Talent Acquisition Partnership With East-West Seed

Thailand's leading technical recruitment agency announces new Recruitment as a Service project with Southeast Asia's No.1 tropical vegetable seed company. JacksonGrant is truly delighted to announce a new project partnership with East West Seed International , one of the most trusted tropical vegetable seed companies in the world with international headquarters based in Thailand. Since 1982 East-West Seed has been on a mission to provide seeds and services that improve the lives of farmers and promote sustainable farming and business practices globally. Founded by Simon N. Groot the winner of the 2019 World Food Prize, known as the ‘Nobel Prize for Food’, the work of East-West Seed has invigorated the tropical seed industry in Southeast Asia and beyond. Through its support of smallholder farmers and the development of both rural and urban markets for vegetable crops, East-West Seed made nutritious vegetables more affordable and transformed the lives of 20 million farmers every year. Our innovative Recruitment as a Service model (RaaS) takes the best elements of RPO and combines it with the essentials from other recruitment models, such as Project Recruitment and Executive Search. Giving our partners, like East-West Seed, access to a fully integrated, sustainable, and holistic talent acquisition solution which can be customised to suit the unique needs of any business. JacksonGrant’s RaaS model offers exceptional benefits for businesses looking to attract high-quality talent quickly and effectively including: Lower hiring costs Tap into our RaaS knowledge and expertise to reduce the time and resources you spend sourcing, screening, and assessing candidates. And because we recommend the most effective recruitment channels for your needs you can significantly reduce your advertising and sourcing costs. Better quality of hires A customised recruitment strategy designed around a deeper insight into your company requirements, values, and culture ensures that only candidates who are the best fit, not just an experience match are presented for consideration. Optimised recruitment processes Throughout your RaaS partnership, our expert consultants are continuously working to refine and improve your recruitment efforts and achieve better hiring outcomes for your business. The market doesn’t stand still, and neither do we. Access to reporting and analytics tools Better reporting and analytics tools ensure you always have access to key information, such as time-to-fill, cost-per-hire, and quality-of-hire. Meaning the decisions you take about your talent acquisition and recruitment will be driven by data, not intuition. Ability to scale to your needs RaaS is endlessly flexible. We scale and adapt easily to meet your recruitment needs, respond to changes in demand or improve your access to specialised expertise meaning you are only ever paying for the support you really need. Unlike other RPO recruitment agencies, JacksonGrant's unique RaaS model helps you integrate all aspects of your recruitment process. Resulting in high rates of candidate engagement, optimised lead times and long-lasting placements. But more importantly, reducing the time lost to repetitive administrative processes. Giving your HR teams back their valuable time to focus on strategic value-add activities, while keeping your recruitment costs low. About JacksonGrant JacksonGrant is Thailand’s leading recruitment specialist with extensive experience in supporting companies and candidates in Thailand's booming manufacturing and supply chain sectors. Whether you are a local business looking to engage skilled candidates or an international business expanding into the Thai market, we can find high-quality candidates who are knowledgeable in international and local engineering, supply chain, manufacturing, infrastructure, life sciences and the digital & technology industries. For more information or to arrange an interview with a spokesperson from JacksonGrant, please contact us via : support@jacksongrant.io

How can you increase your talent retention?
How can you increase your talent retention?

Thai companies have been grappling with significant challenges in retaining their top talent. Amidst the rapid advancements in new technologies and the transition towards Industry 4.0, employers are facing a mounting struggle to keep skilled professionals engaged and committed to their organisations. Talent shortages across various industries further compounds the issue, as skilled professionals are in high demand and new opportunities to grow and develop that offer better benefits could tempt them to move roles. In fact, one study predicts up to 90% of Thai workers could be looking to change roles in the next 6 months. As the business landscape evolves, knowing how to implement innovative retention strategies and make new technologies work for you in this space is essential for business leaders seeking to secure your workforce's loyalty and maintain a competitive edge. Why talent retention is so important Talent retention is not only a fundamental part of creating positive work culture that keeps employees satisfied but also a critical driver of organisational success and long-term growth. By prioritising the retention of top-performing employees, you take actions that create a stable and engaged workforce, who are more productive, innovative, and efficient. Strong talent retention also plays an important role in building a sustainable talent pipeline, positively influencing your wider recruitment efforts. • Reduce recruitment costs• Maintain knowledge base• Increase productivity• Improve team cohesion• Create more engaged, happier workforce• Improve your overall employer brand 7 talent retention strategies that get results To improve retention rates and foster employee loyalty in your workplace, you can implement the following strategies into your wider people management processes: 1. Offer Competitive Compensation and BenefitsEnsure that your employees are paid competitively and receive attractive benefits packages. Salary isn't the only factor, but it's a significant one. Conduct regular market research to stay updated on industry salary standards and adjust your compensation packages accordingly. Providing perks like health insurance, retirement plans, paid time off, and professional development opportunities can set you apart but one way to enhance their impact is to ensure that you are providing benefits that your workforce really wants. Make sure you ask your current and potential employees what perks they consider to be most attractive. 2. Create a Positive Work EnvironmentBuilding a positive environment is a process. But when done well it keeps employees satisfied and loyal. You can take steps to build a supportive and positive culture by encouraging open communication, collaboration, recognising employee efforts, and promoting work-life balance. Clearly communicate the company's mission, vision, and values, and ensure that they are reflected in everyday practices and decision-making. When employee’s see leadership taking steps to build a better culture, they feel able to do so as well, and feel more valued as a result. 3. Career Growth and DevelopmentEmployees are more likely to stay with a company if they see a clear path for career growth and development. Provide training programs, mentorship opportunities, and support for professional certifications. Regularly discuss career goals with your employees and offer them a chance to take on new challenges and responsibilities within the organisation. 4. Promote Work-Life BalanceBurnout is a leading cause of employee turnover. A recent survey by Mahidol University found that 57% of workers in Thailand are at risk of burnout. Stressed workers are likely to look for roles that offer better balance or start ‘quiet quitting,’ which can negatively affect productivity. Encourage a healthy work-life balance by setting reasonable work hours, offering flexible schedules, and providing resources for stress management and wellness programs. Show genuine concern for employees' well-being and mental health. 5. Recognise and Reward PerformanceAcknowledge and reward exceptional performance. Recognition can be in the form of verbal praise, awards, bonuses, or even promotions. When employees feel valued and appreciated for their hard work, they are more likely to stay committed to the organisation. 6. Regular Feedback and Employee SurveysCreate opportunities for open feedback and two-way communication between management and employees. Conduct regular employee surveys to understand their concerns, needs, and suggestions. Use the feedback to make improvements and show your employees that their opinions are valued. 7. Using new technologiesTechnology can support talent retention in several ways. Data-driven insights produced through workforce and recruitment analytics can identify patterns and risks so you can address retention challenges proactively. E-learning platforms and digital tools can support learning and career development and employee engagement platforms can help make feedback and recognition straightforward. You can even use technology like wellness apps to promote employee well-being and work-life balance, reducing burnout. Technology-driven strategies create a more engaging work environment, leading to better talent retention outcomes. How an RPO partner can help improve your talent retention Recruitment is just one aspect of attracting and retaining skilled professionals and building a talent pool that will support your organisation’s long-term growth and success. An RPO partner like JacksonGrant can offer comprehensive solutions to help you address the challenges of talent retention. Using our expertise in recruitment process outsourcing, we streamline the hiring process, identify new talent pools, and assist you in implementing tailored retention strategies and data-driven insights, designed for your business. By partnering with JacksonGrant, your company can strengthen its employer brand, enhance employee engagement, and position itself as an employer of choice, fostering a sustainable talent pipeline for future success. As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements.

How can you use workforce analytics to improve your recruiting?
How can you use workforce analytics to improve your recruiting?

Effective recruitment lies at the heart of driving business success, as the ability to attract and retain top talent directly impacts an organization's growth and competitiveness. In the dynamic landscape of the Asia-Pacific region, where businesses operate in diverse markets and compete for a limited pool of skilled professionals, the role of workforce analytics in transforming recruitment processes has never been more critical. By leveraging specific metrics, such as time-to-fill, cost-per-hire, and quality of hire, HR professionals and business leaders can gain valuable insights to improve attraction strategies, enhance retention efforts, optimise cost management, and ultimately achieve better recruiting outcomes. Explore the transformative power of workforce analytics and learn how data-driven approaches can unlock the full potential of your recruitment below. Understanding workforce analytics and recruitment metrics Recruitment metrics are specific data points that measure the effectiveness and efficiency of the hiring process. These metrics can be used in many ways to improve your recruitment processes and help you make better hiring decisions. Key recruitment metrics that can be analysed include: • Time-to-FillMeasures the overall efficiency of the hiring process helping you to minimise potential revenue loss due to prolonged vacancies. • Cost-Per-HireProvides insight into the cost of acquiring new talent giving you greater control over your recruitment budget. • Quality of HireAssesses the overall impact and performance of newly hired employees, showing how good your hiring process is at securing candidates with the right skills who also align with your culture, values, and goals. • Applicant Sources and Channel EffectivenessProvides crucial data on the origin of candidates and the performance of different sourcing channels. • Candidate ExperienceGauges the overall satisfaction and impression candidates have of the hiring process, directly influencing employer branding and reputation. 5 ways workforce analytics can improve your recruitment Workforce analytics works by taking those metrics and using the data provided to give you insights into how well your recruitment process works. Those insights can then be used to help you improve and streamline your hiring by: 1. Identifying effective sourcing channelsBy analysing historical data, you can determine which platforms or channels have yielded the highest-quality candidates and optimal conversion rates in the past. This data-driven approach enables you to allocate your resources more efficiently and invest in channels that produce the best results. Workforce analytics can also help make your sourcing more effective. Allowing you to create targeted job advertisements tailored to specific candidate preferences and characteristics, resulting in improved attraction and engagement. 2. Measuring candidate engagement Through data-driven tools and metrics, you can easily track candidates' interactions with your recruitment process, including website visits, application progress, and response times. These insights enable you to identify bottlenecks and points of friction, streamlining the candidate journey for a more seamless experience. Analytics can even help gauge candidates' sentiment and feedback, providing valuable information to enhance communication and responsiveness. By using workforce analytics in this way, you can foster stronger candidate engagement and build a positive employer brand that appeals to top talent. 3. Lowering recruitment costsIn today’s climate getting the most from your resources is paramount. You can use workforce analysis to focus your efforts on channels that yield the best results, reducing unnecessary expenses. Reducing time-to-fill is another key aspect of reducing costs, as prolonged vacancies increase cost-per-hire. Analytics help pinpoint bottlenecks and streamline the hiring process, reducing time-to-fill and associated expenses. Finally, using data insights to optimise your recruitment budget allows for smarter allocation of funds. Maximizing the impact of every recruiting dollar spent. Leveraging workforce analytics in these ways helps you achieve significant cost savings while maintaining the quality of your hiring efforts. 4. Improving retentionYou can use workforce analytics to go beyond simply identifying the factors that influence. turnover such as low engagement, inadequate career growth opportunities, or issues with management. Analysis of those metrics allow you to take targeted actions to address these specific pain points proactively. But they also allow you to forecast potential retention risks among employees. Armed with this information you can take preventative measures, such as implementing targeted retention initiatives, offering competitive compensation packages, and creating a positive work environment to reduce the likelihood of losing valuable talent. Used properly workforce analytics can also be used to implement personalised employee development plans. By analysing individual performance data, skill sets, and career aspirations, you can create tailored growth opportunities for your employees. This data-driven approach not only fosters job satisfaction but also aligns employees' personal and professional goals with the organization's objectives. Making employees feel valued and encouraging talent to stick with you, long-term. 5. Driving better recruitment outcomesAnalytics can significantly enhance recruitment outcomes and result in better hires. To achieve this, businesses must align recruitment metrics with their organisational goals, ensuring that the hiring process focuses on specific skills and qualities that drive success within the company. Data can also play a critical role in making informed decisions during recruitment. By analysing candidate information, performance data, and historical hiring trends, you can identify the most suitable candidates and assess their potential for long-term success. Overcoming challenges to adopting workforce analytics Successfully implementing a data-driven approach to recruitment can be challenging, especially if you haven’t invested in workforce analytics before. Some common barriers to implementing workforce analytics in recruitment include: • Data AccessibilityDifficulty in accessing and aggregating relevant workforce data from disparate sources can hinder the analysis process. • Lack of Skills and ExpertiseHR professionals may lack the necessary data analysis skills to effectively interpret and use the data. • Resistance to ChangeExisting recruitment practices and traditional mindsets may resist adopting data-driven approaches. However, a recruitment partner like JacksonGrant can help you navigate these challenges by providing expertise in data analytics, HR technology, and tailored strategies to optimise your recruitment processes such as: • Providing training and upskilling opportunities to HR teams in data analysis and interpretation. • Gaining support from top management to encourage a data-driven culture and investment in analytics. • Investing in advanced HR technology and analytics tools to streamline data processing and analysis. 70% of businesses are already investing in workforce analytics for HR and recruitment. With our assistance, you too can harness power of workforce analytics to make better hiring decisions and achieve recruitment success. As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements.