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May
29

10 signs you need an RPO partner

Are you an employer in Thailand struggling to free up sufficient internal talent acquisition or HR resources to support your long-term recruitment requirements? This can lead to recruitment challenges such as high turnover, difficulty in finding qualified candidates, compliance issues, and time-consuming hiring processes. If this sounds familiar, you're not alone. Many employers in Thailand face these common problems, which can hinder their ability to attract and retain top talent, and ultimately impact their business performance. However, there is a solution - Recruitment Process Outsourcing. How Recruitment Process Outsourcing works RPO is a hiring method where a third-party provider acts as an extension of a business’s internal recruitment team. An RPO partner can streamline hiring, enhance candidate quality, and manage all aspects of the hiring process at volume . In comparison to contingent recruiters, who divide their time across multiple clients and are paid only when a candidate is successfully place in a role, RPO partners assign dedicated consultants who focus on the needs of one client over a long period of time. This makes for a more efficient and effective services. JacksonGrant’s unique Recruitment as a Service model (RaaS) takes the best elements of RPO and combines it with aspects of Project Recruitment and Executive Search. RaaS is an integration of the full breadth of JacksonGrant’s resources, giving you access to a fully customisable, integrated, sustainable, and holistic talent acquisition solution. In addition to identifying talent for specific roles, our team can provide up to date talent market intelligence in your sector, and strategic advisory, right up to executive search support. Benefits of using an RPO service Using a Recruitment Process Outsourcing (RPO) service offers several benefits for employers, including: Speed Dedicated resources and expertise to streamline the recruitment process, resulting in faster time-to-fill for vacant positions. Volume hiringEfficiently handle high-volume recruitment needs, such as during peak hiring seasons or for large-scale expansion plans. Candidate qualityRobust screening and assessment techniques to identify top-quality candidates who are the right fit for the organisation. Strategy supportGuidance and insights to optimise recruitment strategies, aligning them with business goals. Cost-effectiveCost-effective recruitment solutions that reduce recruitment costs and improve ROI. ScalabilityServices can be easily scaled up or down based on your hiring needs, providing flexibility and adaptability. Compliance expertiseEnsure compliance with relevant labour laws and regulations. Technology and innovationAccess to cutting edge, specialist, global recruitment technology. These valuable tools are specifically designed to provide best-in-class recruitment process. Access new talent poolsExtensive networks and talent pools that increase your chances of sourcing the right candidates. 10 signs you need an RPO partner : If RPO sounds like it might be the solution for you but you’re still unsure if the challenges you’re facing require RPO support here are ten signs that connecting with an RPO partner, like JacksonGrant, could be beneficial for your hiring: 1. You need to hire at volume If you have large-scale hiring needs with multiple positions to fill on a regular basis it can be difficult for smaller internal hiring teams to manage the recruitment process efficiently and effectively. Working with an RPO partner can help you generate and filter large numbers of applications and provide you with the industry experience and resources to manage large-scale recruitment campaigns. 2. You’re having difficulty finding qualified candidatesRPO providers have access to a wider talent pool supported by specialised databases, networks, and recruitment tools. If you are struggling to find qualified candidates these tools can help identify and attract qualified candidates more effectively. 3. Vacancies are taking a long time to fillLong time-to-fill periods for open positions can be an indication of inefficient recruitment processes or a lack of resources. 55% of candidates believe it should take less than two weeks from first interview to job offer. If your recruitment process is longer than that you could be losing out on the best candidates. An RPO partner can streamline your recruitment process, reduce time-to-fill, and ensure that you don’t miss out on top talent due to delays. 4. You don’t have access to recruitment expertiseIf your internal HR team lacks the necessary expertise in recruitment, it can result in ineffective sourcing strategies, poor candidate experience, and ultimately, subpar hiring outcomes. An RPO partner brings specialised recruitment expertise and best practices, including market insights, sourcing strategies, assessment techniques, and employer branding, which can enhance the quality of your hires. 5. Your recruitment is cost and resource heavyManaging the recruitment process in-house can be resource-intensive and costly, involving expenses such as job postings, recruitment tools, background checks, and interview logistics. Outsourcing your recruitment process to an RPO provider can provide cost-effective solutions, as they can leverage economies of scale and optimise recruitment resources. 6. You need your recruitment efforts to scaleIf your hiring needs fluctuate seasonally or due to rapid business growth, you may need to scale your recruitment processes quickly. An RPO partner can provide the flexibility to scale up or down the recruitment process based on your organisation's needs, without the need for significant internal restructuring. 7. You’d like your talent acquisition to be more strategic An RPO partner can help elevate your talent acquisition function from a transactional approach to a strategic one. RPO providers can work closely with your organisation's leadership team to align recruitment strategies with business goals, create robust talent pipelines, and implement workforce planning and analytics to drive strategic talent acquisition initiatives. 8. You’re expanding into an unfamiliar geographical locationIf your organisation is expanding its operations into Thailand, navigating local recruitment practices, cultural nuances, and compliance requirements can be complex. An RPO partner, such as JacksonGrant, offers local expertise that can help you effectively manage recruitment across Thailand and Southeast Asia, ensuring compliance and consistency in hiring practices. 9. You are experiencing high turnover or low retention rates84% of Thai businesses are worried about retaining skills and expertise. High turnover or low retention rates may indicate issues in your recruitment process or candidate selection. An RPO partner can conduct thorough candidate assessments, background and reference checks to ensure that you are hiring candidates who are the right fit for your organisation, reducing turnover and improving retention rates. 10. Your focus is on core business functionsIf your organisation wants to focus on its core business functions and doesn't want to allocate significant resources to manage the recruitment process internally, partnering with an RPO provider can allow you to outsource the recruitment function while maintaining focus on your core competencies. Outsourcing your recruitment to JacksonGrant’s RaaS model Whether you are based in Thailand or are an international entity looking to break into the Thai engineering and technical markets outsourcing your recruitment to JacksonGrant has never been easier or more effective. As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Our distinctive Recruitment as a Service (RaaS) model means you always have access to a bespoke, cost-effective strategy that achieves the right outcomes for your business and can adapt quickly and easily to your changing goals and the fast-paced global market. Learn more about JacksonGrant’s unique RaaS service offering or get in touch to discuss your requirements.

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May
22

Cross-Cultural Understanding: How Thai, Japanese, and Western Work Cultures Differ

Working with colleagues from different cultures can present challenges and opportunities. Cross-cultural working environments have become increasingly common in today’s interconnected world. These environments bring together individuals from different cultural backgrounds, each with their own unique perspectives, beliefs, and traditions. While these diverse cultures can foster creativity, innovation, and a broad range of ideas, they can also present challenges. One of the most significant challenges of working in a cross-cultural environment is communication - or more specifically, miscommunication. Misunderstandings and confusion can occur when people have different cultural interpretations of speech and body language. To overcome these differences, it is essential to ensure that everyone is speaking the same language, both literally and figuratively. Another challenge is cultural differences in work ethics and practices. Different cultures have varying attitudes towards punctuality, hierarchy, and the importance of workplace relationships. To avoid friction, it is important to appreciate and respect these differences by adapting and finding common ground. Cultural diversity also creates opportunities for personal and professional growth. By embracing cultural differences, individuals can gain new perspectives and develop cross-cultural skills, becoming more empathetic and globally aware. I’d like to share my observations from more than 20 years working in cross-cultural environments with Thai, Japanese, and Western organisations. I hope these insights can lead to greater understanding and appreciation amongst colleagues. Please keep in mind, these are generalisations; there are always exceptions to these cultural norms, but they are honest observations from my personal work experience with American, European, and Asian companies. Thai Working Culture: Thai working culture places great value on respect, harmony, and enjoyment in the workplace, with an emphasis on hierarchy and personal relationships. Here are some general observations to help understand how Thais approach work relationships. Respect for authority – Thai working culture places great emphasis on respect for authority figures such as managers or bosses. This is reflected in the use of formal titles and language. Hierarchy and seniority – Thais also place great importance on hierarchy and seniority. Senior employees are expected to make the decisions. Younger employees are expected to show deference and respect. Thai working culture is hierarchical, and employees are expected to show this respect to their superiors, not only during working hours, but whenever they meet. Politeness and saving face – Thai employees value politeness and courtesy. They are extremely sensitive to avoiding embarrassment or loss of face, to themselves or others. This means that they may be hesitant to offer criticism or feedback – when they do express themselves, especially to superiors, they will soften their opinions. Indirect communication – Thai people prefer indirect communication. This is considered polite behaviour. To express strong opinions, or to say ‘No’ directly could be considered rude. Loyalty and harmony - The concept of sanuk, or sabai sabai (that life should be fun, lighthearted and enjoyable) is important in Thai culture. This notion is often prioritised over individual ambition or competition. As a result, loyalty to the team and maintaining harmony are highly valued. Work-life balance, and the value of family and relationships – Although Thai people work hard, they place a big priority on their personal lives. It is common practice to take time off from work to attend family events and celebrate traditional religious holidays. Thai culture values relationships, so building a strong relationship with your Thai coworkers is important to maintain a positive working environment. Gift-giving and hospitality - Thais are known for their hospitality and generosity. Gift-giving is common in many situations, including business meetings. Be aware that if you politely refuse a gift, it may be taken as a rejection, rather than an expression of humility. Cooperation & respect - Thai working culture is more cooperative and mutually respectful: employees are expected to work together to achieve company goals. Japanese working culture: Punctuality and focus – Being on-time is a crucial aspect of Japanese work culture. Tardiness is seen as a sign of disrespect. Employees are expected to arrive on time and studiously focus on their work. Long working hours and overtime – Japanese employees are known to work long hours, sometimes up to 12 hours a day. This is considered an indicator of dedication and commitment to the company. Employees are often expected to work beyond scheduled business hours, even if there is no overtime compensation. Collective and group harmony – Japanese working culture emphasises group harmony. Employees are expected to prioritise the needs of the group over individuals. Harmony and unity are of paramount importance, and employees are expected to work together towards a common goal. Respect for hierarchy – Japan's hierarchical culture is deeply ingrained in the workplace. Age, seniority, and rank play an important role in how employees interact with each other. Employees must always keep their superiors informed: Every decision, no matter how small, should go through the chain of command and get the stamp of approval from the boss. Employees should immediately report any problems to their bosses before trying to take care of it on their own. Work life balance – The concept of work-life balance is not as prevalent as in other countries. Employees of Japanese companies are expected to prioritise work over their personal lives. Formal or indirect communication – To avoid confrontation, Japanese communication is often formal, polite, and indirect. Openly expressing personal opinions or criticising others is considered disrespectful. Lifetime employment – In the past, Japanese companies would offer lifetime employment to their employees. While not as common today, this practice does persist in some sectors. Many Japanese companies still offer long-term job security and good benefits. We can see a higher proportion of Japanese employees who work most of their lives and retire from the same company, compared to other cultures. Loyalty & respect – Loyalty and respect for the organisation and its members are highly valued, and employees are expected to show respect to their superiors. The Japanese workplace is more formal: most staff wear a uniform or wear gray, navy, or black suits. Wearing ties and suits is common, even in the Thailand’s tropical summers. Hanging out after work & drinking – When the workday is over, Japanese colleagues go out to socialise with one another. They often hang out in karaoke bars or restaurants for nomikai, a drinking party. With everyone seated around one big table, co-workers are expected to drink, share meals, and engage in friendly conversation. Western Working Culture: Western cultures generally prioritise efficiency, productivity, and individual achievement in the workplace. In Europe and North America, employees are expected to work long hours, be competitive, and strive for professional success. The workplace is often hierarchical, with clear lines of authority and decision-making power. There is an emphasis on clear, direct communication and problem-solving. Compared to Asian office culture, Western employees are encouraged to speak up and share their opinions. Typical ‘farang’ work values also include: Individualism – The Western work culture is more individualistic; employees are expected to work independently to achieve their targets. Punctuality – Being on-time is of the utmost importance. Employees are expected to arrive punctually for meetings and appointments. Direct communication – Westerners are known for a more direct communication style; they prefer to communicate their ideas and opinions clearly and openly. Europeans may be more indirect and reserved, while Americans tend to have a more direct and open style of communication. Attitude towards authority – In my experience, European organisations have a more relaxed attitude towards authority. American organisations often have a more hierarchical workplace structure, where greater deference is expected to be shown to the boss. Innovation and creativity – The work culture in American organisations is typically more focused on innovation and creativity, something that is greatly valued in start-ups and tech. European organisations tend to place more emphasis on tradition and legacy. Work-life balance – Western culture places great importance on work-life balance, and employees are generally given greater freedom to manage their time. Still, work is prioritised over personal life. Employees are expected to put in extra hours or work on weekends. Depending on the organisation, taking vacation time can be stigmatised or discouraged. In recent years, recognition of the importance of work-life balance has grown; many companies now are beginning to offer more flexible work arrangements. Diversity and inclusion – DEI is becoming more important to Western companies. Many organisations are striving to create a more diverse workforce and promote equality and inclusivity in the workplace. There is also a growing trend towards remote work and telecommuting, as technology makes it easier to work from anywhere in the world. Embrace Cultural Relativism Working in a cross-cultural environment requires embracing cultural relativism. This is the idea that a person’s beliefs and behaviours should not be judged, but better understood through the lens of the person’s own culture. The norms and values of one culture cannot be objectively evaluated by using the norms or values of another culture. If you are aware of different cultural norms, and put them in proper context, you will better understand the behaviour of your international colleagues, and forge more productive, mutually beneficial and friendly working relationships. For example, if you are an American or European coming to work in Thailand, you may want to adopt a softer approach – tone down strong opinions, and literally speak more softly to avoid being perceived as rude. If you are a Thai working for a western company, this may be a chance for you to come out of your shell a bit, and feel more free to express yourself without fear of losing face. If you are a Thai, American, or European joining a Japanese organisation, you should demonstrate respect for elders, and show great deference to senior executives. These are indispensable principles in a Japanese work environment. Japanese value decorum and respectability, in public and in the workplace, so if you keep this in mind it will help you gain face with your colleagues. By embracing cultural relativism, I’ve learned how to place high-calibre candidates who not only have the proper credentials and capabilities – I can tell when a candidate will fit into the new company culture, and when they might struggle a bit despite having the perfect resume. The Value of Cross-Cultural Work Relationships I love working in cross-cultural working environments with people from various backgrounds, who have been trained in different disciplines. I find their input helpful for my personal growth and progress. Because they are by design more diverse environments, cross-cultural workplaces are generally free from prejudice and discrimination. Each individual has a unique set of abilities and skills that other members of the team value and benefit from. Every day, when I am exposed to different cultures, working methods, and viewpoints, I develop and learn new things from others. These experiences help me as a recruitment consultant role to better support the growth of my clients, especially multinationals expanding their operations in Southeast Asia. If your company is looking to hire overseas talent, or if you are interested to work for an international company with operations in Thailand, I’m happy to help. Please reach and send me an email: Surichai@jacksongrant.io

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May
15

Looking for RPO services in Thailand? Try out RaaS

Recruitment Process Outsourcing or RPO recruitment is a popular recruiting model designed to help companies streamline their hiring process and improve the quality of their hires. RPO involves outsourcing some or all aspects of recruitment to a third-party provider who acts as an extension of your internal recruitment team. This can include sourcing and attracting candidates, screening and assessing them, and coordinating interviews and job offers for entire teams, departments, offices or locations. JacksonGrant’s Recruitment as a Service model (RaaS) takes the best elements of RPO and combines it with the essentials from other recruitment models, such as Project Recruitment and Executive Search. This means you are able to access a fully integrated, sustainable and holistic talent acquisition solution which can be customised to suit your business. What is RPO recruitment and why use an RPO service? RPO providers use their expertise and technology to create a bespoke recruitment strategy that aligns with your unique business goals. By outsourcing recruitment, you can save time and resources, reduce recruitment costs, and improve the efficiency and effectiveness of your hiring process. Helping you attract the best talent for your organisation at speed and scale. Recruitment Process Outsourcing can: 1. Lower hiring costsRPO can lower hiring costs in several ways. RPO providers use their industry expertise and access to recruitment technology to optimise recruitment processes, reducing the time and resources required to source, screen, and assess candidates. You can even reduce advertising and sourcing costs by tapping into an RPO service provider’s knowledge of the best recruitment channels for your needs. Additionally, RPO providers can leverage their network and database to attract and connect with high-quality candidates, reducing the need for expensive external recruiting resources. 2. Improve quality of hireDeveloping a customised recruitment strategy aligned to your business’ needs, goals and culture alongside the ability to attract and screen candidates more effectively ensures that only the most qualified candidates are presented for consideration. 3. Scale easilyBecause RPO models are flexible they can be scaled and adapted easily to meet your recruitment needs, respond to changes in demand or improve your access to specialised expertise. RPO providers can ramp up or down their recruitment efforts as needed meaning you are only ever paying for the support you really need. 4. Provide better reporting and analyticsBy leveraging technology to capture and analyse recruitment data, RPO providers can give you valuable insights into the effectiveness of your hiring process. The data collected can include metrics such as time-to-fill, cost-per-hire, and quality-of-hire. RPO providers use this data to identify areas for improvement, optimise recruitment processes, and help you make data-driven decisions about your recruitment strategy. By providing better reporting and analytics, RPOs can help you continuously improve your recruitment efforts and achieve better hiring outcomes. Unlike other RPO recruitment agencies, JacksonGrant's unique RaaS model helps you integrate all aspects of your recruitment process. Resulting in high rates of candidate engagement, optimised lead times and long-lasting placements, all whilst keeping your recruitment costs low. How can RPO benefit the Thai employment economy? Alongside improving hire quality and reducing costs, RPO recruitment brings other benefits to companies operating in Thailand that can not only improve their operating success but strengthen the Thai employment economy as a whole. RPO can contribute to: Retaining valuable skills and experience in the workforceProviding a positive candidate experience, developing a strong employer brand, and ensuring candidates with the right cultural fit are hired improves employee engagement, job satisfaction and retention. Meaning that the risk of valuable skills and experience leaving the business, industry or the workforce is reduced. RPO providers can also help end-clients develop effective onboarding and retention programs to further support employee retention. Increasing the labour force participation of underrepresented groupsDeveloping targeted recruitment strategies that focus on diversity and inclusion and on attracting and screening candidates from diverse backgrounds, ensures the candidate pool is representative of the broader population. RPO providers can help businesses develop policies and practices that support diversity and inclusion, creating a more welcoming and inclusive workplace culture that encourages underrepresented groups, such as women, to apply for and remain in positions. Supporting fast expansionBy providing the recruitment resources and expertise to rapidly scale up hiring efforts, RPO can help organisations quickly fill critical roles, expand their workforce, and enter new markets, enabling them to capitalise on growth opportunities and stay competitive in a rapidly changing business environment. Accessing local talentHiring local talent can help businesses save costs associated with relocation, can speed up onboarding and increase employee engagement by fostering a sense of community. Most crucially, it gives you access to much-needed local knowledge and expertise. An RPO provider with experience in the Thai employment market can help you attract and retain local talent. Complying with local regulationsThat local experience and understanding can also help you comply with local employment laws and regulations. Compliance with these regulations is essential to avoid legal issues, fines, and reputational damage. RPO providers can help businesses navigate complex regulatory environments and ensure that recruitment processes are compliant with local laws and regulations, mitigating risk and ensuring compliance. Outsource your recruitment with JacksonGrant’s RaaS model Whether you are based in Thailand or are an international entity looking to break into the Thai engineering and technical markets, outsourcing your recruitment to JacksonGrant has never been easier or more effective. As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates. Our distinctive Recruitment as a Service (RaaS) model means you always have access to a bespoke, cost-effective strategy that achieves the right outcomes for your business and can adapt quickly and easily to your changing goals and the fast-paced global market. Learn more about JacksonGrant’s unique RaaS service offering or get in touch to discuss your requirements.

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May
8

Thailand’s Manufacturing Sector Faces Market Headwinds

Economic data reflects Thailand’s resilience amidst a looming global slowdown. Manufacturing industry executives are rightfully exercising caution. Hiring activity is subdued, but strong demand exists for specific skillsets. The latest macroeconomic figures show an expected slowdown in Thailand’s industrial output, as slackening global demand continues to put downward pressure on exports. The good news is the drop in production activity is not as severe as predicted. Industrial production declined 2.71% in February, year-on-year. This is a slightly better performance than the 2.8% drop that market analysts had predicted (at one point a 4.81% drop was forecast). It’s the fifth straight month of decline in industrial output, but the pace of decline is less. Reduced consumption in belt-tightening Western countries, along with a weakened global demand for exports, may not necessarily indicate a recession, but we are watching these metrics closely. In Thailand, plastics and throw-away consumables, computers & peripherals (down 35% year-on-year), and garment manufacturing sectors are feeling the pain. Thailand’s Factories Continue To Show Resilience The Purchasing Managers’ Index March number was 53.1, a slight slowdown from February, but this is the fifth consecutive month we’ve seen improvement in this bellwether, which measures the volume of raw materials companies are purchasing. Thailand has one of most resilient global PMI figures. Domestic production rates are being maintained; I attribute this mainly to clearing a backlog of demand. Rising prices for raw materials and energy are having a negative effect on margins, and labour costs are going up. Petroleum, oil refining and automotive sectors are performing strongly. The auto industry registering nearly 7% year-on-year growth. We have seen a significant increase in foreign direct investment in Thailand’s EV supply chain infrastructure, specifically from Chinese brands such as BYD and Changan. Overall factory output is expected to increase by 1.5-to-2.5% this year in Thailand, down from a previous forecast of 2.5-to-3.5%. Food product output is also growing steadily. Hiring Outlook The executive leadership I have spoken to are feeling generally cautious. Some planned hiring and CAPEX decisions have been delayed. General hiring expansion is muted for many established businesses, with a few exceptions: as ever, we are seeing strong demand for certain technical expertise and niche subject-matter experts. Despite this, I am seeing a robust trend in senior leadership changes. It feels like we are entering a period of increased turnover in executive positions. I think this is because a lot of people in leadership positions feel weary; they have been in non-stop battle mode for the past three years. After enduring covid and navigating a volatile business landscape, people understandably want a change of scenery or a bit of time off. Burnout is a real phenomenon. According to Deloitte’s 2023 Human Capital Trends report, 70% of C-suite executives are “seriously considering leaving for a job that better supports well-being.” There is another reason we may be seeing some more changes at the top end of the hierarchy this year: during covid, many companies transitioned towards more sustainable local leadership. During the past two-to-three years, it has been more important to be close to your people. Besides, relocating executives around the world wasn’t especially practical with covid restrictions in place. Now that we’ve returned to normality, businesses are transforming once again. Many manufacturing operations are looking to bring in new perspectives and skills from outside of Thailand to optimise their business models and adapt. Strong Demand For Specific Skillsets Despite a general hiring reticence, manufacturing businesses still have high demand for cutting-edge tech skills in areas such as project management, and digital manufacturing. The talent pool in Thailand is still relatively small for these particular skillsets. As a result, we see a lot of opportunities for young engineering talent, mainly from Europe or North America, with companies that need tech-savvy talent, but can’t afford to populate their team with expats on expensive overseas relocation packages. Early-to-mid career millennials in their late 20s-early 30s are a source of attractive, relatively cost-effective new hires. These candidates are generally sought after for shorter term assignments. Thailand’s Learning Curve One of our clients recently set up a new factory in Thailand. They need dozens of talented high-value workers. But the technology being employed at their manufacturing facility is at the forefront of their field, and there simply are no advanced degree graduates within Thailand who are qualified to do this kind of work. So, the company is taking the novel approach of hiring local candidates and paying to send them overseas for advanced degrees. There has been significant government investment in production + logistics infrastructure. But not enough has been done to equip Thailand’s academic institutions to keep up with the ever-changing demands of the labour market. Efforts to fill the gap with Public-Private Partnerships may mitigate the talent shortage somewhat; the government has been working with technical colleges and corporate employers to create programmes to train Thai students in cutting-edge technology. Speaking Of Infrastructure … The Thai government has reiterated its commitment to the 2.2 trillion-baht investment programme in the Eastern Economic Corridor. We are 18 months into the programme; infrastructure improvements should be completed by 2027. Much of this investment is directed towards sectors where future technology is being developed, such as biotech. But we do not see enough concurrent investment in higher education to support this growth, in terms of staffing needs. JacksonGrant At Your Service Does your company have a need for professionals knowledgeable in the most advanced technology for manufacturing, marketing, food production, biotech, supply chain & logistics? Our recruitment consultants have extensive networks in specialised fields to help find the talent you need. Contact us to discuss your needs and see how we can support the optimisation of your business.

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May
2

Management Trainee Programme Success Signals Increased Demand For Young Talent

Management Trainee Programme Success Signals Increased Demand For Young Talent JacksonGrant hired to expand trainee recruitment programme for global food retailer. In my last blog, I shared a success story about a very big, complex, high-stakes special project. It involved screening several hundred applicants for a prestigious management trainee programme with a well-known global company. The client is a household name in retail food sales and a high-volume F & B wholesale distributor. Our high-profile client was so satisfied with the young talent that JacksonGrant provided in Q1 for the management training programme, that they came back and asked us to continue recruiting for this project all year long. Many of the fresh graduates and young professionals who were accepted as trainees have since signed contracts and are now working as permanent staff. Searching For Management Trainees In response to our client’s request, we are expanding our recruiting efforts in Q2 and casting a wider net for promising young management candidates for the trainee programme. I have added more staff, and my team at JacksonGrant is now carefully reviewing around 80 CVs per day from hopeful applicants. We are looking for candidates under 26 years old, with a university education, from anywhere in Thailand. To be considered, candidates must be able to work upcountry and be willing to travel up to six days per week. If you happen to know a recent university graduate or a sharp, ambitious young professional, please share this article with them. The deadline to submit your resume is 31 May. If you, or someone you know is interested, you may submit your CV via email to: management_trainee@jacksongrant.io Candidate Selection Process There are several steps to the trainee selection process. It’s quite rigorous, because our client is looking for candidates who will become long-term employees, on a track to management positions. Applicants must pass an online aptitude test and psychological evaluation before reaching the preliminary interview stage. Candidates who are short-listed by JacksonGrant will then be invited to our client’s HR assessment centre, where their problem-solving, leadership skills, and teamwork abilities will be evaluated in group sessions. Applicants who pass this HR evaluation stage will be granted a final interview with the client’s HR team and senior management. The Bigger Picture For Recruitment And The Labour Market This trainee programme is emblematic of some wider trends I am observing in HR and recruitment post-Covid. When the pandemic subsided, people returned to their normal lives, and HR departments at big organisations started gearing up to restore their workforce to previous levels. This management trainee search is part of that overall effort. Compared to the pre-covid era, we’ve seen some organisations modify their hiring strategies. More chances are available now for fresh graduates and less experienced talent. This is creating a lot more new opportunities at the entry-level position. Give The Youth A Chance Many new graduates are proving to large corporations that they are responsible, capable workers. Our client has been very satisfied with the performance of the first wave of management trainees. They are asking for more of the same kind of people, with the anticipation that fresh grads can be developed and groomed to rise through the ranks of the organisation and become a real asset to management. Positive Feedback Our client has found that Gen Z employees have a unique character that comes from being born and raised in the digital age. They easily adopt and adapt to new technology and are internet-savvy. This new generation of trainees is proving to be assertive, comfortable expressing their opinions, highly energetic, and quick learners. The skill sets and psychological profiles we have identified are a good fit, and our client is hungry for more bright young talent. High-powered energy is required in some fields, such as sales and production creative work. New graduates have the required abundance of energy to learn, and grow. When they are assigned a task, this group of ambitious Gen Z’ers will work tirelessly to demonstrate their ability to complete it. Promising Outlook For More Trainees Many organisations are presently seeking out new graduates for entry-level positions. Our client is looking for a new crop of management trainees to hire each year. Selected candidates will be carefully trained and closely evaluated during their six-month initial trial work period, to see where they will best fit in as full-time staff. Every quarter this year we will conduct another round of trainee searches, evaluations and interviews. By the end of the year, we expect to place around 400 applicants into temporary positions – in finance, operations, supply & logistics, and marketing. About 10 percent of these will be offered contracts for full-time roles, in what we all hope will be the start of a long and prosperous career with our client. There will be a clear path for career advancement for these promising new talents. Advice For Applicants Don’t be shy to apply for positions that are not necessarily related to your university degree. Employers are more flexible than you may think. Your character is often a more valuable asset than academic credentials. Our client is looking for the following qualities: punctuality and reliability, adaptability, resilience, and a positive attitude. Candidates should do their best to highlight these characteristics when they reach the interview stage. Don’t worry about whether you have experience in a particular field; the company will train you. Remember, we are looking for the right people as much as the right skill set. We will continue this management trainee recruiting programme throughout the year. Two more rounds will follow after the May 31st deadline, so keep coming back to this website for more updates on how and when to apply for the next round.

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Apr
24

Mind the Gap: How Different Generations Approach Work and Office Culture

Attitudes towards work vary widely amongst the age groups. To ensure a harmonious workplace, HR and corporate leaders need to understand the differences between Gen X, Gen Y, and Gen Z. By Supak ‘June’ Prompila, JacksonGrant Supply Chain & Logistics Consultant I am fortunate to work in an office where three generations – X, Y and Z – work together harmoniously. Different age groups have different approaches to their careers, and different work habits. At JacksonGrant we’ve learned to acknowledge and adapt to these different attitudes, in order to achieve our shared goals and objectives. Navigating the generation gap is not always easy or straightforward. The young people of Generation Z entering the workforce have a very different approach towards work compared to their supervisors. Generally speaking, Gen Z does not share the same work ethic as Generation X. This can be a source of tension between older management and younger staff. It’s increasingly important for different age groups to understand one another and communicate effectively to keep up morale – and prevent any misunderstandings or toxicity in the workplace. Sea Change - Technology and Covid Disruption Gen X-ers were born and raised without high-speed internet, without smartphones and iPads; there was no wifi or instant messaging, and nobody ever got to work from home. There were no crypto-millionaires: ordinary people couldn’t even invest in stocks without paying steep brokerage fees. From a Gen X point of view, the only way to get rich quick is winning the lottery, or breaking the law. The Gen X managers and executives who run regional and global organisations don’t believe in short-cuts: you must work hard for a long time before the company will reward your efforts. In Thailand, it’s the same: Middle-class Gen X-ers had to strive and sacrifice for decades to achieve success. Generation Z doesn’t really believe in that old-fashioned work ethic: they want to work from home, they want flexible hours, and they want immediate rewards. This is a function of rapidly advancing technology, of course, but also two-to-three years of covid disruption: young office workers are accustomed to a very long leash, something that Gen X and Gen Y never had early in their careers. How the Generation Gap Plays Out in the Workplace As a recruiter, I am in constant communication with executive clients and HR colleagues. I regularly follow up with candidates I’ve placed, to see how they are getting on in their new roles. Here are some of the important generational differences I see that can lead to potential conflicts if not properly understood: · Communication styles The young generation is more straightforward, quick to offer constructive criticism, individualistic, with a more casual approach. Gen X values hard work and long hours, a/k/a ‘The Grind’ – they are more skeptical, formal, and uncompromising. Work ethic and values The young generation has been raised with social media and an emphasis on personal growth, prioritising the self over the collective, and achieving a work-life balance. As a result, they tend to value flexible work arrangements and prioritise a sense of fulfillment in their careers more than traditional values of sacrifice, loyalty, and putting in long hours. They want to work by remote. As much as compensation, Gen Z values diversity, inclusion, and a sense of purpose. They expect quick results, an expectation that is not always realistic. Generation X is far more pragmatic. The older generation sees no substitute for hands-on experience. They value action and achievement more than ideals, place a high importance on learning by doing, trial and error. As we might expect from our elders, they are more patient. They also have a tendency to romanticise hardship. Leadership styles The young generation is extremely open-minded. They resist micromanagement, and resent pressure. Their Generation X supervisors, on the other hand, are intensely focussed on the organisational processes that brought the company success; they prioritise results and the bottom line. Gen Y Can Bridge the Gap Given the wide divergence in values, we can see an inherent conflict between the Gen X management style, and the attitudes of the Gen Z staff that they are supervising. As a Gen-Y recruiter, I am in the middle of both groups, so I try to help Gen X and Gen Z work together more harmoniously, and adapt to changing workplace dynamics. I firmly believe that Gen Y can function as a bridge – because we understand both sides, it is up to us as future managers to help our senior management and junior staff get along. What does this mean for recruitment? Recruiters need to be aware of these generational differences. We need to understand our clients’ company culture intimately and implicitly. Even more importantly, we must ascertain the character of the candidates we are putting forward, to ensure a seamless fit. Red flags may pop up during preliminary interviews. Even if a candidate has the right skill set, it’s a mistake to place an individual with a staunchly Gen-Z personality in a conservative Gen-X environment. Dig deeper: ask job-seekers what is their ideal working culture, what motivates them, what are their life goals? We also must understand our niche industries in great detail. For example, tech employees often thrive in a fast-moving, dynamic culture. The manufacturing sector is more strict, less flexible: many have six-day work weeks, something that many tech workers won’t accept. What does the widening generation gap mean for employers? Gen X managers and executives need to understand it is much harder in today’s marketplace to find the kind of talent they demand. The upcoming generation often lacks the sort of dedication that companies have come to expect from entry-level staff. To attract talent with a more old-fashioned work ethic, companies will likely have to pay more, or spend an extended period of time searching for appropriate candidates. Ultimately, in some cases employers may need to accept that the standards they have set for junior staff may be unrealistic, given today’s workforce. Strategic Solutions To attract the best Generation Z talent, businesses should consider how they can soften their workplace, and make policies more flexible. By embracing and accommodating Gen-Z values as much as possible, companies will find it easier to retain younger talent. Here are a few suggestions: · Flexibility: Gen Z values flexible work schedules and office hours. Employers should provide hybrid or work-from-home arrangements whenever possible. · Technology: Gen Z is a tech-savvy generation that grew up with modern technology. Employers should provide them with the most advanced technology to work with, such as the latest computers, software, and communication tools. · Diversity and Inclusion: DEI is extremely important to young people. Organisations should strive to create an inclusive workplace where employees of different backgrounds and cultures feel valued and respected, with equal opportunities for promotion. · Continuous Learning: Gen Z values training and development opportunities. Employers should provide regular training programmes, workshops, and mentorship to help the next generation improve their skills and education. Advice for Generation Z Job-seekers also need to compromise if they want to achieve success. Gen Z are mostly entry-level and junior staff; they need to understand that they don’t run the world – not yet, anyway. Their opinions about work-life balance and compensation may have merit, but they are untested at the organisational level. Entry-level workers must accept that they will need to work harder: unless your family owns the company, the only way to succeed in the corporate world as junior staff is to put in more effort than your colleagues. There simply aren’t as many shortcuts in the corporate world as there are in social media entrepreneurship, for example. Some hard truths about Gen Z, from an elder’s perspective: · Gen Z is in too much of a hurry. They are impatient for change, but organisational changes take time, especially in big organisations. Young professionals need to appreciate that institutional change doesn’t come in the blink of an eye, despite how quickly technology is changing the world. · First prove that your new way of working is faster, better and more sustainable. Only then will Gen X bosses consider new ideas. · Young Gen Z workers often think they deserve a seat at the table, and the right to influence company policy. But they haven’t proven themselves yet. It is unrealistic to expect big rewards so early in your career. Meeting in the Middle Misunderstandings and disagreements between Gen X and Gen Z are to be expected in the workplace, just as in life. Gen Z needs to appreciate that the world is slowly adjusting to their preferred way of doing things, but a quick revolution is not going to happen. To convince Gen X of your talents, you need to adopt a more measured approach. Gen X and Y need to be open-minded about what Gen Z has to offer. Give junior staff an opportunity to speak their mind and make suggestions about adapting to new technology. At the same time, help them to cultivate the self-discipline required to implement the changes they desire. Gen Z needs help to develop their time management and organisational skills. Moving Forward The two-to-three-year covid lockdown put Gen Z in a bubble that they haven’t completely emerged from. They have not been fully socialised and initiated into the corporate world as previous waves of graduates have. Covid did not create a ‘new normal’. It was a temporary pause. New up-and-coming talent has tremendous potential, and lots to offer; but they have not learned yet how to apply their skills within traditional structures. For this they need Gen X and Gen Y’s guidance. Both sides of the age divide can foster a more productive and happier workplace if they understand and appreciate the ‘other’. This can be achieved by showing mutual respect for each group’s contributions, strengths, and accomplishments. Gen Z and Gen X should be open to change and embrace new technologies and work methods. Gen X can share their knowledge and experience with Gen Z, while Gen Z can share their knowledge of modern technology and trends. Knowledge-sharing can create a more productive and innovative workplace. If your company is having difficulty sourcing the right young talent to fits your office culture, I can help. Please reach out to me here.

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Mar
27

What should you expect from a Recruiter? And what should a Recruiter expect from you?

I have made my career in recruitment and it makes me very happy to see that the days of mass transactional recruitment appear to be almost over. We are returning to an environment where a proper consultative approach and genuine industry expertise are appreciated by both companies and candidates. So, as a potential candidate, what are the things you should look for from a recruiter? Your recruiter should be someone you can trust to genuinely help you make a considered and massively important decision – developing your career. Your recruiter should have a decent understanding of your industry sector and/or job function and they should have a profile that ensures they “know the market.” It is much more common for a recruiter to contact you with a specific opportunity in mind; it’s not so common for them to reach out just to get acquainted. I recommend establishing a relationship with one or two recruiters whom you value and trust. A trusted recruiter can provide invaluable advice on how to improve your current job situation – which often is the right step for your career a lot of the time. “I think you should stay in your current job” is not something we hear often enough from recruiters. Your recruiter should evaluate your CV and “matchability” to a specific position. But they should also take the time to explore your feelings, career goals, and outlook in your life as a whole. If you do not trust your recruiter to “add value” in this way, then you should not work with them. When your recruiter discusses an opportunity with you, they should demonstrate that they know the company that they are representing very well. It is their client, after all: they should know the key people involved in the hiring process, know how the hiring process will proceed, and understand the company environment and culture. The recruiter should provide guidance and advice to the point where you can confidently and comfortably make an informed decision on whether to take advantage of a new opportunity. Your recruiter should stick with you closely through the process of resignation, notice period, and onboarding in a new role. These times are really crucial to create a solid foundation for success in a new environment. Ideally, you should like your recruiter. You should feel that there is genuine empathy during meetings and phone conversations; communication always should be clear and constructive. What do recruiters expect from you in return? This is a very simple answer: openness and honesty. Once you have determined that you are interested to discuss new opportunities or your career in general with a recruiter, you should openly share your thoughts and feelings. Speak candidly about your previous career decisions and how things are going in your current job. You should share information about your hobbies & interests, and let your recruiter know what’s going on in your life: the best career decisions always are made when your personal feelings and long term goals are taken into account. Please feel free to get in touch with us at JacksonGrant if you want to discuss how to improve your current job situation, or seek a new opportunity.

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Mar
20

Cornerstone Thailand : Thailand National Outlook 2023

As a representative of Cornerstone International Office in Thailand, our Managing Director Richard Jackson has written "Thailand: National Outlook 2023", which sheds light on the country's economic recovery from the pandemic. THAILAND: NATIONAL OUTLOOK 2023 Thailand’s economy is coming back after the covid pandemic. Analysts project the economy will return to pre-covid levels by the end of 2023. A strong tourism recovery is underway, and there has already been a steady increase in infrastructure investment. The global economic headwinds we are currently experiencing will impact Thailand’s exports: 2023 will be a difficult year for the Supply Chain and Logistics sector. Observer remain optimistic that Thailand will continue to attract foreign investment because it is a global hub for key industries that supply important global supply chains. MACROECONOMIC INDICATORS We are seeing a steady recovery, but it is uneven. Thailand’s GDP growth is projected to be 3.5-3.8 percent this year. This is a continuation of a recovery that saw GDP grow by 1.4 percent and 3.2 percent in 2021 and 2022, respectively. The country’s GDP contracted by more than 6 percent in 2020. Exports make up roughly 60 percent of Thailand’s GDP, but global economic jitters are already impacting export volumes. Covid actually boosted to the Logistics industry, but now that boost is over and affecting shipping prices. This could be the start of a rough time for logistics companies, as export volumes are expected to drop 10-15%. From November to December 2022, we saw the value of exports from Thailand reduced, from 22.4 to 21.7 billion USD. Tourism made up 19 percent of Thailand’s pre-covid GDP; now it is hovering around 10 percent. Last year, Thailand welcomed over 10 million foreign tourists; twice as many are expected in 2023. However, a complete recovery of the tourism sector is dependent on a continued increase of Chinese arrivals. The agriculture sector is picking up: in 2022, agricultural trade increased by 20 percent, making Thailand the 13th-largest exporter of agricultural products in the world. Thailand is still struggling with inflation, which peaked at 8 percent last year; it’s now around 5 percent. The problem is not merely the rate of inflation: the prices of daily staples like cooking oil, rice, eggs, & pork means real hardship for the working class. Add rising oil prices to the mix, and inflation could add to political problems, and present a barrier to full economic recovery. ALL EYES ARE ON CHINA Thailand’s fortunes depend in large part on what happens in China this year. Political and economic developments in China will affect Chinese tourism and consumer demand for Thai exports. There are three main ways that the Thai economy benefits from dynamics in the Chinese economy: tourism, factory relocation, and the post-covid increase in China’s domestic consumer spending. Consumer Electronics, Electric Vehicles (EVs), Biotech, and Aerospace are the main industries benefitting from the relocation of Chinese factories. Global supply chains that are overdependent on products made in a single country have proven to be extremely vulnerable. Multinational manufacturers – and Chinese firms themselves – have expanded, or are planning to establish new production and export hubs in Southeast Asia. Thailand is a beneficiary of this trend, especially the electronics and automotive industries. Since 2018, Thailand has been the second-most popular destination for factory relocations from China to Southeast Asia, next to Vietnam. The government is actively promoting the kingdom as a modern centre of manufacturing: for auto & EV production, advanced electronics, smart agriculture & food production, renewable energies, healthcare, defence and robotics. Over 92 percent of Sony’s camera production has been relocated from China to Thailand. From now on, all Sony cameras sold in the US, Japan and Europe will be manufactured in Thailand. Meanwhile, tourism officials anticipate 25 million foreign arrivals in 2023, a figure that has been revised upward due to the unexpectedly fast pace of economic recovery in China. The lifting of covid restrictions is also ramping up Chinese demand for imported products, something that may buoy Thai export volumes somewhat. SECTORS TO WATCH: EV MANUFACTURING Thailand is making great strides in the EV market. Examples of this development include FoxConn’s JV with the national oil company; Toyota’s announcement of a partnership with CP, one of Thailand’s most influential corporate entities. Other Major Japanese automakers are setting up EV manufacturing bases here; Elon Musk’s Tesla is operating in Thailand as well. The government is pushing for EVs to constitute 50 percent of domestically manufactured vehicles by 2030. To make EVs more accessible, 24 billion baht (approximately 717 million USD) in subsidies has been earmarked to support EV battery cell production. The current administration also intends to cut excise taxes for battery manufacturers to 1 percent. PTT, the state-run oil company is setting up an EV charging network infrastructure, with 7,000 outlets planned by 2030. Today there are only 139 charging stations nationwide. PTT inked a JV agreement with Taiwan’s Hon Hai Technology Group earlier this year to manufacture battery-powered electric vehicles (BEVs) in Chonburi. Chinese firms are also keen to manufacture batteries and EVs in Thailand. Automotive companies such as GWM, MG, BYD and DFSK are selling EVs at a lower price point to try and increase market share. Chinese automakers’ brand reputation has a long way to go, but Chinese firms have signalled they are ready to invest significantly in Thailand operations. Thai firms are expanding EV operations abroad. The CEO of Energy Absolute, Somphote Ahunai, met with Malaysian premier Anwar Ibrahim in January. The company has a JV plan in motion to produce and distribute electric vehicles, lithium-ion batteries, and charging platforms in Malaysia. It must be noted that the global semiconductor shortage will likely continue for some time, and could be a short-term obstacle to Thailand's ambitious EV plans. DIGITAL TECHNOLOGY & EVOLUTION The tech sector is doing well, but elevated interest rates are reducing the availability of private equity capital that fuelled much of the recent rapid tech growth. Google, Amazon, and Facebook parent company Meta are cutting headcounts. Digital retailers Lazada and Shoppee are following suit, cutting thousands of jobs in Thailand. I predict the tech slowdown will impact recruiting for other industries. There may be a reverse migration of talent away from the tech sector, as tech professionals look for more stable, predictable industries in need of their expertise in digital marketing and analysis. Thailand’s position as a primary technology and innovation hub in Southeast Asia is bound to continue, despite this temporary slowdown in global tech. New long-term residency visas are being offered to foreigners with certain advanced technological skills. DEI & ESG Sustainability, gender equity, and DE&I has become even more important to multinational actors, and I think this trend will accelerate. Thailand is at the forefront of developing Southeast Asia’s Green Economy, especially with their EV policy. Most C-suite executives are now prioritising ESG and DEI, which are now an essential element of corporate policy. Efforts to end LGBTQ+ discrimination in the workplace is a big issue in the West. Thailand’s culture is more accepting of gay and transgender people, and they are far less likely to experience discrimination in the workplace. Gender equity in recruitment is making progress in Thailand, as companies make a concerted push to recruit more females proactively for senior leadership roles. TRENDS & POLITICAL DEVELOPMENTS With international travel returning after covid, the MRO and aerospace industry is primed for growth in the region, especially Thailand. The U Tapao military base near Pattaya has been repurposed as an MRO hub with passenger terminals. Malaysia’s workforce is less skilled, and Singapore is more expensive so I expect Thailand will experience significant growth in the MRO industry, and as a logistics and tourist travel hub. Soon voters will go to the polls to elect the next Thai prime minister. Investors are hopeful that election results will provide greater clarity and stability, but it’s still unclear who will emerge the victor. No matter who wins the election, it’s safe to say that Thailand will remain receptive to business. The economy in Thailand has historically been resilient, regardless of domestic politics. WHAT THIS ALL MEANS FOR RECRUITMENT Current market conditions call for a renewed focus amongst executive recruiters on their clients’ organisational preparedness. Top leaders should cultivate the acuity needed for rapid adaptation in the event of market disruptions. Risk may need to be taken, ina proactive, calculated fashion, and innovation must be embraced. During the past two years, 52 percent of our executive placements have been female. We are responding to the increasing demand for DE&I in corporate leadership, and this trend will continue in 2023. I am seeing a movement towards skills-based assessment in 2023, another key recruitment trend. In response to rapid technology advancement, companies are transforming – this creates the need for new positions at every level. There is a greater need for Data Scientists, Directors of DE&I, and Sustainability Managers, for example. HR & C-Suite leaders need to re-examine the types of talent profiles required for these new roles, and adapt their hiring policies accordingly. Beside Thailand insight here, you can discover more 36 countries outlook here. For expert executive recruitment advice, we welcome you to contact JacksonGrant to learn more about how to prepare your leadership for future challenges and success. Our consultants are ready and able to help.

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Mar
8

What is it like working as a Recruitment Consultant in Thailand

Recruitment is an essential aspect of any business, and it is no different in Thailand. As a country with a growing economy and a diverse range of industries, there is a constant need for skilled and talented individuals in various fields. Working in recruitment in Thailand can be a rewarding and challenging experience, and in this article, we will explore what it is like to work in this field. First and foremost, recruitment in Thailand is a people-focused industry. This means that as a recruiter, your primary responsibility is to connect employers with the right candidates for their vacancies. This involves sourcing potential candidates, reviewing resumes and applications, conducting interviews, and making hiring recommendations to your clients. One of the unique challenges of working in recruitment in Thailand is the diverse cultural and linguistic landscape. Thailand is a country with a rich and complex culture, and this is reflected in its people. As a recruiter, you must be aware of cultural differences and understand how they can impact the recruitment process. It is also essential to be able to communicate effectively in both English and Thai, as these are the two primary languages used in business settings. Another challenge that recruiters in Thailand face is the competitive nature of the job market. With a growing economy and a high demand for skilled workers, there is often a shortage of qualified candidates in certain industries. This means that recruiters must work harder to find and attract top talent. Additionally, with so many recruitment agencies operating in the country, competition for clients can be fierce. Despite the challenges, working in recruitment in Thailand can be a highly rewarding career. The industry is constantly evolving, and there are always new opportunities to learn and grow. Recruiters play a vital role in helping companies find the right people to drive their success, and this can be a fulfilling experience. Furthermore, Thailand is a beautiful and vibrant country with a rich culture and friendly people. As a recruiter, you will have the opportunity to work with people from all walks of life and experience different industries and job roles. This can be an enriching and educational experience that can broaden your horizons and provide you with valuable insights into the Thai business landscape. In conclusion, working in recruitment in Thailand can be both challenging and rewarding. Recruiters must be able to navigate a diverse cultural and linguistic landscape and work hard to find top talent in a competitive job market. However, the industry offers opportunities for growth and development and the chance to make a real difference in the lives of both employers and candidates. If you are considering a career in recruitment in Thailand, it can be a fulfilling and exciting career path. If you are interested in a career in recruitment in Thailand please reach out to our Director of Recruitment Operations at Alexander@jacksongrant.io

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Feb
21

JacksonGrant Supports Clients’ Sustainability Goals

Isawan Kaeochotchuangkul is a rising star in the Sustainability sector: she was recently appointed Global Head of Sustainability at Rhenus A & O. Sustainability is a core value of JacksonGrant, and we welcome the chance to work with our clients on strengthening their Sustainability credentials. Khun Isawan is an excellent role model for aspiring young female Thai professionals, especially those who are interested in pursuing a career in logistics; also for any aspiring manager who is passionate about Sustainability. Isawan holds a Masters in Transport & Logistics from Technical University of Munich, where she also studied Marketing and Business Management. She graduated with honours from Thammasat University’s Sirindhorn International Institute of Technology. Nick Padovan, head of JacksonGrant’s Supply Chain & Logistics team, has worked closely with Isawan on a number of projects. We hope you will enjoy this conversation between Nick and Khun Isawan about how her career path led to a high-profile global role in the Sustainability field. Nick: Can you tell us about your career path? How did it start? Isawan: In 2015, I joined Rhenus as an Asia Pacific management trainee. Rhenus provides a unique opportunity for recent graduates to move between countries every six months and explore multiple departments. This gave me the opportunity to strengthen my skills from various points of view while getting involved in international strategies and several projects from different angle; Product, IT, HR, Commercial, as well as general Management. Over the years, I've come to realise that being able to see the big picture is something that really intrigues me. Rather than simply connecting ideas and getting things done, it's a process of gathering the pieces together to successfully reach a common goal. Nick: How did you transition into a Sustainability role? Isawan: Growing up in an area where water flows freely and air quality is ideal, I grew to truly appreciate direct access to it. However, through my travels and a few relocations to different countries, I have seen how fragile these necessities are in some parts of the world; how people who are less fortunate often must simply accept whatever is available to them. This can have huge impacts on their lives, as certain things may be impossible for them to do or acquire because of the environment and circumstances beyond their control. For this reason, I believe that clean air and water should be a fundamental right for all people, regardless of their place of residence. When the global discussion about Sustainability at Rhenus was underway and a position presented itself to be a part of that effort, I jumped right in. This industry contributes 20 percent of world-wide carbon emissions, so I saw this as a great chance to make a meaningful contribution. Nick: As Director of Sustainability, what do you hope to accomplish? Can you elaborate on Rhenus’ initiatives and the importance of sustainability in the logistics sector? Isawan: My goal is to ensure the organisation is working together towards a clear, achievable strategy for reaching sustainability. It is important for organisations to have a clear strategic direction that is communicated and adopted by every division and all employees. This intent should be communicated and cascaded down to each Rhenus employee so that everyone has a shared understanding of our goals and objectives, as well as how their job contributes to achieving them. With this understanding in place, we can work together towards a common goal – sustainability. At Rhenus Air & Ocean division, We separated our initiatives into three key areas: Transport Solutions: We highly focus on providing emissions visibility on the shipment level to our customers before providing options to make their supply chain more sustainable, cleaner, or carbon neutral. We are also focused on building long-term relationships with partners who have the same values as ours. Environment: We care deeply about managing our emissions scopes 1 & 2, from our assets and energy use to the materials we acquire for operations and our level of internal decision-making. Moreover, we strive for a positive impact in our scope 3 activities derived from assets outside of our ownership or control. We track all the data and work on a roadmap for continuous improvement to ensure that we remain accountable to society. People: We place importance on the good health and well-being goals as well as gender equality from the UN's Sustainable Development Goals. We develop initiatives in our training that are implemented within our organisation and bring visibility of these decisions to key decision-makers. NICK: What makes Rhenus different from its other competitors in terms of its Sustainability drive? Isawan: We are in a period of unprecedented change, as we transition from a carbon-emitting economy to one built around sustainable energy. As we attempt to meet this challenge, I strongly believe that logistics providers should be able to provide accurate, trustworthy figures regarding their emissions to design an effective strategy that can achieve carbon neutrality. At Rhenus, we understand the importance of sustainability, how it is crucial to our customers, and most importantly, to us all as global citizens. We've collected data from all aspects of our operations to create a comprehensive picture and solid plan to drive our sustainability agenda. We share this information with our key stakeholders and clients to help them make informed decisions that reduce emissions and maximise their savings. Rhenus strives to make a long-lasting and positive impact on sustainability. We aim to deliver value to our customers that will help them revolutionise their supply chain. Nick: Do you have any advice for fresh graduates and young professionals pursuing a career in sustainability logistics? Isawan: Sustainability is a (very) broad topic, and in my opinion there is no “one-size-fits-all” approach. Therefore, don’t stop learning, be creative, and keep challenging the status quo!

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Feb
17

4 Ways to make sure you get the right job for you

Congratulations, you’ve decided that now is the time to find a new job in Thailand! If you’ve begun to look for a new role, you’ll know that there are thousands of jobs posted every day. But knowing which new job is right for you can be a challenge. If you don’t try to narrow down your options you can spend too much time applying for jobs that don’t offer you the right career progression, learning development, salary or benefits. And we know that can be time consuming and demoralising! But with a little thought at the beginning of your job search you can make sure that you are applying for jobs that use your skills and meet your needs. How to know if a new job is right for you Before you begin your job search it’s helpful to sit down and write out a list of things you need from a role, and things you would like from a role. Ask yourself the following questions: What do you need from a new role in this moment? This can be things like pay, working hours and healthcare benefits. But also, the chance to work in a multinational environment, opportunities to work overseas or to flex your language skills by working at a predominantly English-speaking company. Anything that you want a job to provide you right now. Where do you see yourself in the next five years? How about the next ten? What are you aiming for in terms of your short and long-term career progression? Do you want to be a senior executive, are you looking to switch fields, work abroad or even start your own business. What skills and experience will you need to achieve those milestones? To reach those ambitions you’ll need specific technical skills, soft skills, and experience in other roles. Any job you are looking for should provide you opportunities to develop those. How you answer those questions will help you determine the things you require from a job role such as: Opportunities for growth The chance to develop new skills Clear career progression Good work-life balance Competitive pay and benefits Once you know clearly what you want from a role it becomes much easier to know if a role is right for you by looking at the job description. The next step is to build useful strategies into your job search to help you get the job offer you want. 4 strategies to help you find a job that supports your goals These four steps will provide you a framework for your job search and will help you secure your dream job offer: 1. Decide what you want from your next role By asking yourself the questions above you can determine what you need from a role right now and what will be useful to help you meet your long and short-term goals. 2. Review the top employers in your area Put together a list of top employers in your area and the roles they offer. Use job descriptions to note down the skills that are most in-demand. This will help you establish a benchmark of what employers in Thailand are offering and what skills and experience they are looking for in return. It will help you focus on areas you need to upskill. 3. Update your CV and professional channels The jobs market in Thailand is changing and employers are now increasingly looking for business English and digital skills in the technical and engineering industries. If you don’t have the skills employers are looking for in your dream role, now is a good time to take an extra class or online qualification. Make sure your CV is up to date. It can also be good practice to tweak your CV for each role based on key words and skills you can find in the job description. You should also take some time to update your professional social channels, such as LinkedIn. Make sure you have a professional photo and that you have included your latest jobs roles, skills, and experience. You want to ensure you are making the best first impression to potential employers or even recruiters! 4. Get in touch with a specialist recruiter like JacksonGrant! A specialist recruiter, such as JacksonGrant, can be an excellent way to be sure you are applying for the roles that fit your ambitions and job requirements. Our consultants will always work with your short, medium, and long-term employment objectives in mind. That way you always get jobs that match your skills and experience, making for a smoother job search and better results. Our support doesn’t end when you find your perfect role. We continue to work with you throughout the different stages of your career, providing objective and impartial career advice and feedback allowing you to grow and develop as a professional. Find your dream role today! At JacksonGrant we put our candidates first. We only send you relevant roles that match your interests, skills, experience, and industry knowledge. Cut down your job search time and connect with technical employers across Thailand with the opportunities to help you grow and develop professionally. Check out our current vacancies or submit your CV directly.

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Feb
13

How I Got Started in Recruitment: By Leaving My Comfort Zone Behind

My journey to become a successful recruiter with JacksonGrant has helped my personal growth and development. Embrace the Potential for ChangeA couple of years ago, I was working as an investment consultant. It really wasn’t my thing. It was a high-pressure environment, intensely competitive and cutthroat. Even worse, it was boring. I was unfulfilled; I felt like my career was stalling.I wanted to find a new job. But first I had to open my mind to the possibilities.I have a close friend who has experience in the recruitment business. She knows my skill set and personality, and suggested I might be good at recruiting. I have experience in sales, so it seemed a good fit. JacksonGrant Recognised My TalentI began doing some research online, looking at all the recruitment agencies operating in Bangkok, big and small. I reached out to all of them via email, and applied for every headhunting vacancy I could find on the job boards. As I learned a bit about the business, I started to feel that a big international agency might not take the time to really train and teach me; it takes time to become a good recruiter. JacksonGrant is the only agency that called me back. They saw my potential and wanted to train me from scratch, even though I didn’t have any recruitment experience. JacksonGrant gave me the opportunity to really learn and build a new career. Exceeding ExpectationsI had no idea what it would be like to work in recruitment. I didn’t know anything about the job, I only know it was possible to make good money as a recruiter. I wasn’t very enthusiastic at first, but neither did I have any preconceptions – it’s important to start a new job with an open mind. When I started to actually do the work, I found it really interesting. A new recruiter needs to do a lot of research to understand our clients, to learn about the different jobs and skill sets required. Most of all I found it fascinating to learn about the various industries. Recruiters have a unique perspective on the economy. All of the research we do to keep track of the job market provides an overview of how the economy is shifting, and where multinational investment is being directed. As a recruiter, especially a junior recruiter, I have to be ahead of the curve.For example, if I am working with clients in the Logistics industry, I need to compile comprehensive lists of companies operating in the region. I need to find out what they are good at – and where they are perhaps struggling. I look into market share, emerging trends, all the data I can find to understand the big picture. I found I have an aptitude for research and analysis. It has given me an inside view on the industry landscape in Thailand and beyond, and that helps me be a good recruiter.I also enjoy the work environment at JacksonGrant. It’s more interesting than my old finance job, and the office is more close-knit. Headhunting can be frantic and a bit of a mess sometimes, but I am surrounded by friendly human beings who lift my spirits and share a common goal.MentorshipJacksonGrant has really given me the chance to learn that I was looking for. Alex Grant has been a great mentor. He allows me to make my own mistakes and learn from them. He sees the potential in me and invests time and effort in my career development. We have honest conversations about what I want to learn and achieve. The process involves a lot of self-reflection. Together, we identify my weaknesses and the areas where I want to improve. I am encouraged to attend training sessions and seminars. We Need to be ResilientAs a recruiter, you are in the middle – between the client and the candidate. Your stakeholders are human beings. Unlike finance, there are no fixed variables in the equation. The variables in headhunting are always changing and moving.I love the personal touch involved with recruitment, but that is also the most difficult part: recruiters need to balance everyone’s needs and desires. When your stakeholders are human beings, you have to accept that you do not have control in the same way you do with financial investments. It is frustrating when I think I’ve made a deal that will satisfy all stakeholders, but at the last minute a candidate changes their mind about making a move. People change their minds, and there are a lot of factors in their decision-making, things happening in their personal lives, that you just can’t control. At moments like this you need to be more resilient and accept that this is a very personal business. Like surfing, sometimes you must go with the flow. Sometimes you will crash out. It happens to the best recruiters. We need to accept that we can’t control the outcome, and move forward despite any setbacks. Resilience is a key aspect of successful recruiting.Building ConfidenceAfter the first four or five months, I almost gave up. I felt really desperate. I had made a few placements, but I didn’t think my performance was good enough. I felt like I was failing. I told the management team that I may not be cut out for this. Thankfully my bosses listened to my concerns, and moved me to the Supply Chain and Logistics division. Then something clicked. After changing specialisations, I started to be more successful. I got to know the market and my clients better; I became more familiar with the candidates; my network reached a tipping point and started to expand. “Maybe I can do this,” I thought. I began making more placements, and started to feel proud of myself. Before I had no confidence. But now I was working in an industry that felt like the right fit for me.This year I am working with Manufacturing and Engineering sectors, and increasing my knowledge about more industries in Thailand. Closing a Big DealLast year, I started to achieve my goal of closing senior roles. My biggest placement was the head of new product development for a luxury consumer electronics company. Our client has a big production hub in Thailand. The company was setting up a new team dedicated to expanding operations, and created a high-profile new position to lead this team. JacksonGrant got the recruitment contract to fill this role. I worked hard on it, and closed the deal just before the end of 2022. It was a tough position to fill, and strategically very important for a blue-chip company. It is the most senior position I have hired so far, and I will always remember that feeling.Keep an Open MindI didn’t expect recruiting to be interesting. I just knew it could be profitable. But now that I’m a year-and-a-half into the job, I really enjoy it. Now I’m in it for the long haul.I am working very hard, but I feel energised and refreshed. It took five or six months to adapt and get up-to-speed.When I completed my first year at JacksonGrant, I was approached by a big global recruitment firm. But I’m not interested to leave JacksonGrant for a giant international agency. I learned so much in my first 18 months about recruiting, manufacturing, engineering, supply chain and logistics. I feel there’s so much more to learn here. I like working at a smaller firm.I want to tell everyone who reads my blog that it is so important to keep an open mind and try new things. When I started this job, I had no idea what recruitment was about.I was ready to jump out of my comfort zone. That’s when you will see the world differently. You will see what you are really capable of, if you go out into the world and see for yourself how many things you can learn. But you must be open-minded to learn new things. When you see the world in a bigger perspective, you will change your attitude and your mindset about what you can do and achieve.If you’re looking to hire personnel, or you are a candidate ready to seek new opportunities, I’d like to hear from you. Please visit my LinkedIn profile and send me a message for more details.

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Feb
6

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 sureeporn@jacksongrant.io

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Jan
30

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 Thailand Developing 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 priority Placing 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 talent When 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 roles To 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 descriptions Rethink what your ideal candidate looks like Use blind recruitment methods Seek out diverse candidates and talent pools Use your employee networks for referrals Offer internships or mentorships to diverse groups Use your employer brand to show the diversity of your organisation 4. 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 JacksonGrant If 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.

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Jan
30

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.

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Jan
24

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 Management Deep breath, let's get started! Work-Life Balance What'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 Down It 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. Relationship I 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. Health Wow, 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. Friendships I 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-Doubt As 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. Management By 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. Disappointment As 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. Partnership Working 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 Management Candidate 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 alexander@jacksongrant.io Published: 24 January 2022

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Jan
20

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.

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Jan
8

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.

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Jan
5

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 disadvantages Investing 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 costs Improve staff engagement and morale Reduce turnover and staff attrition Attract new talent Provide a better quality of service However, 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 disadvantages Hiring 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 perspectives Boost employee morale Grow your business and reach new clients Provide support to internal training programmes To 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.

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Dec
19

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.

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Dec
15

Introducing : JacksonGrant A new name for our improved recruitment services

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 name The 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 team Becoming 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 clients How our new name benefits you, our clients and customers For 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 savings And 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 services If 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.

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Nov
22

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.

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Nov
7

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.

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Oct
25

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.

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Oct
11

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.

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Sep
23

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.

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Sep
16

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.

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Sep
9

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.

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Apr
25

Importance of Exclusivity for Passive-Candidate Recruitment

Albert Einstein famously said that the definition of insanity is doing the same thing over and over again while expecting a different result. I’ve been seeing rising cases of insanity amongst employers in the recruiting world, by Einstein’s definition. Some companies continue to approach hiring in the same way: They always use multiple recruiters, and post on multiple job boards. They do not work in strategic partnership with their recruiter. I do not understand why these clients do not make changes to their process when things don’t go the right way. It just doesn’t make sense. Case in point: A client recently approached me because they need help filling a role that has been vacant for 4 months. This client came to me because they know I can find a suitable candidate; however, they would not commit to an exclusive recruiting agreement. I passed on the opportunity to work on this role, and the position is still open. Employers should understand that if you want to achieve recruitment goals in the current environment, exclusivity is a must. Personally, I cannot commit to a non-exclusive account anymore due to time constraints managing multiple business units. Nowadays, the most experienced consultants in the business can generally pick and choose the roles they will support clients on. Without a partnership agreement, you may struggle to find the correct solution to your hiring problem. Recruitment companies who accept a recruiting job without an exclusive agreement will almost certainly shuffle it off to a more junior consultant who lacks the gravitas to attract passive candidates – those in-demand professionals who aren’t necessarily looking to make a move. Run-of-the-mill agencies provide average candidates. What is an ‘average candidate’? They have weaker CVs, with questionable work histories. Average candidates have average motivation levels. Average candidates are the equivalent of low-hanging fruit: they are more likely to be approached by several potential employers and recruiters at once. If you’re not willing to work as an exclusive partner with a recruiter, you are probably going to be sorting through a pile of average candidates, because it takes extra effort from senior recruiters to find the most desirable passive candidates. Why are passive candidates more desirable? They are less likely to use your opportunity as a bargaining chip, because they are not looking at multiple opportunities. Passive candidates who have been recruited by an experienced headhunter are more loyal and discerning. As a senior consultant it is imperative that we understand candidate motivations, skill sets, and character. The opportunities we bring to passive candidates are more likely to be a perfect fit: which means it is more likely they can be enticed to leave their current position for a new opportunity. The best recruiters know and understand our clients and candidates more intimately. We understand human psychology, with an innate ability to read people. We have deeper insights into the market; some might even call it foresight. There are levels to the recruitment industry. If you want the most capable consultants to work on your behalf, exclusive partnership is a must. I’ve said it before, but it bears repeating: The recruitment game is not about just finding the candidates anymore. Finding them is easy. Nowadays it’s more about courting and managing passive candidates, to convince them that joining your company is a winning move. If you are not getting the right candidates for your company, do you at least understand why? HR managers who are not achieving the desired level of success need to ask themselves: Are you listening to feedback and following your recruiter’s advice? Have you given your recruitment agency an exclusive agreement? Without exclusivity, consultants don’t have the incentive to pull out all the stops and approach those prized passive candidates.

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Feb
22

5 Tips, How to Get the Best Results from a Recruitment Partner

We are seeing a massive influx of jobs that need to be filled in the first quarter of 2022, and I do not see this trend slowing down anytime soon. This means that candidates have more choices, increasing their power and leverage in the marketplace. Now, more than ever, it is essential for companies with staffing needs to have a long-term strategic recruitment partner. With the job market in a state of flux, these 5 tips will help you to get the best out of a recruitment agency, and ensure that you are receiving a true value for the money invested.1. FlexibilityMy clients often tell me that that traditional big recruitment agencies are just not getting the job done anymore. One of the greatest benefits of working with a boutique agency like JacksonGrant is that we provide a more customised service to fit your specific needs.This customised service includes a more hands-on approach: flexible terms, adapting recruitment methods (one size does not fit all), a more tailored way of presenting candidates, and a more personalised style. In a word, flexibility.With a more flexible approach, JacksonGrant provides a more innovative solution for your hiring needs2. Deeper Market InsightsIf your preferred candidate declines a position with your company, do you know the reason why?Do you understand the latest salary market trends?Are you searching for a candidate with a highly technical, specialised skill set that is hard to find?Do you want to know what your competition is doing to get the inside track?By working with a trusted recruitment partner like JacksonGrant, you will get answers to all these questions.Bigger recruitment companies often struggle to provide this sort of detailed intel due to the sheer volume of work they take on, and because of a bureaucratic culture with various levels of seniority that must be navigated in order to do business. A smaller firm will spend more time working face-to-face with their clients: this is why we deliver more valuable intelligence.3. Core ValuesAt JacksonGrant,our core values are Integrity, Innovation, and Reliability.We are always forthright and transparent with our clients about the searches we conduct on their behalf. If a client wants to know how we executed a search, we will share all of our related market intelligence.We provide upfront feedback about any challenges we encounter; we don’t shy away from uncomfortable truths.We won’t walk away from an assignment if it becomes more difficult than anticipated. Instead, we collaborate more deeply with our clients to overcome any hurdles that arise, and implement necessary changes. This nimble approach is the great advantage of working with small-to-midsize agencies. Nobody gets it right 100 percent of the time: we are pleased whenever a client shares constructive criticism, so we can improve and evolve.4. Personal TouchAs previously mentioned, at JacksonGrant we love to add a personal touch to what we do. As consultants, of course it is important to share resumes with our clients — but equally important, we provide valuable feedback.We routinely provide our clients and partners with detailed recommendations on company fit, potential culture clashes, guidance on compensation packages, transparent timelines, and onboarding assistance.5. Going Beyond RecruitmentAt JacksonGrant, we aim to become our clients’ trusted partner. To do this we go beyond traditional recruitment support, with a broad spectrum of HR Consultancy services.This includes Payroll, Outsourcing, Training, Consultancy, Workforce Management tools, Innovative Learning Platforms, Blue Collar Technology Hiring Tools, 360 PDPA compliant Referencing Tools, Legal Guidance and more. To learn more please check out our website at www.jacksongrant.io

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