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Mar
17

How to Encourage Communication and Collaboration in Cross-Cultural Teams

International expansion has become a key strategy for many businesses. As many turn their attention to the thriving industries and booming infrastructures of Thailand and Southeast Asia, businesses must understand the nuances of working across cultures. For example, new business registrations in Thailand are at a 10-year high. But how will these companies navigate the cultural gaps? Successful collaboration and communication for cross-cultural teams demands a proactive and thoughtful approach to ensure that teams can work together towards shared goals. This guide will equip business leaders and executives with strategies designed to improve communication and collaboration within cross-cultural teams so that your move into Thailand and Southeast Asia is a successful one! Building a Foundation by Understanding Cultural Diversity  Understanding the differences between Western and Southeast Asian work cultures is the first step to improving your team’s ability to work together. It’s important to recognise that neither approach is inherently “right” or “better” than the other, and that both cultures can learn from one other. In this way you’ll be able to develop a workplace culture unique to your organisation, one that takes the best from both. Becoming more inclusive in this way is proven to strengthen your organisation. Businesses with inclusive workplace cultures make better decisions, and they make them faster. They are also more creative, innovative and crucially productive. Businesses with diverse management teams are 19% more profitable.  Consider the following habits that can build a strong foundation for effective collaboration and communication in cross-cultural teams: Sharing resources that promote cultural understanding and respect Establishing cultural training programs and workshops Encouraging language learning and proficiency Matching employees with a cultural buddy 3 Strategies for Improving Collaboration and Communication You can leverage three strategies to support and improve communication and collaboration in your cross-cultural teams: Strategy One: Implementing Project Management Systems Choosing the right project management systems will drastically improve your team’s ability to work together. Choose tools that allow for real-time communication, document sharing and task tracking. You should also consider how user-friendly systems are to avoid issues caused by language barriers.  Leaders also need to ensure they remove any obstacles to use such as a lack of training, technological differences, or other concerns.  Set clear goals and expectations Track progress and milestones to ensure accountability Offer training where needed Structure meetings, processes, and procedures clearly and consistently Provide clear agendas to improve preparation Strategy Two: Encouraging Open Communication Encourage an environment of open communication by implementing policies and encouraging behaviours that promote trust and a sense of belonging.  Create space for employees to share their unique experiences and perspectives in informal as well as work related settings. Use visual aids such as graphs and graphics to convey key information. Encourage face-to-face interactions, especially on virtual calls to help build personal connections and trust. Visual cues can be a great way to overcome language barriers.Most of all, model good manners and behaviour when it comes to your own communication. Establish team building activities outside of work Be considerate of time-zones Encourage using cameras during meetings Ensure accessibility for all team members Promptly respond to emails and messages Strategy Three: Embracing Obstacles as Opportunities Building successful cross-cultural teams isn’t going to happen overnight. You will face challenges and setbacks, so it’s important to establish a mindset that views obstacles as opportunities. Encourage that mindset in your employees as well. Try to frame any problems your team encounters as chances for personal and professional growth. Share success stories from your own career.  Host regular all-hands meetings or townhalls where you communicate progress and use these meetings as a space to collectively brainstorm solutions and share best practices. You should also provide space for individuals to share with you challenges they’re facing and foster a culture where team members feel comfortable asking for guidance and mentorship. Schedule regular feedback sessions and check-ins Provide constructive feedback promptly Be open about challenges and difficulties Celebrate small wins and successes within the team The benefits of creating strong cross-cultural teams who can communicate and collaborate effectively goes much further than the short-term success of a single project. If you are considering expanding your business into Southeast Asia, the above strategies will provide you a strong basis for long-term growth and market competitiveness.  Those who invest in building bridges across cultural divides are not just adapting to change but actively shaping the future of global business. It's an investment that pays dividends not just in profits but in shared experiences, understanding, and truly global success stories.  As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect business with experienced, technically proficient, English-speaking candidates at every level across Thailand and Southeast Asia.  Whether you’re an employer or a candidate, we can help you take advantage of the current market, grow your business, or progress your career.  Learn more about JacksonGrant’s innovative service offering, find a new role, or get in touch with a consultant to discuss your needs.

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Mar
3

Thailand's Renewable Energy : Opportunities, Challenges, and the Path Forward

Thailand's engineering and renewable energy sector is currently experiencing a transformative phase, marked by a strategic emphasis on sustainable power generation, manufacturing, and technological innovation. Situated at the heart of Southeast Asia, Thailand's geographical location as a gateway to ASEAN countries offers strategic advantages, facilitating access to regional markets and promoting the export of renewable energy technologies. The government's unwavering commitment to renewables, exemplified through policies like the Power Development Plan (PDP), alongside substantial incentives and investments in research and development, are driving the sector's unprecedented growth trajectory. A Booming Manufacturing Hub The nation's burgeoning manufacturing base, particularly in the production of solar panels and wind turbines, underscores its ambition to position itself as a prominent renewable energy hub in Asia. Thailand's favourable climate conditions, abundant natural resources, and supportive regulatory framework further enhance its attractiveness for renewable energy investments. Initiatives such as the promotion of solar rooftop installations, feed-in tariffs, and tax incentives for renewable energy projects are instrumental in accelerating the transition towards a low-carbon economy. Challenges on the Road to Renewables Amidst the promising landscape, Thailand faces multifaceted challenges that necessitate strategic interventions to fully capitalise on its renewable energy potential. Infrastructure limitations, including grid capacity constraints and stability issues, pose significant hurdles to the seamless integration and rapid deployment of renewable energy sources. Moreover, the country's dependence on imports for critical components of renewable technologies exposes it to supply chain vulnerabilities and market uncertainties, highlighting the imperative for domestic manufacturing capabilities and supply chain resilience. Furthermore, the shortage of skilled labour in the renewables sector emerges as a pressing concern, potentially impeding the pace of technological advancement and project implementation. Addressing this skills gap requires concerted efforts in vocational training, capacity building, and educational reforms to nurture a robust talent pipeline equipped with the requisite expertise in renewable energy technologies, project management, and sustainability practices. Collaboration is Key: Unlocking Regional Potential Despite these challenges, Thailand remains poised to leverage a myriad of opportunities inherent in its renewable energy landscape. The establishment of the ASEAN Economic Community (AEC) offers a unique platform for regional collaboration and knowledge sharing, enabling Thailand to harness synergies with neighbouring countries and advance collective efforts towards sustainable energy development. Collaborative initiatives, such as joint research projects, technology transfer programs, and cross-border investment ventures, can accelerate innovation diffusion and foster a conducive ecosystem for renewable energy investments across the ASEAN region. Moreover, strategic partnerships with international corporations, research institutions, and global renewable energy leaders can catalyse innovation cycles, promote technology adoption, and enhance Thailand's competitiveness in the global renewable energy market. By fostering an open innovation culture and embracing disruptive technologies, Thailand can position itself as a frontrunner in renewable energy innovation, driving economic growth, job creation, and environmental sustainability. Furthermore, Thailand has the opportunity to leverage renewable energy as a catalyst for sustainable tourism development. With its diverse natural landscapes, cultural heritage sites, and eco-tourism attractions, Thailand can capitalise on the growing trend of responsible travel by integrating renewable energy solutions into the hospitality sector. Initiatives such as green hotels, eco-lodges, and renewable-powered tourist facilities not only reduce carbon emissions but also enhance the overall visitor experience, positioning Thailand as a premier destination for environmentally conscious travellers. However, amidst the promising prospects, Thailand must remain vigilant to mitigate potential threats that could undermine its renewable energy transition. Global competition in the renewable energy sector is intensifying, with countries vying for market share, technological leadership, and investment opportunities. To maintain its competitive edge, Thailand must prioritise innovation, invest in research and development, and cultivate a conducive business environment to attract foreign direct investment (FDI) and foster indigenous innovation ecosystems. Policy Stability for Long-Term Growth The adverse impacts of climate change, including extreme weather events, sea-level rise, and environmental degradation, pose significant risks to Thailand's renewable energy infrastructure and resilience. As such, the implementation of robust climate adaptation measures, infrastructure resilience strategies, and disaster risk management frameworks is imperative to safeguard critical assets, ensure continuity of energy supply, and protect vulnerable communities from climate-induced disruptions. Additionally, political instability and policy uncertainty present formidable challenges to long-term renewable energy investments and regulatory consistency. To mitigate these risks, Thailand must adopt transparent, predictable, and investor-friendly policies, backed by bipartisan consensus and stakeholder engagement. Policy coherence, regulatory stability, and institutional transparency are essential to instil investor confidence, unlock private sector investments, and sustain momentum in the renewable energy transition. In conclusion, Thailand stands at a pivotal juncture in its quest for sustainable development, with renewable energy playing a central role in shaping its future energy landscape. By harnessing its inherent strengths, addressing critical challenges, and seizing emerging opportunities, Thailand can chart a resilient and inclusive path towards a greener, more prosperous future. Through collaborative partnerships, technological innovation, and forward-thinking policies, Thailand can emerge as a beacon of renewable energy excellence, driving economic growth, environmental sustainability, and social prosperity for generations to come.

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Sep
25

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

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

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Sep
11

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

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

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Jul
10

What do new technologies entering the APAC region mean for skills-based hiring? 

The Asia-Pacific region has always been a place of industrial innovation and economic growth. In recent years, the importance of evolving technologies in logistics, infrastructure, life sciences, and manufacturing industries has become increasingly pronounced. Despite a general hiring slowdown, businesses in the manufacturing, logistics, infrastructure, and logistics industries still have high demand for cutting-edge tech skills.   Yet according to the IDC, the tech skills shortage affects 60% to 80% of Asia-Pacific organisations, highlighting the urgent need for skilled professionals to meet the demands of the evolving landscape. As the region embraces automation, robotics, AI, and other cutting-edge technologies, addressing this skills gap becomes imperative for organisations to stay competitive and drive sustainable development. Efforts to bridge this gap through skills-based hiring and continuous learning initiatives are crucial for unlocking the full potential of the Asia-Pacific region's industrial prowess.  New Technologies in Logistics, Infrastructure, Life Sciences, and Manufacturing  Here are some of the evolving technologies that are reshaping the logistics, infrastructure, life sciences, and manufacturing industries in the Asia-Pacific region, revolutionising processes and driving innovation:  Logistics  Automation and robotics are revolutionising warehousing and supply chain management, improving efficiency and reducing human error. The Internet of Things (IoT) enables real-time tracking and monitoring, enhancing visibility and supply chain transparency.  These advancements call for new skills, including proficiency in warehouse automation systems, robotics, and data analytics for supply chain optimisation.  Infrastructure  Smart Cities increasingly use technology and data to enhance urban living, from efficient energy management to smart mobility solutions and intelligent transportation systems use advanced technologies for traffic management, reducing congestion and improving safety.  To navigate this evolving landscape, and make informed decisions around sustainable development, professionals need knowledge of smart city concepts and technologies alongside knowledge of the design and use of virtual simulations for infrastructure design and management.     Life Sciences  In the life sciences industry genomics is increasingly allowing the use of individual DNA for developing personalised treatment plans. Artificial Intelligence (AI) is transforming drug discovery and development by analysing vast amounts of data and identifying potential candidates.  These advancements call for skills in genomic data analysis and interpretation and experience using AI algorithms for drug discovery is vital for leveraging AI's potential to accelerate the development of new therapies and enhance patient care.    Manufacturing Additive Manufacturing (3D Printing) allows for the creation of complex designs, reducing waste, and improving customisation. The Industrial Internet of Things (IIoT) connects machines and devices, helping optimise operations by improving real-time data collection and analysis. Predictive maintenance uses data analytics and machine learning to predict equipment failures and reduce downtime.   Employers are looking for candidates with experience of additive manufacturing technologies and an understanding of IIoT and predictive maintenance strategies to drive efficient and cost-effective manufacturing operations.    The talent pool in Thailand is still relatively small for these emerging skillsets. Meaning employers need to think outside the box and develop new skills-based hiring talent to attract skilled but relatively cost-effective new hires.   5 strategies to help identify critical skills during the hiring process  Skills-based hiring is an approach to recruitment and selection that focuses on identifying and evaluating candidates based on the specific skills and competencies required for a particular job or role. Rather than relying solely on traditional qualifications or credentials, skills-based hiring emphasises assessing a candidate's ability to perform specific tasks and contribute to organisational success. To help identify candidates with the right experience and critical skills during the hiring and interviewing process, you can adopt the following strategies:   Rework job postings and descriptions Traditional job descriptions that list every single role requirement and responsibility often turn into wish lists. In a skills-based hiring model long descriptions and job postings are redundant.  An ideal job description should be short and to the point. Lists of expectations and responsibilities can be included but the emphasis should be on the specific skills and competencies required including adaptability and a willingness to learn and use new technologies. Avoid using jargon and internal acronyms.   Use structured interviews and assessmentsStructured interviews and assessments play a crucial role in skills-based hiring. Using these techniques makes it easier to identify a candidate’s skills, ensuring you select candidates who are well-equipped to excel in their roles. They also help keep interviews standardised, meaning every candidate has a fair and consistent experience.Adding situational questions in interviews gives you insights into a candidate’s ability to apply their skills in real-world scenarios. Or you might choose to use a separate technical assessment to directly test a candidate's proficiency in specific skills, such as coding, data engineering or software development. Focus on prior experience  Focusing on previous experience with relevant technologies and projects, and the impact and outcomes of their work, allows employers to assess a candidate's practical application of skills in real-world settings, providing concrete evidence of their abilities, their potential to deliver results and contribute to business success.  This approach provides a deeper understanding of a candidate's skill proficiency and increases the likelihood of finding candidates who can make a meaningful impact in their new roles. Choose candidates who are dedicated to continuous learning All businesses looking to embrace new technologies should be offering training programs and certifications and encouraging employees to participate in conferences and workshops to bridge the skills gap. If you are then you are going to want to hire candidates who will take advantage of this professional development. Candidates who show a proactive approach to learning are more likely to adapt to new technologies and acquire the skills necessary for future success. Look for evidence of commitment to personal and professional growth through their participation in ongoing training, certifications, or relevant industry events. Focus on building diverse and agile teams Diversity in skill sets and backgrounds brings a range of expertise and innovative thinking to the table driving innovation. Employers can use skills-based hiring to carefully assess candidates' unique skill sets, ensuring a complementary blend of abilities in their teams. By intentionally assembling diverse teams, you can tap into a broader range of skills and expertise. This is particularly in fields where older technologies and skills are used alongside emerging ones.    By embracing skills-based hiring as part of your wider talent attraction strategy you are up to five times more likely to hire candidates who are capable of performing at the highest level and who will bring the skills and expertise with them to keep your business at the cutting-edge.   As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates.  Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements.   

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Jun
12

Working For Multinational Companies in Thailand: Challenges And Opportunities

Are you the type of candidate that multinational companies are looking for? Which international organisations attract the best local talent? Thailand’s labour market offers ample opportunities, but also challenges for both job-seekers and the multinational companies they aspire to work for. A handful of multinationals are overwhelmingly preferred by candidates due to their office culture, generous compensation & benefits, and career opportunities. For candidates, competition is intense, and the bar is high: there is a wide skills gap between what international employers need and what most job seekers in Thailand have to offer. Candidates who have skills in high demand can easily find work in Thailand's industrialised areas: Bangkok, the Eastern Seaboard, Chiang Mai, and Phuket. Conversely, candidates who lack the requisite skills and qualifications will find it more difficult to find work with a multinational organisation. Thailand Is Still Attractive To Foreign Investors For multinational companies, Thai labour is relatively cheap. Compared to other developed countries in the region, Thailand is an attractive place to set up factories and manufacturing facilities. Many organisations in the tourism, service, and technology industries are thriving by leveraging Thailand's skilled workforce to support their regional and global operations. The ease of doing business in Thailand has improved in recent years, with policies encouraging foreign direct investment, tax incentives, and streamlined regulations. However, multinational organisations need to be aware of labor laws, regulations, and cultural expectations in Thailand. Policies regarding working hours, annual leave, and holiday pay may be different from what European, Japanese, or American managers are accustomed to. Like everywhere else in the world, companies that prioritise social responsibility, diversity, community support, and sustainability will attract the strongest candidates in Thailand. These are my observations from more than 20 years working in human resources and as a recruitment consultant in Thailand, especially with multinational organisations. I hope these insights can give candidates a better understanding of what international companies are looking for, and give employers a better chance to attract ideal candidates. Please keep in mind, these are generalisations, not hard-and-fast rules. They are honest observations from my personal experience with both candidates and employers. What Qualifications Are Multinational Employers Looking For In Thailand? The ideal candidate varies depending on the specific job and industry, but generally employers are looking for candidates who possess the following qualities: ·       Relevant education and work experience - Employers prefer candidates who have education and work experience that is relevant to the job they are hiring for. This shows that the candidate has the necessary knowledge and skills to perform well without much additional training or investment. ·       Strong work ethic - Employers place a high value on punctuality, dedication, and a willingness to work hard. Candidates who demonstrate a strong work ethic are highly sought after. ·       Good communication skills – Thai candidates who possess strong oral and written communication skills in English or a third language are highly valued. This is especially important for roles that involve working with customers, clients, or colleagues from different backgrounds. ·       Adaptability - Employers appreciate candidates who are flexible and can adapt to new environments and changes in the workplace. Being adaptable allows individuals to be more productive, innovative, and able to thrive in different scenarios. ·       Positive attitude - Employers look for candidates who are highly motivated, with a positive attitude. Candidates who have a positive attitude inspire other team members and boost morale. ·       Interpersonal skills - Candidates with strong interpersonal skills, such as empathy, emotional intelligence, resilience, time management, teamwork, conflict resolution, active listening, and an ability to persuade others are highly valued. These skills are especially desirable for customer service, sales, and management positions. ·       High-tech or industrial manufacturing skills and experience - Companies look for candidates who possess specific technical skills or industry experience that can benefit business operations. ·       Experience working for an international company, or overseas - Candidates who were educated overseas and/or who have previous experience working for an international organisation are prized assets in Thailand, and command higher salaries. They require less training, adapt more easily to the company culture, and effectively serve as liaisons between foreign management and local staff. Which International Companies Attract The Best Local Thai Talent? The most talented Thais prefer to work for multinational organisations that offer a positive office environment, competitive compensation, opportunities for personal growth and career development. The work-life balance proposition has become increasingly important. In addition, the best Thai candidates are drawn to organisations that have a good reputation, are socially responsible, and contribute to the community. The ideal multinational organisations for candidates in Thailand possess the following qualities: ·       Strong Corporate Culture - Multinational organisations with a strong corporate culture rate highly for employee satisfaction, engagement, and loyalty. These are companies that promote diversity, inclusion, and teamwork. ·       Good Compensation and Benefits - Competitive salaries, annual bonuses, health benefits, retirement plans, and paid holidays are essential to job satisfaction and employee retention in Thailand. ·       Career Growth Opportunities - Organisations that offer career advancement opportunities and training programmes will attract and retain the best Thai candidates. Ambitious employees relish the chance to learn new skills, grow their knowledge and experience. Opportunities to work overseas are especially attractive. ·       Work-life Balance – Quality of life is crucial for employees in Thailand. Multinational organisations that offer flexible working arrangements such as telecommuting, flexible hours, and parental leave enjoy high levels of employee satisfaction. ·       Social Responsibility and Community Support - Multinationals that contribute positively to the community are viewed more favourably in Thailand. Candidates tend to seek employment with companies that display social responsibility by giving back to the local community, and demonstrate environmental responsibility. ·       Work From Home (WFH) - In Thailand, WFH has become more common and increasingly popular since the COVID-19 pandemic. Many businesses shifted to remote work models to ensure the health and safety of their employees. With the rise of technological advancements, WFH has become a viable and efficient option for many organisations. For employees, working from home provides more flexibility and eliminates the time, cost, and stress of commuting. For businesses, the transition to WFH may require additional investment in technology and resources. They must also create policies and guidelines to maintain productivity, staff morale, motivation and team-building. JacksonGrant: Experience Finding The Right Candidate For The Right Organisation As a recruitment consultant working with both job-seekers and employers,  I am routinely exposed to a high volume of candidates from all walks of life, and numerous multinational companies from around the globe looking for talent in Thailand. I work closely with hiring managers and HR departments to identify job vacancies, understand workforce needs, and develop recruitment strategies to find the best candidates. I screen and vet potential candidates to create a shortlist, then arrange interviews or further assessment to evaluate their character and suitability for the position. My job is to ensure that both candidates and clients are happy: This is essential for a successful outcome, and sustainable business relationships. I am passionate about helping organisations find the right candidates, and helping candidates find the right jobs. 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 out via email: surichai@jacksongrant.io  

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