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JacksonGrant Special Projects: Management Trainee Recruitment
When clients are faced with a unique HR challenge that requires special expertise, it’s my job to find a solution.Recently, one of our most important clients needed help finding talented young professionals for their management trainee programme. It was a big assignment, and a difficult one: we were asked to find 100 promising trainees with management potential – and we had only two months to do it.A High-Priority Project, for a High-Profile ClientThe client is a global food retailer and wholesale F&B distributor, a household brand recognised around the world. JacksonGrant enjoys a very close and trusted relationship with this client. We have an exclusive agreement to do all their recruiting in Thailand. Because this is such a valuable client, I was feeling the pressure to succeed!First Step: Build A Talent PoolThe client wanted management trainee candidates under 26 years old, with a university education. They could be based anywhere in Thailand. To be considered, candidates must be able to work upcountry and be willing to travel up to six days per week. I assigned five junior JacksonGrant recruiters to work on this project as a team. We started our search by looking for recent graduates with no more than four years of experience. We had to identify candidates with clear management potential. Casting a Wide Net My team started gathering resumes for the talent pool with an intensive social media search, using apps like LinkedIn, JobsDB, JobtopGun, and JobThai. We posted advertisements, and pulled resumes from electronic databases. Soon we had a pile of CVs from 2,000 candidates. To narrow it down, we spoke personally to everyone on the list. Each recruiter on my team made 50 phone calls per day for an entire week. After these preliminary interviews, 1,200 candidates made it through to the testing phase of the selection process. Testing & EvaluationBefore management trainee candidates could be interviewed by the client, they must first pass an online aptitude test and a psychological profile evaluation. We needed to find trainees who met the client’s criteria for technical knowledge and education. Successful candidates also needed to fit a certain psychological profile, because the trainees would be groomed for management positions in the future. Our client needed us to identify young people who would be likely to stay with the company for the long-term, to make it worth the significant investment in their training and development. Only 30 percent of the 1,200 candidates passed the aptitude test and psychological evaluation. Around 400 trainee candidates made it though to the client interview stage of the process.InterviewsNow we had a short list of 400 candidates who met the client’s management training programme criteria. These short-listed candidates were invited to the client’s HR assessment centre. They spent a day participating in group sessions and work project simulations, to evaluate their problem-solving abilities and leadership potential, and observe how they work as a team.The trainee candidates who passed the client’s HR assessment made it to the final cut: the client interview. The client’s HR team and senior management conducted final interviews to identify the best leaders, who also possess entrepreneurship qualities, and the right attitude to fit in with the company’s culture. The final decisions were made by senior management. Mission AccomplishedI was really proud to lead my team through this project to a successful conclusion. It was a big challenge, with high stakes. We spent two months working very closely together on this project; my team is more close-knit and efficient now. It was great experience for my junior recruiters.Evaluating who will be a prospective long-term employee, with management potential is rigorous and time-consuming. The selection process was very tough, and extremely thorough. Only the most dedicated, patient, determined candidates made it to the final cut. It was not easy to find candidates who could pass the initial screening, so we had to continually widen the scope of our search.It is super-challenging to find the right psychological profile for a management trainee; because in today’s workplace, young people are not necessarily looking to stay at the same job for five-to-ten years, especially early in their careers. That was probably the most difficult part of this recruitment project.The successful candidates are now working with the company, training for a six-month trial period. If they are successful, they will be offered a full-time contract of employment. The management trainees start from zero, and work their way up, getting to know all the different roles that they will one day oversee as managers and executives.Job SatisfactionOur big client is happy with their trainees. We’ve received feedback that our candidates were of high quality, and they are doing well in their probationary period of training. They plan to continue this programme every year, with management trainees needed for logistics, engineering, and supply chain divisions. In fact, we’re already identifying candidates for the next management trainee programme. If you, or someone you know is interested, you may apply here or Management_trainee@jacksongrant.io Does your company have a recruitment challenge that is too big for your internal HR department to handle on their own? Let’s talk about how outsourcing your recruitment needs to JacksonGrant can be a win-win for everyone involved. Please feel free to me here or email me at firstname.lastname@example.orgView
How to recruit your leaders with ED&I in mind in engineering, manufacturing and supply chain
Equality, diversity and inclusion (ED&I) in business is a hot topic around the world. There are many advantages for your business in having a more diverse and inclusive workforce. Diverse businesses are more productive, more innovative, and ultimately more profitable. Being more inclusive can also help you attract and retain employees with sought-after skills and experience. But some industries are less diverse than others and some groups, particularly women, face difficulties in reaching senior leadership positions because of this in Thailand.There is good news! Thailand currently ranks 79th out of 146 countries in the World Economic Forum’s 2022 Gender Gap Report. In 2020 the WEF estimated that by the end of the year women would make up roughly 35% of top management positions in firms and 16% of representatives in parliament. Those figures have been supported by the fact that Thailand is now one of ten countries in East Asia and the Pacific which have seen an increase in the share of women in senior positions such as legislators, officials, and managers. Our own efforts have contributed significantly to this development as 52% of our placed candidates in 2022 were female.4 leadership hiring techniques to promote diversity when hiring in ThailandDeveloping strategies to improve equality, inclusion, and diversity in the ways we hire often leads to an increase in the numbers of diverse entry-level candidates. However, promoting diversity in leadership requires a unique approach.If we want to create equal-opportunity recruitment strategies for senior leadership positions, we need to create a workplace where highly-qualified candidates from diverse backgrounds want to develop and grow their careers. Here are four leadership hiring techniques you can employ:1. Make ED&I a company priorityPlacing ED&I strategies and initiatives at the core of your company values and mission is attractive to high-quality leadership candidates. A survey by the Boston Consulting Group found that South East Asian employees saw a correlation between diversity and competitiveness yet only 58% of those surveyed said that their employers had established formal diversity and inclusion programmes compared with 96% globally. Committing to making ED&I a priority, rewarding work on diversity initiatives, and communicating your commitment in your employer branding can position you as an employer that values inclusion.2. Encourage internal talentWhen a leadership position becomes available in an organisation the default choice can often be to hire an external candidate. However, that can lead to talented people within your company being overlooked for promotion despite possessing the skills and experience you need. Looking internally and even considering moving personnel horizontally from other teams and departments can be a cost-effective and efficient way to encourage diverse viewpoints and champion diverse talent. Putting in place mentorship programmes and offering leadership training to high-potential employees can help you nurture internal talent.3. Improve diversity in mid-level rolesTo ensure you have enough internal candidates available for leadership positions, it’s important to improve diversity when hiring lower down the ladder, particularly in mid-level roles. Unconscious bias, where hiring managers and interviewers form opinions about candidates based on their gender, ethnicity or age, can make the process unfair and result in your business missing out on talented individuals. Standardising your recruitment process for all roles, working to eliminate unconscious bias when hiring and considering accessibility and flexibility in your hiring process can help you attract diverse talent. Explore new talent pools and consider ways you can bring talent into the sector. For example, re-entry programmes can help women return to the workforce following maternity leave. Follow this diversity hiring checklist:Remove biased language from job descriptionsRethink what your ideal candidate looks likeUse blind recruitment methodsSeek out diverse candidates and talent poolsUse your employee networks for referralsOffer internships or mentorships to diverse groupsUse your employer brand to show the diversity of your organisation4. Develop a culture of inclusion A culture of inclusion goes a long way to increasing retention and, most importantly, encouraging diverse candidates to develop their career with you long enough to grow into leadership roles. 57% of employees would consider leaving their current employer to join a more inclusive organisation.Employee Resource Groups, mentorship schemes, re-entry programmes and other support systems can help you build inclusivity into the culture of your organisation. It can be important here to get feedback from your employees and respond to that feedback to improve inclusion efforts.Close the gender gap in manufacturing and supply chain leadership with JacksonGrantIf you are looking for help in promoting female leadership and in attracting and retaining diverse candidates, we can help. We specialise in finding exceptional talent for the manufacturing, engineering, and supply chain industries in Thailand and have the reach and network to source the right diversity of qualified candidates for your organisation.Set up a free consultation with one of our consultants or submit a vacancy today.View
New Year Reflections on the Recruitment Industry: How Much Has Really Changed?
At the beginning of a new year, we have a natural tendency to reflect on where we’ve been, where we’re at, and where we’re going.30 Years in the Recruiting BusinessI’ve been in the recruitment business for 30 years now; I started out in 1992.My first recruiting job was in the UK. I was assigned to work the IT sector. It was a run-of-the-mill agency that focused on permanent job recruitment. I went in with absolutely no experience. Those were the days before email, before the internet, when recruitment was done entirely over the phone and in-person. every person for themselvesIt was an aggressive, sales-driven office culture. We had stand-up desks, and it was a noisy, hectic, wide-open environment. It was every person for themselves, standing up all day shouting into the phone, except when you went to a private room to interview candidates. Success was based on your ability to forge and maintain strong relationships with clients and candidates. That remains the case today, despite all the changes we’ve experienced in technology and the global economy.The Telephone Era Back then we were on the phone all day (and night) because there was no other way to find stuff out. We spent all day talking to people – that was how we conducted research. You couldn’t log on to a computer and google the top 15 companies in a particular industry. The only way to get accurate information from reliable sources was by consulting with a small handful of people who had a unique industry perspective and inside information. Everything was analog. We’d sort through big files of CVs, page by page. It was a raw industry. There were no digital tools, no guidelines; you’d just do whatever you could with the resources at hand to close a deal.The Internet Disrupts Search and ResearchThe advent of the internet changed the search part of a recruiter’s job. The evolution of job boards and social media networks means we can now identify and profile candidates easily. Today, instead of barking on the phone, pacing back and forth, I see recruiters spending a lot of time seated at their desks, using their laptops electronic devices to look at databases and scroll through social media tools like Linkedin and job boards like JobsDB.com.Digital technology makes mass communication easy. With email and social network apps, it is no longer necessary to make 100 phone calls each day. The internet allows headhunters to recruit by remote. I spent six years of my career recruiting for jobs in Tokyo; all that time I was based in Bangkok. The More Things Change, the More they Stay the SameThere is no denying the massive benefits of internet technology. But strong relationship-building skills are still the hallmark of a successful recruiter.For example, if I do not understand my clients’ business and office culture intimately, I won’t be able to find a candidate who is the perfect fit.We’ve got to know our job candidates closely as well. When people change jobs, the decision generally has something to do with changes in their life situation: a child on the way, a move to another city, a divorce. A recruiter needs to understand this as well: sometimes it’s about more than just matching skillsets with a resume. Without a profound understanding of the people you are dealing with, it is very difficult to do a good job as a recruiter. It is not enough to just find somebody a job, or fill a position for your client. We need to find people the right jobs, so they can settle in and be happy long-term.Specialisation is a PrerequisiteNowadays, recruiters need to specialise in a particular industry sector. Because if you’re going to have a comprehensive understanding of your clients and candidates, you must understand their business – the trends, the technology, the jargon.For example, I need to know what companies across the logistics sector are doing, in order to help the companies I am working for in the most effective way. Likewise, I won’t have the gravitas required to earn a candidate’s trust if I am not also an expert in the field who can speak their language. The best candidates get approached form all directions now. There are so many recruiters buzzing in their ears, the only way I can stand out and get their attention is if I have real industry expertise. ESG: More Important Than EverThe competition to hire the most qualified, capable candidates is tight in today’s market. Elite candidates know this, and they are more discerning about what company’s they will consider working for.Take interviews, for example. Before, an interview was essentially one-way traffic: a company representative looks at a candidate’s resume, asks a series of questions. If the candidate gives satisfactory answers and is technically qualified, they’ll probably be offered the job.The balance of power has shifted recently. Now, interviews are just as much about the candidate asking questions of the employer as vice-versa.ESG issues have become important to job seekers, especially those who are in demand. If a recruiter wants to attract the best candidates in today’s market, they need to understand shape and flavour of the company they are recruiting for. To close a deal with mediocre talent, it often doesn’t take more than a modest salary raise. But if your client demands top talent, the office culture and company values must be a strong match: elite talent cares as much or more about ethics, diversity, and environmental standards, as the job description and salary.Reputation is KingAs a recruiter I need to be careful with the clients I represent: if I work for a company that has a reputation as a polluter, or as has a poor track record in terms of labour disputes, it reflects poorly on me. Reputation is king in this business.The reputation of a recruiter is important not only in terms of expert knowledge and industry specialization. We also need to know enough about the industry and the major players in the sector to know which companies are the best brands to work for. If I have a shoe store, I need to stock the best shoes, the most popular brands that people want to wear, the ones that represent a certain status, or lifestyle, or values. Similarly, as a recruiter, I need to partner with and represent great companies, if I want to succeed. Even with advanced technology, the reputation and character of the recruiter is often the most important element for closing a placement. The best candidates are only going to listen to an approach from a recruiter who is knowledgeable; who will take the time to understand and get to know them personally; who will talk sincerely, and help them find the best opportunities. The internet is a phenomenal resource. The benefits for doing business are undeniable. But it also generates a lot of noise that we struggle to cut through. Like any other business or shop with a presence on the internet, a recruiter needs to be perceived as having a unique brand. He or she must have excellent reviews and high ratings. When a candidate lands on your LinkedIn profile, they want to see that you are connected to the right people. Like everyone else in the information age, recruiters are under a microscope in a way they never used to be.In the old days, I simply needed to be as good a salesman as possible, and to get the best information available from industry sources. Now I need to be a marketeer, with a social media presence that builds my own unique brand. The Future of RecruitmentIf I can make one prediction about the future of the business, it is this: The days of contingency recruitment are numbered.Contingency recruitment does not suit the nature of the industry. It is unfairly priced for all parties involved. The average success rate for contingency recruiting is 20 percent. This makes contingency recruiting a free-for-all: the client ends up paying a big fee, because agencies price their commissions at high levels to make up for the majority of work done on placements that they ultimately do not get paid for.The contingency model at JacksonGrant is gradually being replaced by Recruitment as a Service (RaaS). RaaS is a subscription model that gives a company greater flexibility. For a monthly fee, clients can access the full breadth of an agency’s resources as they see fit. RaaS allows for a true partnership between recruiter and client, because the interests of both parties are more closely aligned.I see lots of recruitment companies around the globe shifting to RaaS. It is undoubtedly the future of recruitment. It benefits candidates, our clients pay less, and it encourages recruiters to develop expertise and specialisation to work more intimately with clients. This in turn leads to greater credibility with candidates. It is a win-win for everybody.If you’d like to learn more about how JacksonGrant’s RaaS subscription model can help your company attract the best talent, I’m happy to have that conversation: please reach out to me here.View
JacksonGrant Recruitment is not all Champagne and Roses
It is likely that this is the most honest and vulnerable article that I have or will ever write. Although many people have congratulated me on my success, it comes at a price, and I must make more sacrifices if I wish to develop further. After writing this I realise that: a) This is a pretty lengthy piece; and b) It will likely require a Part Two. For ease of reference, I have broken the article into the following sections:● Work-Life Balance● Winding Down● Relationship● Health ● Friendships● Imposter Syndrome and Self-Doubt● Management ● Disappointment● Self-Branding● Partnership● Candidate ManagementDeep breath, let's get started!Work-Life BalanceWhat's that! I honestly can't remember the last time I packed up at the end of the day and was able to relax. As well as living almost 50km from the office, I usually do recruitment work or respond to emails when I am at home. A successful recruitment consultant is not a 9-to-5 job in my opinion; if someone knows a way, please share with me. To then manage and lead a company, well there aren't enough hours in the day. I would advise those who wish to become recruiters to make sacrifices and add some time to their week outside of office hours when they are willing to do additional work. Although I cannot or would not force anyone to do this, I simply don't think you can be successful without putting in the extra effort. I must stress here: you can be successful working a 9-5, I just don’t know how. You also need to make time for face to face engagements with clients and candidates and this often has to be outside of office hours.Winding DownIt is often impossible for me to do this. At the end of the day there are so many balls to juggle my brain refuses to switch off and I struggle to sleep. It really is hard to let go. As I can't turn off my brain, I can't sleep as my mind is constantly thinking of things to do the next day.RelationshipI got married almost 3 years ago and whereas my wife and I are very happy there is an incredible strain on my relationship due to the business I am in. Luckily my wife is also a workaholic and often works 7 days a week. In fact, she makes me feel lazy. As a result of her hard work, she is becoming a very successful businesswoman. We are at the stage where we are planning a family – to be honest, when you get home at the end of the day and it's the magic time to make babies, it often doesn't feel like the timing is right. HealthWow, where do I start? At the beginning of 2022 I was weighing in at a hefty 92.5 kg (14.5 stone) and something needed to give. I was lucky to find a personal trainer to help me, and since I started training in late March, I have reduced my weight to 85kg. I still have a poor diet which is the result of not wanting to cook after a long day, and taking the chance when I can find the time to stuff my face. I am aware my eating habits are not conducive to good health, but needs must. My hair! My ex-colleagues in the government in the UK will say I always had a 50p sized hole in the back of my head but now you can probably fit in a few in a couple of pounds’ worth. I have grayed at the sides – and let's not mention the wrinkles. My doctor says I am close to acute stress and need to manage this carefully. I have conducted personality tests which have shown I have an above average level of resilience, but I don't want to drop dead of a heart attack one day.FriendshipsI have severely neglected my circle of friends in Thailand and the ones in the UK are almost non-existent, bar a few. My job involves talking, communicating, socialising and generally being good with people; and it's draining. I am not shy or introverted, but when socialising is part of the job, you also need some downtime. Imposter Syndrome & Self-DoubtAs a child I was raised in a wonderful family that was very much working class. I grew up in a tough city. Although not involved myself in violence, drugs and crime, it was a part of daily life. I wasn't the best educated, as I worked from a young age to provide the material trappings I thought I needed. I was always taught by my father that I didn't have to be the smartest, I just had to outwork people, and this is a principal which has led to becoming a partner in my company.That said, I do suffer from imposter syndrome. My accent and language are not the most polished; and whereas I have fantastic manners (thanks mum), I am not the most cultured. In my role negotiating with CEO's and MD's who are much more educated and higher class than me it can lead to self-doubt. It took me a long time to come to terms with this. ManagementBy far the hardest part of my job is being a manager and leader: the reason, simply put, is people. Without people (your staff), you are nothing. Nothing prepared me for being a manager in Thailand and the intimate details that you learn about their lives. I share the burden of their stresses to support them; to a large extent I need to be selfless. As a person who admittedly can be selfish at times, this is a really tough challenge. I had to make the transition from being a top biller, to being a top manager who can still bill high while enabling others to become high billers too; it's a completely different job description. On top of this, you need to have clear boundaries: whereas I would like to be closer friends with my staff, to maintain professionalism, I just can't. DisappointmentAs a recruiter, we are never the masters of our own destiny. As a recruiter you need to take criticism with a smile, disappointment with a shrug, and rejection as the norm. Failure to do so will result in the collapse of your career. At my company I strive always to provide the best service. I see recruitment as a complex puzzle to solve. Sometimes you fail, and when the stakes are high, it really hurts. I remember the first big deal I lost. I stupidly counted the commission before the deal was done and was planning all the lovely things, I was going to treat myself to. That was a mistake I have never repeated. I always educate my staff that we really don't matter in the grand scheme of things. We are a conduit to make things happen, and we can celebrate in the background.Self-Branding This is something I have been teased and ridiculed on now for a few years and again it stings. I realize the importance of branding and social media and I do think sometimes the recruitment industry overdoes it. I’ll let you in on a secret: we aren't posting to flaunt our successes; we are using social media as a tool to attract the best recruiters out there. Hiring is a big challenge, especially because we are trying to find consultants that want to grow and challenge themselves. PartnershipWorking closely with Richard is tough. For those that know him he is a no-nonsense, workaholic who demands the very best. He will not ask people to do anything he wouldn't do himself –as the Managing Director he is our leader. He is certainly my role model and coach and I have immense thanks and gratitude for him making me his partner – but that doesn't always mean we see eye to eye. We have had shouting matches that I probably lost, but what keeps us working together is that no grudges are held, we shake hands at the end of a heated discussion, and he is always right (I say that tongue in cheek).Candidate ManagementCandidate relationships are massively important but sometimes it is impossible to speak to everyone that wants to talk to you. I receive a lot of messages and emails asking for consultations, but there are only so many hours in the day. I hate disappointing people, but as my role grows it is becoming nearly impossible to keep up with the demand. Without candidates, however, my role is redundant, so I try to meet as many as humanly possible. If you found value in this piece, I am happy to follow up with a Part 2. For all other communications you can reach me on LinkedIn, or email at email@example.comPublished: 24 January 2022View
Our predictions for 2023 recruitment trends in Thailand
Recruitment in Thailand has been an exciting place to be over the past year. While challenges and opportunities were available to Thai businesses, with increasing digitalisation and advancements in technology, and globalisation, a shortage of skilled candidates made it a challenging market. We’ve discussed how those changes affected jobseekers looking to move roles, but here’s how 2022 shaped the recruitment market for employers in Thailand.Big trends affecting recruitment in Thailand last year1. Global crises caused fluctuating employment ratesThe global economy continued to experience shocks in 2022. Supply chain difficulties and the increasing costs of energy have slowed recovery in the manufacturing and engineering sectors, among others. This has meant different sectors continue to experience fluctuations in employment levels with tech recovering quickly – unsurprisingly - as other sectors struggle.2. Increasing interest from overseas businesses Thailand offers a wealth of opportunities for businesses from the manufacturing, supply chain and engineering sectors. The favourable conditions have attracted interest from large international corporations from the UK, EU and US and is fuelling demand for candidates in those sectors with high-level English skills and who are a good cultural fit.3. Widespread consequences of digitalisation Digital technologies are impacting all areas of business in Thailand. The increasing digitalisation of the economy has allowed skilled candidates to work remotely and attracted an influx of international businesses to Thailand in 2022. It is also behind the increasing demand for digital, IT and technical skills from all businesses.Our predictions for recruitment trends in 2023Many of these factors will be prevalent as we head into 2023. But there are several emerging trends that we predict will have a huge impact on how recruiting in engineering, supply chain and manufacturing may change in 2023. Here are our top five recruitment trends to look out for:1. An even greater focus on ED&I in leadership rolesLarge multinational companies operating in Thailand are extremely aware of the importance of strong Equality, Diversity & Inclusion (ED&I) policies. Companies that embrace gender diversity amongst leadership teams are more competitive and more profitable than those that don’t. Not to mention diverse companies are more attractive to younger workers with 47% of millennials looking for ED&I commitments from their employers. 2. Recession does not necessarily mean fewer opportunitiesA dichotomy is emerging between those businesses who are anticipating a recession and those who are experiencing significant growth in their fields. Those who are experiencing growth are open to entering new regions and markets. Thailand is especially attractive to overseas manufacturing and engineering businesses seeking to expand or relocate.Opportunities to hire talent in such a market are high as skilled candidates may be looking to transfer from industries and businesses who are struggling.3. Candidates with technical skills will continue to be highly sought after Technical and digital skills will remain in high demand. It is estimated that there are 10 million manufacturing roles currently unfilled due to a lack of technically-skilled candidates. As a result, employers are on the lookout for candidates with easily transferable skillsets who can be brought in from other industries. The digitalisation and transformation of the Thai manufacturing, engineering, and logistics sectors means leaders in those industries will be looking for candidates with cyber security, Cloud, IT infrastructure and project management skills.4. An escalating need for English skills Thailand is an attractive destination for foreign investors and international businesses thanks to solid economic growth, tax breaks for companies relocating to Thailand and government support for manufacturing and digital businesses. With Thailand as a commercial focal point in South-East Asia, demand for employees with proficiency in English remains high. 5. Employers must focus on retentionAs employers struggle to recruit candidates with digital, English and technical skills there will be a greater focus on retention going into 2023. This comes as candidates re-evaluate what they want from the workplace, with a recent study suggesting up to 73% of employees in Thailand would consider moving roles if salaries don’t increase. Candidates are also weighing up the pros and cons of higher salaries versus professional development opportunities. We call this the “earn vs learn dilemma.” Whilst higher salaries are attractive in the short term, smart employers can attract and retain high-calibre candidates by offering training in business-critical skills, technical skills and leadership skills.Take advantage of 2023’s Thai recruitment trends with JacksonGrantAre you a manufacturing, engineering and technical businesses looking to attract and retain the best talent for your business in Thailand? Our expert consultants get right to the heart of your needs and, using their in-depth knowledge of Thailand’s exciting recruitment market, can build you a recruitment strategy that is both cost-effective and achieves the right outcomes for your business.Whether you're based locally or are an overseas organisation looking to break into the Thai markets, we can find high-quality candidates who are knowledgeable in international and local engineering, supply chain, manufacturing, infrastructure, life sciences and digital & technology industries.Get in touch to set up a free consultation or submit a job vacancy today.View
Meet the Newest Member of JacksonGrant’s Management Team: Sureeporn Thumvachiraporn
To support JacksonGrant’s plans for future growth, veteran recruiter Sureeporn Thumvachiraporn – Khun Pui – has joined the agency as Director of Customer Success. With a 20-year career in recruiting, Khun Pui brings a wealth of experience to the team.In this week’s blog, she discusses the benefits of working for a close-knit agency, and JacksonGrant’s game-changing Recruitment as a Service (RaaS) strategy. A New Job Title, A New RoleI joined JacksonGrant in the third quarter of 2022, in anticipation of the rebranding initiative. It was a huge career move. I left a big global consulting firm where I had worked for more than 17 years, as Associate Director of Recruitment. Now I am embarking on a new journey with JacksonGrant in a newly created role: Director of Customer Success. I am responsible for providing client support in day-to-day operations, strategic business growth development, and maintaining profitability. I am also the team leader for important Retail client accounts.I feel lucky to have this new job with JacksonGrant. I am excited about managing a new team, and serving as project manager on key accounts.Making the Move from a Giant Global Agency Previously in my career, I specialised in Finance, Accounting, and HR, with a global consultancy firm that has many divisions and offices throughout the world. It was a wide-ranging role that required a different kind of focus and perspective than the more personal, close-knit culture we have at JacksonGrant.JacksonGrant is a smaller organisation, but what hasn’t changed is that I still manage a motivated team of recruitment professionals dedicated to helping our clients succeed. I am coaching junior consultants with lots of on-the-job training. It takes a lot of attention and care to build and mentor my team. I show them the best way to handle candidates and clients, ensure industry best practices are followed, and advise them how to manage different (and sometimes difficult!) personalities. A Refreshing Office CultureAt my old job, it was impossible to know everyone in the company.At JacksonGrant everyone is very close, we all know each other. It’s very easy to communicate with the MD because he sits right next to me! It’s an open office environment, it does not feel like a hierarchical culture: everyone is very approachable.When I see junior staff struggling to find a solution to a challenge, I will suggest taking a different approach, depending on the client or candidate involved. At the same time, I can freely share my opinions and expertise with our executive leadership, and I feel it is always valued and appreciated. All this makes it easier to get help and support from the team if you get stuck in a search.More Advanced Search TechnologyJacksonGrant may be a smaller agency, but we have more advanced search technology here than my previous employer. I am learning more about how technology can better support recruitment and client service.There is more robust database support, better information available about clients and candidates, and we consistently track candidates even after they’ve been considered for a position. This helps us build more effective talent pools, giving JacksonGrant access to a wider variety and greater number of candidates. Recruitment as a Service (RaaS): A More Personalised & Sustainable Business ModelThe main difference between JacksonGrant and bigger, global firms is the contractual relationship that we have with clients. Under the sprawling, global consultancy model, I worked strictly on contingency. JacksonGrant’s revolutionary Recruitment as a Service (RaaS) is a different type of mutually beneficial arrangement. Clients can secure an exclusive relationship with JacksonGrant for a fixed monthly subscription fee. Our team of experts work closely with each client on their account, with the aim of developing a much closer, long-term relationship. With an RaaS subscription, consultants can work more assuredly and harmoniously with clients. We find that greater shared mutual interest results in a more long-term, sustainable business relationship. JacksonGrant works together with our clients more like partners, in contrast to traditional headhunting agencies.One of the main benefits of the RaaS model is the increased attention we can give to filling less high-profile roles. With a subscription, clients are assured that recruiters make a strong commitment to source small or junior roles that often are ignored by the big agencies who work on contingency. In the recruitment business, consultants at global organisations do not have much incentive to prioritise searches for lower-salaried roles. Junior management roles in SouthEast Asia may not pay a big salary, but these roles are crucially important for regional businesses. Because the contingency fees are fairly low for finding candidates for junior positions, headhunters at worldwide agencies often do not give these searches the attention that clients deserve. But with RaaS, junior roles that need to be filled are bundled together as part of a bigger subscription package that includes executive recruitment. At JacksonGrant, each and every job vacancy merits the attention of experienced recruiters.Candidates, meanwhile, won’t notice the difference between RaaS and contingency job-hunting: they will receive the same award-winning service and personal attention as always. Our goal in 2023 is to encourage more clients to subscribe to our unique RaaS offering. We are confident that is the best way to ensure customer success, deliver the best results possible, and sustain a long term, mutually beneficial partnership between client and recruiter.For more information please feel free to check out the JacksonGrant website at JacksonGrant.io or reach out to our Linkedin at Jackson Grant Recruitment Co., Ltd.View
Do you need to upskill or recruit to meet industry 4.0?
In the current drive to increase automation and digital transformation, particularly in engineering and manufacturing, a skills gap is increasing. This fourth revolution in industry, Industry 4.0, is unprecedented. According to a study by PWC, 45% of jobs in Thailand will be automated in some way and the talent shortage caused by widespread digital transformation could cost the Thai economy34 billion USD by 2030.This gives employers two options: to upskill their existing workforce, a strategy which has many benefits but can be slow. Alternatively, businesses could consider hiring new staff with experience in the required technologies who could hit the ground running, however, hiring at scale can be time consuming and costly. Successful businesses will be those that combine both strategies for a holistic solution to the talent shortage.Whichever strategy your business chooses, you’ll need a dedicated recruiting partner who understands the manufacturing and engineering sector and the technological trends that influence the skills you need. A recruiting provider like JacksonGrant can help you build a long-term strategy that will future-proof your business.Upskilling advantages and disadvantagesInvesting in your current workforce and building training and development plans for upskilling is an attractive prospect for many employers. Not only is it a cost-effective means of acquiring new skills, but it allows you to focus on obtaining only the skills and abilities you need both now and in the future.Upskilling has other benefits too. By showing commitment to your current workforce you:Reduce hiring costsImprove staff engagement and moraleReduce turnover and staff attritionAttract new talentProvide a better quality of serviceHowever, upskilling can be a slow process. Training employees up to a high standard in new skills takes time and sometimes results in pushback from staff who don’t embrace change. The other danger is that your employees become increasingly attractive to your competitors, meaning you may have to work harder to retain key employees. Recruiting advantages and disadvantagesHiring for the skills you need is a quick way to target candidates with the expertise and technical experience in the required technologies who can provide strategic insight for your business. It allows you to address skills gaps instantly and reduce pressure on your current workforce. Hiring new employees can also:Introduce new perspectivesBoost employee morale Grow your business and reach new clientsProvide support to internal training programmesTo achieve maximum success when deciding to bring new employees into your business you must ensure that your onboarding procedures are robust and capable of bringing new employees up to speed with your corporate practices, systems, and values. Hiring new employees is costly and you want to ensure you get the quickest return on your investment.Finding new talent for in-demand skills can also be a challenge, as competition is high. Many candidates may simply not possess the skillset you need. Only by providing an attractive environment to the most desirable candidates will you beat your competitors. Build a long-term strategy and meet Industry 4.0 with a recruitment partner Whether you choose to focus on upskilling, are committed to hiring for new skills or are considering a blended strategy JacksonGrant can act as your dedicated Recruitment as a Service (RaaS) partner.At JacksonGrant we focus on providing the best solutions to fulfil your recruitment needs. Combining knowledge of the manufacturing and engineering industries with experience of the Thai hiring market and the latest recruitment technology we offer adaptable, agile RaaS solutions.This unique RaaS model is sustainable and holistic, helping you integrate every aspect of your recruitment processes. From optimised hiring lead times and streamlined onboarding to increasing candidate engagement to ensure long-lasting placements. We aim to act as an extension of your business and to ensure that you are ready for whatever the future of industry in Thailand holds.Get in touch to set up a free consultation, submit a job vacancy or explore other existing content on our insights page.View
How Your Business Can Benefit by Building a Talent Pool
Building a talent pool is a proactive way to help organisations fill future positions – some of these roles may not even exist yet, but often are crucially important for future operations. A talent pool is much more than just a database of relevant candidate profiles: in my opinion, it is the best tool that we have for proactive recruiting. What is a Talent Pool?A talent pool is a database that recruiters maintain for specific companies. It is a collection of candidates who may have expressed an interest in working for your organization, or who have a specialised set of skills that are a good fit for your business. The database often includes candidates who applied in the past and interviewed well, but who didn’t make the final cut. It may include individuals working in the region who have demonstrated a high degree of scientific or engineering mastery. It could also be comprised of individuals with a general profile and character who a recruiter knows will be a match for your company’s workplace culture. A talent pool may include individuals who work in similar roles for competing organisations, but have signalled to a headhunter that they would consider making a career move. Workers who may have previously worked for your organization and left amicably might also be included.In short, a talent pool is a group of qualified professionals who an experienced recruiter has identified as potentially ideal candidates to work for your company. The more experienced and sophisticated your recruiter, the more effective and powerful your talent pool will be. For example, I often use talent pools compiled specifically to find highly skilled candidates for the healthcare and pharmaceutical industries in Southeast Asia, my area of specialisation. Some of these roles include a senior hire in Regulatory Affairs for a well-known pharma company in Thailand; a Country Manager for a medical device manufacturer in Vietnam; the National Sales Director for a hospital group in Thailand; a Senior Manager OTC for a pharmaceutical company in Malaysia; and the Vice-President for a global healthcare group in Singapore. How to Start Building Your Talent PoolThe first step is to identify future hiring needs. Given the trajectory of your business, your organisation's strategy, and market dynamics, ask yourself where skills gaps are most likely to appear. Your recruiter should act as a trusted partner in this process. It’s important to discuss the development of your organization, so the recruiter can understand and weigh variables such as employee turnover, upcoming promotions, business growth, market headwinds, and other factors that will affect your hiring needs. Once I am familiar with my clients’ business, I can provide better analysis, and ask more pertinent questions to ensure we are putting in place the best management team possible to navigate future market conditions. For example, I can recall asking clients the following questions: Does the Sales Manager you are promoting have any demonstrable SFE experience? Does your Regulatory Affairs Manager have any submission experience in your new target countries? Does your HR Director have management experience to lead a larger team? Is your IT Function upskilling in line with new technologies that are coming to market? Depending on the answers, I can adjust my search accordingly, and fine-tune the customised talent pools that we maintain for each client.Talent Pools in ActionThere has been a sharp uptick in demand for talented leaders in the life science field within Southeast Asia. Proactively identifying client needs and setting up talent pools will give your organisation an edge over the competition. Recently my team at JacksonGrant has been working on market mapping key senior leadership positions within the ASEAN healthcare space. An up-to-date talent pool enables us to make vital hires over a prolonged period. Plus, we can execute the hire as soon as the vacant position goes live. Our strategy recognises that to place the most suitable candidate for a particular opportunity, we require a large talent pool of applicants to choose from. Candidates who are included in the pool are routinely contacted by JacksonGrant consultants. This way, when a client has an urgent need for talent, we don’t need to concern ourselves with building new relationships or ‘selling’ the position to random candidates. By the time the need for a new position arises, the groundwork has already been done.As specialist recruiters, JacksonGrant is constantly engaged with and cultivating the talent pools our clients require: whether that is sourcing for current vacancies, attending industry networking events, or continually engaging new talent through referrals, we are in constant communication with the people your business will need.When you have the legwork and hustle required to develop effective talent pools, and blend it together with the global network of life science professionals I have built up over a decade in the industry, it is a recipe for recruiting success. With a combination of market-mapping analysis, maintenance of talent pools, and years of developing personal relationships at the highest levels of the healthcare industry, I am uniquely well-equipped to identify and engage key leaders in healthcare and pharmaceutical industries for my clients.If your business needs to execute critical hires almost immediately, whilst saving time and money on ad hoc recruitment fees, then reach out to me today to learn how JacksonGrant Life Sciences can build and manage your customised Talent Pool.View
Introducing : JacksonGrant
2022 has been an incredible year for our business, culminating in being awarded Outstanding Small Company of 2022 at the BCCT King Power Thailand Business Awards (TIBA). Having also celebrated the milestone of our ten-year anniversary, we realised that we wanted to continue to build upon our success in new ways.As a result of this reflection, we’ve set about making some changes to better demonstrate our service offering, culture, ambitions and goals. We hope that many of those changes will become clear over time through our continued dedication to providing the highest levels of service for both our clients and candidates.One of the largest changes we’re making is the adoption of a new name for the business. We are proud to introduce our new name, JacksonGrant.Why we’ve changed our nameThe landscape of recruitment in Thailand has changed dramatically since we opened our doors in 2012. The adoption of new technologies and an increased focus on candidate experience and engagement has meant recruiters have to speed up the recruitment process and has changed the way we build relationships with both clients and candidates.Throughout all these changes, the partnership between our MD, Richard Jackson, and Director of Recruitment Operations, Alex Grant, has been one of our greatest strengths. Richard’s exceptional understanding of the Thai recruitment market has been complemented by Alex’s experience and skill at executive search and dedication to the principles of Equality, Diversity and Inclusion.Our new name JacksonGrant is a celebration of Richard and Alex’s collaboration and the combination of their strengths.How becoming JacksonGrant helps our teamBecoming JacksonGrant will help to strengthen our team of talented and passionate recruiters by giving them the tools and opportunities to work hard for our clients and candidates. Our focus will be on:• Developing internal talent and creating a team of leaders• Creating a collaborative culture where we learn from each other• Working with leading clients in the Thai technical industry space• Bringing the best service possible to candidates and clientsHow our new name benefits you, our clients and customersFor our valued clients, both new and old, we will be well placed to provide:• Better services to help build out your leadership and executive teams• Better penetration in the Thai labour market for niche hiring• Better ideas about improving retention during talent shortage• Better technology and out-of-the-box thinking for your hiring strategies• Our customised, integrated RaaS (Recruitment as a Service) which blended combines elements of RPO, Project Recruitment and Executive Search for unparalleled results and cost savingsAnd for our candidates, we will continue to aim to be your life-long recruitment partner, with our attention focussed on: • Ensuring you have access to great career paths with leading employers and the opportunities to develop your skills and experience.• Finding roles that fulfil your goals and ambitions as well as providing excellent organisational fit• Providing exceptional guidance and advice at every stage of the recruitment journey, including salary advice, career goalsetting and CV and interview support.Enjoy our new brand and servicesIf you’re ready to take your career to the next level with JacksonGrant, check out our latest roles.Or if you’re looking for outstanding hiring services, get in touch.View
What’s the secret to JacskonGrant’s success? Alex Grant explains
RLC,now known as JacksonGrant, was named the Outstanding Small Company of 2022 at the BCCT King Power Thailand Business Awards (TIBA) last month. It’s the second significant accolade RLC has received this year: In September the agency won the Best in Client Service Award (Asia) at Vincere’s Vinny Awards. Why has JacksonGrant been receiving so much recognition lately? JacksonGrant’s Brand & Marketing Executive Chanuchida ‘Cook-Kik’ Korranut interviews Alexander Grant, Director of Recruitment Operations, to learn more about how the agency manages to punch above its weight and stay on top of an increasingly challenging marketplace.COOK Kik: Were you surprised that we won the BCCT award?Alex Grant: Yes. There was a lot of competition, and a lot of innovative companies nominated, so it came as a huge surprise. Perhaps it shouldn’t have come as such a great surprise, because this is 2nd prize we’ve won this year, along with Best in Client Service from Vincere. In any case, it is a big honour to be named the Most Outstanding Small Business in all of Thailand.I think these accolades & recognition are down to the fact that we continuously try to provide innovative solutions in recruitment, during a time when the industry is becoming increasingly transactional.A lot of companies are mainly engaged in CV-farming, whereas we develop relationships with candidates and clients on a personal level; we build deeper, long-lasting ties with the people we work with.In essence, we make an effort to go the extra mile to serve clients and job-seekers alike.Cook Kik: What are some of the innovations that JacksonGrant has introduced? Alex: We are now providing Recruitment as a Service [RaaS]; it’s a game-changer.The benefits include massive cost savings for clients, easy-to-forecast billing, an affordable monthly subscription plan, time-saving, integrated expertise, and dedicated client support.We’ve also introduced new technologies, such as our BI dashboards, which provide comprehensive data and additional insights for our clients on their end-to-end hiring timeline.By working in partnership, rather than on a contingency basis, we are providing more than just a recruitment service. With the aid of cutting-edge technology, we are building client algorithms … this means that the more we search, the better the results become.Cook-Kik:Why is Raas better than the traditional contingency recruitment model?Alex:The traditional model has a service rate, or success fee of 18-25%. On average, with contingent recruitment, only 20% of the jobs that consultants work on are successfully placed. This means that consultants will, on average, waste 80% of their time on non-billing activities under the contingency model. They are more likely to move onto another job before finding a solution for the client. With contingency recruiting, the client is often left unsatisfied, with their much-needed position remaining unfilled. Recruiting consultants naturally give up on a search after a period of time, because there is no incentive to push on and solve the problem. It becomes a function of diminishing returns for their labour.With RaaS, our consultants are motivated to push through the barriers that are inherent with contingency recruiting: there’s no wasted time. Cook Kik:Can you give an example of how RaaS works in practice?Alex:Sure. One of our clients recently had six positions remain open for 15 months. During that time, they advertised extensively online, but failed to find matching candidates. They gave these positions to multiple recruitment agencies; they all failed to fill the positions. Then they came to us and signed up for RaaS. We faced the same challenges that others faced; however, we conducted a deeper analysis into why the candidates weren’t matching. We determined that the seniority levels were incorrect, and the job descriptions did not precisely match with the work each position entailed. We have managed to place five out of those six vacancies in three months. And we haven’t given up on the sixth.Cook-Kik:How was JacksonGrant able to achieve in 3 months what several other agencies could not in more than one year?Alex:Our subscription model truly enhances our ability to find the right candidates.We’ve put in a tremendous amount of legwork over the past 10 years, and now we – and our clients –are reaping the rewards of the relationships we’ve cultivated. JacksonGrant consultants develop detailed talent maps that reach all the way from junior positions to the senior executive level.People whom we placed in junior to mid-level jobs five years ago are now running entire country operations or leading regional divisions; we know where they are at and where they came from, they are our friends. We helped them get to where they are today. This is why our network is so powerful, and why we continue to get results when others fail.Cook-Kik:How does the special technology you mentioned help with RaaS?Alex:In past we had to do a lot of manual research. Now, by using advanced tech and algorithms, and Boolean searches, it drastically reduces the time it takes to do these things.With this mapping technology, and deep experience with consulting, our clients are able to get more well-rounded advice based on facts and less on conjecture … our analytics are data-driven, not emotional, not someone’s opinion. It gives us more time to spend on what’s more important, which are namely our candidates and the clients. Cook Kik:What do you have planned to stay ahead of the pack in 2023?Alex:We will expand our RaaS service, we will scale back our rec-tech [contingency] efforts, and we will strengthen our executive search division.We anticipate a lot of activity in Manufacturing, Engineering, and Supply Chain in the coming year. A lot of our focus will be on these sectors. We also will continue to invest in the latest recruitment technology software to stay ahead of the curve – at no extra cost to our clients.View
MD Richard Jackson Reflects on RLC Recruitment’s 10th Anniversary
RLC celebrates our 10th anniversary this year. It’s amazing how fast the time has flown by, and how much has changed in the recruitment business since we founded RLC in 2012. We’ve grown quickly: from a startup, to Thailand’s leading technical recruiter, in only 10 years. Then and Now: Recruitment in Thailand has ChangedIt is striking how much technology has changed the recruiting landscape. When we started out 10 years ago, online networking tools like LinkedIn were not universally used; job boards were much simpler – listings were predominantly in Thai language, and the formatting was basic, using early-stage technology. When we founded RLC, English-language fluency was not so common in professional circles. It has grown by leaps and bounds since then.Our main challenge back then was locating candidates. In 2012, the dynamic of recruitment in Thailand was fairly straightforward. The focus was mainly on search: Our job mainly revolved around finding resumes with technical skill sets that matched our clients’ needs in emerging manufacturing, logistics and supply chain industries.I feel fortunate to have established RLC and laid the foundation for my career during these simpler times. Back then, recruiters had to invest more in building relationships. There was no such thing as a video interview, or working by remote. Zoom meetings did not even exist. We used Skype, but I can remember jumping on the bus several times a month to travel south from Bangkok to Rayong and Pattaya, to meet candidates with whom I am still close friends with today. Face-to-face engagement was an indispensable part of the job.The Emergence of Advanced Technology & Candidate EngagementThe biggest changes happening in the recruitment business are due to the rapid emergence of new technology platforms.In the past three years, the explosion of technology means recruiters must expedite the search and vetting process. Video technology especially is cutting things short, and this has a knock-on effect with candidate engagement.Individual engagement with the job application process is reduced when a candidate can apply for 50 jobs on LinkedIn in less than an hour. Recruitment Still Needs a Human TouchI’ve always been a big proponent of the human side of the recruitment business.Technology should support human interaction, building relationships, help us to improve the emotional management of candidates, to understand their motivations, and establish real connections. In short, technology should support human relationships, not replace it. If we were to digitise all of our interactions, then our relationships become strictly transactional. In fact, we cannot digitise influencing and relationship-building. Our relationships are fundamentally the result of taking the time to build trust with another human being: it is an art as much as a skill.Unfortunately, many companies have a mistaken perception about the recruitment process. In some quarters, the idea persists that all headhunters really do is sift through and identify CVs. But the elevated churn rates we’re experiencing now should serve as proof that there is much more to recruitment than resume-searching.What makes the difference between a good and great recruiter is the ability to build communities. Personal relationships lead to strong referrals. It’s how we determine if a candidate is a good fit for our clients’ office culture. It’s how we ascertain a candidate’s real-world capabilities. This is stuff you don’t get from reading a resume. The best recruiters in the market have made consistent efforts to build relationships that endure. ‘Pressing the flesh’ is still important.Getting to know candidates as they develop their careers, helping and guiding them to the next level, and sharing success is how we reach the next stage of recruiting excellence. When industries mature and reach a certain market saturation point, we often see an artisanal movement arise. Craft beer and farm-to-table eateries are a perfect example of how dedicated restauranteurs have tried to preserve authenticity in their trade, while other proprietors seem to rush towards providing lower priced, lower quality, high-volume products for the masses.Strategies for Survival vs ThrivalWorking as a recruitment consultant can be very stressful. There is the potential for great rewards, but no guarantee of success, and a huge demand on recruiters’ personal time. If we are to compete effectively to recruit and retain talent for ourselves, I think the recruitment industry needs to recognise that we are at a crossroads. We need to think about how we can balance productivity with an attractive life-career balance for employees. As an industry, we need new client solutions to suit the new workforce situation.How do we achieve this?I see two emerging strategies, and the choice between them is a fork in the road.1 – We accept that the recruitment industry will always have a high churn rate. The response is to develop a factory-style recruiting process. Sourcing consultants can be trained quickly, and agencies can remain competitive by dropping fees. Ultimately, this is a race to bottom that views recruitment as purely transactional. It is not my preference.2 – Add genuine value in the more intangible, creative aspects of the job. This includes more intensive and improved client management, strengthening offline connections in specific industries and local communities, and a consultative business-partnering approach. This is a more human, less transactional approach to recruitment, the one that I favour.This is why, moving forward, RLC is developing ‘Recruitment as a Service’ (RaaS) as our IP value proposition. RaaS establishes more of a long-term, mutually beneficial partnership between the recruitment company and client.I am confident that the successful implementation of the RaaS strategy will help us to thrive and grow for another 10 years. During these increasingly disruptive times, the RaaS framework provides clients with a reliable pipeline of talent and RLC’s expert HR consulting services. I believe it is a more sustainable model – both for our firm, and our valued clients.My approach to optimisation is to combine the personal elements of great recruiting with new technologies that streamline the administrative aspects of the process. RLC will always aim to strengthen the human element of our business – not replace it. Plenty more innovations are in the pipeline – so keep watching this space! 10 Years of GratitudeI want to conclude this message with a massive ‘Thank You’: to everyone who has been a part of RLC’s journey. To the companies, job-seekers, and executives who trust RLC with their hiring needs and the future of their careers: I have so much appreciation for the clients and candidates who have partnered with us over the years, and I am grateful that so many of you have become lifelong friends.To the RLC team: recruiting consultants and staff, you are all responsible for making this company a success. I feel so much pride in the collaborative, innovative, and supportive work culture we have built together. You all make me look forward to arriving at the office every day. Together, we are working to establish a genuine game-changing model in the recruitment industry. With such a great team alongside me, we can be certain of continued success!A special ‘Thank you’ goes out to Alex - my right hand in the revolution!And finally, I give thanks for my wife, without whom none of this would be possible. Her support and love makes me a better man, and positively contributes to every step I make.View
Welcome to the new JacksonGrant. Designed for you.
JacksonGrant is pleased to announce the launch of our brand-new website! We have designed in carefully with both our clients and candidates in mind to offer better functionality and more valuable services. The new site is clean and easy to navigate, helping you find the information you’re looking for quickly and easily. We are also proud that it better represents who we are as a company and the level of service we offer as an experienced recruiter in Thailand’s booming manufacturing and supply chain sectors.New features for our clients As Thailand’s leading engineering and technical recruiter, we wanted to make it easier for hiring managers, business owners and client companies to find the talent they need to excel in the rapidly evolving world. As technology is becoming more and more fundamental to sophisticated business management and output in these sectors, they need talent solutions that are equally as cutting edge.Our new website allows you to find the right recruitment solution to suit your needs, and we provide detailed information on the Executive Search, Technology-Driven Recruiting, Outsourced Staffing and Project, Recruitment as a Service (RaaS) and RPO services we offer. You can also find information on the latest trends in recruitment and advice on how to keep your management and hiring capabilities working at the highest level in our news and insights page.Streamlined experiences for our candidatesWe know how hard our candidates work to grow their careers. JacksonGrant’s new website makes it easy for you to find and apply for roles in manufacturing, logistics and supply chain, infrastructure, life sciences, and digital technology industries across Thailand and Southeast Asia. Our new job search functionality lets you find the right role for you based on your industry expertise and you can also better access our personalised support features. Get in touch today to find out how we can act as a partner to your entire career. We also believe in supporting our candidates with up-to-date insights on what’s driving change in their industry and how they can better progress in their careers. Our blogs and insights page is also full of handy advice and tips on how to hone your skills, develop your CV and be interview ready as well as industry-specific trends you should be aware of. The highlights of JacksonGrant’s new website:Industry-specific pages focussed on the sectors you work in so candidates can find the perfect new roleDetailed breakdowns of the types of recruitment services we offer that shows exactly how we can help you develop the most effective staffing solution for your needsA regularly updated blogs page with the latest news and trends in Thailand’s recruitment industry as well as useful advice for both clients and candidatesMore information about the team behind JacksonGrant and what sets us apartWe will frequently be adding interesting content to the new website, including blog posts, vacancies, and newsYou can also follow us on social media such as LinkedIn, Facebook and TwitterLet us know if you like our new lookOnce you’ve had a chance to look through our new website, we’d be interested in hearing your thoughts – get in touch today.View
How can JacksonGrant help you get a job?
Finding a new job can be time consuming and involve a lot of work. The average job search in Thailand takes around three to four months. That’s right, months! And if you are working full time whilst trying to find a new job it can be hard to find the time and energy to look through vacancies, fill out job applications and organise interviews. If you are thinking “I need help finding a job now” then you may have considered using a recruitment agency, like JacksonGrant. However, many job seekers are reluctant to use recruiters, either because they don’t know how to find a recruiter who works in their specialism, or they don’t know what services a recruiter can provide to jobseekers. Possibly they’ve used recruiters to hire before and feel uncomfortable on the other end of the process! How do recruiter’s work?Using a recruitment agency to find a job is simple. At JacksonGrant, we work directly with employers across Thailand in the manufacturing, logistics & supply chain, infrastructure, life sciences, and digital technology industries. This means we’re able to connect candidates quickly and easily with employers in those sectors. A recruiter is always paid by the employer, and often only when a position is filled, meaning using a recruiter won’t cost you anything. Once we have the details of the role the company is looking to fill, the job description, salary range, any benefits offered, the hard and soft skills needed, the start date and any other relevant information, we post the job and start reaching out to candidates who have submitted their CV to our database who we feel would be a good fit for the role.Our consultants will always sit down with you to talk about your career goals and aspirations so we’ll only ever send you roles that match your interests, skills, experience, and industry knowledge and that will help you advance your career.When you’ve had a chance to review the role, we will facilitate contact with the employer, set up any phone, video or face-to-face interviews needed and can even offer you advice, feedback, and support. Pros and cons of using a recruiter to find a jobNow you know how a recruiter like JacksonGrant works, what are the pros and cons of using a recruiter to help you find a job?Pros of using a recruiter in your job search:1. They have industry expertiseRecruitment consultants often have first-hand experience of working in the industries they are recruiting for. At JacksonGrant, we have over a decade of experience working in the Thai manufacturing, engineering, and logistics sectors. This means we are aware of how they work, the current industry trends and what skills employers are looking for right now.2. They have extensive connections Large networks and connections with leading employers mean recruiters can source jobs before they hit the jobs boards. Additionally, strong relationships with employers mean recruiters can put your CV to the top of the pile. 3. They can help you land a role quickly A recruiter can help you manage your job search. If you’re applying for many roles, it can be hard to keep track of applications, interviews and whether you need to follow up. A recruiter can take care of this for you, giving you more time to polish your interview skills. Recruiters can also help target roles that you’d be perfect for, saving you from applying to large numbers of unsuitable jobs. This means finding your perfect role quickly and more efficiently. 4. Good ones offer CV and interview advice Recruiters can offer your more than just access to jobs. At JacksonGrant we offer support and guidance on how to structure your CV, how to prepare for interviews and how to make the most of your skills and experience. We’ll also offer feedback post-interview and once you land your perfect job, we’ll check in to make sure your onboarding is going well.5. They are genuinely invested in your successAt JacksonGrant we’re invested in your career. So, when you are ready to make that next career move, we’ll be able to provide you with support and advice. Developing an ongoing relationship with a recruiter can also be beneficial to your work if you work in HR, allowing you to transition from candidate to client.Cons of using a recruiter:1. It can be hard to find the right recruiter for youWith so many recruiters operating in Thailand, it can be hard to find the right partnership for you. Don’t be afraid to do some research and ask questions to determine if a recruiter is a good fit.2. They might match you to a job you don’t wantSome recruiters may be more invested in meeting quotas and tailoring CVs to their clients. If you are worried that your CV will be watered down, or you’ll be pushed for roles you don’t want, remember that you can always say no to an interview. 3. They may try to undersell youPoor recruiters without in-depth knowledge of your industry may undervalue your skill set. Make sure you talk to specialist recruiters, such as JacksonGrant, who know your value in the current market. You’re never under an obligation to work with a specific recruiter so it doesn’t hurt to ask around, do your research and work with a recruiter who is a good fit for you.JacksonGrant can help you find your next role in the engineering and technical industries!Are you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.View
Is Your CV Strong Enough to Secure Your Next Role? How to Improve Your CV
Digital transformations and changes to the way businesses work across Thailand have deeply affected the skills and competencies employers are on the hunt for in candidates. Employers are looking for highly-skilled candidates with technical skills and competencies but what those technical skills involve is changing. Looking beyond technical ability, to be a top candidate you should also be demonstrating in-demand soft skills, emotional intelligence and inter-cultural sensitivity, to boost your resume.In-demand skills to boost your resumeFuture employers in the technical, engineering, manufacturing and logistics sectors in Thailand are looking for highly-motivated candidates with leadership abilities and a creative mindset. As a candidate, you need to be a well-rounded individual who not only has excellent technical ability but possesses strong soft skills too. Here are five of the top in-demand skills sought by employers in the current market you should be demonstrating :1. Leadership skillsHaving leadership ability is crucial if you are looking for senior level roles, however, they are also highly sought after by employers whatever your role. Employers are looking for individuals at every level who lead by example, foster a sense of community culture and are inspired by the company vision.There are leadership resources available, such as books and online courses, but you can take steps in your current role to practice your leadership skills. Put yourself forward to lead a project, find a leadership mentor, and practice active listening and problem solving.2. Intercultural intelligence Employers in the engineering and technical industries in Thailand are generally looking for candidates with a good, demonstrable English skills, particularly business English at senior levels to help to facilitate overseas business. But beyond an understanding of English top candidates demonstrating inter-cultural intelligence and empathy skills will be highly sought after. Intercultural intelligence is the ability to bridge cultural divides and avoid misunderstandings and miscommunications that may affect business outcomes. High levels of intercultural intelligence and empathy are crucial in today’s global business world. You can demonstrate intercultural intelligence to employers by discussing times you have worked cross-culturally and your experiences of other cultures.3. Self-motivationEmployers want candidates who are proven self-starters, who are passionate, motivated to take on tasks and who are willing to invest time in their own development. You can show this by being proactive in seeking out challenges and anticipating important tasks as well as demonstrating that you have independently worked on your skills.4. Innovation & creativity Businesses across the technological and manufacturing sectors are seeking candidates who can solve problems creatively and come up with innovative products and solutions. Broaden your knowledge, analyse products and applications you interact with daily and brainstorm solutions and ideas to improve them.5. Unlearning!In the modern business world change is rapid. Whether it is changes to market conditions, unforeseen global events or technological advances our skills can rapidly become outdated and replaced with new ways of working. Top candidates need to demonstrate that they are aware of advancements, keep on top of trends and have the ability to manage rapid transitions and new methodologies.You can show this in your CV by giving examples of new skills you have developed, that you are aware of industry trends and are active in your community and that you have experience of managing change and keeping teams aligned and moving forward in your current role.How to improve a CVBut how can you identify any areas where you need to upskill to ensure that you have the skills employers want? And how can you make sure your skills and abilities come across to hiring managers and employers?Take the following steps to ensure you have the skills employers want and that those skills are showcased in an eye-catching CV:Compare your current skills against industry requirementsTake a quick look at the descriptions and requirements for jobs similar to your current role, or for your dream position, and compare what employers are looking for with your skill set. You can also look at industry trends to see what skills will be in demand going forward. This will show you what skills you already have, any areas need to focus on and give you a benchmark of excellence to work towards.Identify areas you can upskill inOnce you know what skills are in high demand in your industry and where your current skills are sitting, you can prioritise areas you want to work on. You may not have the time or resources to address every skill at once but choose one or two to focus on.Customize your CV based on the job description It may seem time consuming to adjust your CV for every application you submit. But taking the time to pick out key phrases, competencies and power words from the job description will help your CV stand out and show you fully understand what the employer is looking for and how you fit that brief.Summarize your skills and key accomplishmentsThe average hiring manager spends 6-7 seconds looking at a resume. That’s right, seconds! This means you must get their attention quickly. Start your CV with a quick summary of your skills, technical abilities, and accomplishments to grab their attention. Make sure that you put any skills and keywords from the job description here too.Focus on resultsDon’t just list responsibilities. Emphasise your successes with quantifiable results and data. For example: Led a team of ten employees and implemented new work management software that led to an increase in efficiency and a 20% increase in sales revenue. Highlight your personal developmentFocus on what you have learned from your past positions and show how you have advanced your skills and experience through self-motivated personal development. This shows your commitment to your development and willingness to learn new skills.Show your industry insight and connectionsDemonstrating that you are familiar with industry news, trends and changes will show employers you have industry knowledge and an interest in your sector. By showing your networking ability you show valuable communication skills.Find your next job in the technical industries with JacksonGrantAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.View
6 Reasons Why Now Is the Time to Get A New Job in Thailand
If you’ve spent a fair amount of time in your current job, then you probably can’t imagine yourself working for another company. As time goes by, it becomes harder and harder for you to figure out when the right time is to make a switch in your career. However, taking the next step at the right time can lead you to increased compensation, greater career progression, and several other benefits. It's time to get a new job in Thailand!With that said, it can be hard to figure out when the “right time” is. For many people, the question of “should I stay, or should I go?” is one of the hardest questions they can answer. In this article, we’re going to help you determine if you should consider taking the next step in your career.When should you look for a new job? Six signs it’s time to find a new role:Determining whether or not it's time to take the next step in your career is hard. After all, having a stable job is very comfortable and comes with a lot of benefits, so why consider leaving in the first place? While that is a completely valid argument, there are times when you might need to look for a new job to bring yourself new career progression opportunities, a better working environment, and even a higher salary.So, if you feel like you’re on the edge and aren’t quite sure whether or not you should start looking for a new role, we have six signs that it’s time for you to start looking for a new job.1. Your current role lacks progression opportunitiesIt’s always important to look to the future and know what your next step is going to be. Making consistent steps in your career over the years is the key to reaching your professional goals. So, if you see that your current career doesn’t offer enough options for progression, that alone is a big sign that you should leave and seek a new role.This doesn’t mean that your current employer is bad. Rather, it means that you have given your employer everything you have to offer and it’s time for the next step forward. The consultants at JacksonGrant are experts in connecting candidates looking for development opportunities with employers that have a culture of investment in their employee’s and who offer excellent skills training.2. You're being paid less than you're worth in the current marketOne thing to keep in mind about the jobs market in Thailand is that it goes through constant changes - and that often impacts the salary professionals within their respective fields are compensated.If you’ve been working in your current role for a while, you are probably much better at your job but have also capped out your career progression within the company. And while that’s good - it doesn’t mean that you’re being paid what the current market can offer you.As a result of that, every now and again, it’s worth checking out the salary range that you could potentially secure in the current market, and if your current job isn’t paying as well, that is a big sign to start looking for a new role.3. You haven't learnt a new skill or technology in the last 6 monthsStagnation at the workplace is one of the worst phases an employee can ever go through. And if you haven’t learned a new skill or how to use a new piece of technology relevant to your industry recently - then you should probably leave your current employer and seek a new and more challenging working environment that will help you grow as a professional.If you are looking for roles in your industry that will challenge you and help you grow in your chosen profession then a specialist recruiter can help. At JacksonGrant our consultants listen to what you want, expect and need from your job role and use our industry connections and experience to match you with employers that offer exciting opportunities.4. Your current role disrupts your work-life balance causing stress or burnoutIt’s important to keep your work life and personal life in balance. If you believe that you can’t stop thinking about work and the job is becoming too stressful for you, you risk burning out. Burnout can lead to a lot of health problems and could be a sign that you need to take a step back and reconsider your career.Your job may have felt fine at the start. But if you were slowly given more responsibilities that are getting in the way of your personal life, then there’s nothing wrong with leaving your job for something better.5. Your skills are in high demand right nowIf you find that your skills are in-demand, there’s a high chance another employer would compensate you much better and offer better benefits in exchange for your skills compared to your current employer. As mentioned earlier, the job market is constantly changing, and if you’ve been in the same job for a while, it’s worth doing some research and seeing if the demand for professionals in your industry has increased. And if it has, that might be one sign that you should look for a new job.If you have skills that are in high demand from employers it can be difficult to sort through opportunities and find those most relevant to your skills, experience, and expectations. A specialist recruiter such as JacksonGrant can do that for you meaning you only spend time applying for roles that are right for you. 6. There are more opportunities to progress your career as technical industries expandSometimes, taking a step away from your current employer is the right decision if you want to progress. Manufacturing, engineering, digital, automotive and many other industries are on the rise right now in Thailand, which opens the doors to many different opportunities. And if you feel like you can succeed in these emerging industries, you might want to consider taking the next step in your career.What is the average time to find a new job?Even with all these emerging industries, it can take a while to find the right job. In our experience, it can take a person an average of three to six months to land a new job, even if they have the skills, experience, and qualifications for it.But there are ways to make it easier.Instead of finding all these companies and employers yourself, you can submit your qualifications and preferences to a recruiter. From there, the recruiter will find potential matches for you, so you won’t have to spend your time looking for your next job.Find your next job in the technical industries with JacksonGrantAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.View
The Jobs Market is Changing in Thailand! It's Time to Think About Your Next Career Move
Every couple of decades, the jobs market goes through a cycle where we see a massive increase in demand for skilled workers in certain industries while other sectors see the opposite effect. That is exactly the trend that we are seeing in Thailand, which we expect will continue for many years to come.Advancements in modern technology, globalisation, and various other factors are pushing Thailand’s job market into unforeseen territory. And that’s great news for you as it could be the right time to think about your next career move.In this article, we’re taking a closer look at how Thailand’s job market is changing, the reasons behind the shift, and what this means for candidates looking to enter this new jobs market.5 Factors spurring recruitment in ThailandThere are many different factors that have played a crucial role in changing the job market in Thailand. In the section below, we will take a look at the top five.Rising demand for skilled candidatesAs companies all over Thailand grow and start moving towards the digital space, the need for skilled workers to fulfil the new unique needs of these companies rises, which in turn increases the demand for skilled candidates.Bear in mind, however, that increased demand doesn’t always translate to higher compensation or better progression – or even development! Business budgets and salary bandings are often fixed but monetary compensation is not all you can gain from a career shift. Consider whether the role in question is a “Learn” or “Earn” opportunity, both have value if you go in aware of what you’re getting out of the situation.Many may be hugely tempted to go for Earn rather than learn. However, skipping over an opportunity that offers you an investment in your skills and personal development for a higher wage package can mean pressure to deliver straight away. It is usually a safer option to look for those employers that want to put time and effort into your skills and growth and understand that everyone is on a learning curve.If you’re current role doesn’t offer any opportunity for growth, consider reaching out to a specialist recruiter like JacksonGrant who can help you identify and reach out to employers who have a culture of investment in their employee’s personal development. Increased interest from overseas businesses to set up in ThailandConnected to the point above, increased interest from overseas businesses to set up a manufacturing base or satellite office in Thailand has also increased the demand for skilled candidates. Organisations from the EU, US and UK are particularly interested in the wealth of manufacturing opportunities Thailand has to offer. This is great news for individuals that are skilled and experienced in the manufacturing industries who also have exceptional English language skills, as employers are keen on sourcing these skills.The unstoppable rise of digitalisationThe current jobs market is seeing a big shift into the digital world. Digitalisation has allowed skilled professionals from Thailand not only to work remotely for businesses in Thailand, but to also work for international clients from all over the world.This is arguably the biggest benefit to skilled candidates as they have a much wider choice for employment and are not restricted to their own town or city.Prioritisation of English and IT skillsAlong with digitalisation comes globalisation. The current Thai jobs market is focused on two main skills: English proficiency and IT. With the rise of technology, skilled IT workers are a huge priority for companies. Technological integration is a top priority for modern companies, which is why skilled IT professionals are a must-have for many different industries.And as we have already mentioned, companies are prioritising candidates with good English skills. Communication is key in this day and age, and employees need to be able to communicate with people in English since it’s one of the most widely spoken languages in the world.Candidates with in-demand skills might find it difficult to filter through large numbers of job roles to find those which are most relevant to them and their desired career path. This is where JacksonGrant’s specialist consultants can be vital in matching you with roles that suit your skills and experience and that offer you the next step in your career progression.Fluctuating unemployment for different age groups and sectorsTypically, mass fluctuation in employment rates for different age groups and sectors is very rare. However, that is exactly what we are seeing in Thailand, which has had a massive impact on the current job market.Such events typically happen in the event of global crisis, where businesses must remain shut, which forces workers from many different age groups and sectors out of work. We saw such a scenario during the pandemic, but other scenarios that can force such an event would be an economic crash and other unforeseen circumstances.What does this mean for candidates looking for a job in Thailand?A changing job market can be scary, but it can actually be a great opportunity - especially for workers that possess those in-demand skills. When the job market changes, it gives people the opportunity to adjust their plans and skills to better fit the market . That way, they have a higher chance of landing in-demand jobs that offer better pay and employment benefits.There’s no better time than now to start exploring the market for new opportunities and make a change in your career. Aside from the evolving job market, there are many modern technological advancements that make it easier for you to find a job in a new industry or even work for an employer from an entirely different country to Thailand.Find your next job in the technical industries with JacksonGrantAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.View