Talent. Optimised.

Find your next role or hire with the leading engineering and technical recruitment agency in Thailand.

Talent. Optimised.

Find your next role or hire with the leading engineering and technical recruitment agency in Thailand.

Talent. Optimised.

Find your next role or hire with the leading engineering and technical recruitment agency in Thailand.

Why
choose us?

RLC is an engineering and technical recruitment specialist experienced in supporting companies and candidates in Thailand's booming manufacturing and supply chain sectors.

Whether you are simply expanding your team, hiring for short-term projects, ongoing partnerships or recruiting for executive and leadership roles, we offer a range of recruitment approaches customised to suit your requirements. Our innovative recruitment technology, consultancy resources, digital tools and revolutionary Recruitment as a Service (RaaS) model enable us to work in partnership with you to craft a bespoke recruitment solution that best meets your needs.

If 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.

Mercedes
Ford
DB Schenker
Rhenus Logistics
Accenture
Line
Johnson&Johnson
DKSH
Continental
Lumentum
Grab
Stanley
Schneider Electric
Valeo
PCS
Rhenus Logistics Co., Ltd.

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

East-West Seed International Limited

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

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

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

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

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

Lumentum International (Thailand) Co., Ltd.

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

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

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

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

Stanley Black & Decker Inc

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

DB Schenker

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

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

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

Datapath Ltd

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

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

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

KSB Pumps CO. Ltd.

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

Diversey Holdings, Ltd.

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

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

Optimise the Talent
You Need

We can support your hiring through Executive Search or Tech-Driven recruitment, Project, RPO and RaaS, as well as Outsourced Staffing services. Our tailored approach considers your business strategy and requirements and matches it with our in-depth industry expertise to provide the right consultant, service and the best outcomes for you.

Attract, retain, and develop the best talent with RLC and ensure your business is primed for success.

Start your
recruitment journey

At RLC the attitude and culture of our people is our top priority. We are competitive but collaborative, professional yet personable and everyone has a voice and can make a genuine impact on our business. Our position in the market means you will be working in an exciting, fast-paced, and international company that provides the highest level of service to our client partners.

Everyone in our team, whether they are experienced recruiters or just starting out in the business, is offered the opportunity to learn and grow their skills through tailored learning development. Graduate consultants will be given the opportunity to help high-quality manufacturing, engineering and logistics candidates realise their potential, and experienced recruiters will get exposure to some of the leading employers in Thailand who are building the future of our world.

Career &
hiring insights

What’s the secret to RLC’s success? Alex Grant explains
What’s the secret to RLC’s success? Alex Grant explains
Nov
22

RLC 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 RLC been receiving so much recognition lately? RLC’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 RLC 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 RLC 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. RLC 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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MD Richard Jackson Reflects on RLC Recruitment’s 10th Anniversary
MD Richard Jackson Reflects on RLC Recruitment’s 10th Anniversary
Nov
7

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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Welcome to the new RLC Recruitment. Designed for you.
Welcome to the new RLC Recruitment. Designed for you.
Oct
25

RLC Recruitment 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. RLC’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 RLC’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 RLC Recruitment 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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How can RLC Recruitment help you get a job?
How can RLC Recruitment help you get a job?
Oct
11

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 RLC. 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 RLC 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 RLC 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 RLC, 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 RLC 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 RLC 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 RLC, 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.RLC 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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Is Your CV Strong Enough to Secure Your Next Role? How to Improve Your CV
Is Your CV Strong Enough to Secure Your Next Role? How to Improve Your CV
Sep
23

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 RLCAre 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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6 Reasons Why Now Is the Time to Get A New Job in Thailand
6 Reasons Why Now Is the Time to Get A New Job in Thailand
Sep
16

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 RLC Asia 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 RLC Asia 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 RLC Asia 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 RLCAre 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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