Nov
25

In today's competitive job market, especially in Thailand’s thriving industries such as manufacturing,  logistics, infrastructure, and  life sciences, understanding and tracking the right recruitment metrics is essential for success.  Monitoring these metrics can help streamline your hiring processes, reduce costs, and attract better talent. What is recruitment metrics Recruitment metrics are key performance indicators (KPIs) used to measure the effectiveness and efficiency of a company's hiring process.  These metrics provide valuable insights into various aspects of recruitment, such as the time it takes to hire a candidate, the cost of recruitment efforts, the quality of new hires, and the effectiveness of different sourcing channels.  By analysing recruitment metrics, businesses can optimise your hiring process, improve decision-making, and ensure you attract the right talent. Here are the 8 key metrics every business should focus on. Top 8 key recruitment metrics that you should know 1. Time to Hire One of the most critical recruitment metrics is Time to Hire. This metric measures the number of days between when a job opening is posted and when a candidate accepts the offer.  For businesses, especially in the logistics and manufacturing sectors, reducing time to hire can help avoid losing candidates to competitors. By tracking this metric, you can identify delays in your recruitment process and make the necessary improvements to streamline hiring. 2. Cost per Hire Another vital recruitment metric is Cost per Hire. This metric evaluates the total recruitment cost involved in hiring someone, this includes advertising, recruitment agency fees, and administrative expenses.  Cost per Hire varies depending on industries and competition. Optimising cost per hire metric can help businesses remain cost-efficient while still attracting high-quality talent. 3. Quality of Hire Quality of Hire is one of the most important recruitment metrics as it measures the value a new employee brings to the company. In industries like life sciences and manufacturing, hiring the right person is the main factor for success.  Quality of hire can be measured through performance reviews, productivity, and overall contribution during the first year. Tracking this metric ensures that your recruitment efforts are aligned with long-term business goals. 4. Offer Acceptance Rate The Offer Acceptance Rate is a key recruitment metric that indicates how often candidates accept job offers. A low acceptance rate can suggest problems with the offered salary, benefits, hiring processes or company culture.  Competing for top talent, especially in specialized fields like logistics or infrastructure, monitoring this metric ensures that the company remains attractive to potential employees. 5. Source of Hire Knowing where your successful candidates come from is another essential recruitment metric. Source of Hire measures the effectiveness of different recruitment channels, such as job boards, employee referrals, or recruitment agencies.  Identifying the most effective hiring sources can improve resource allocation and increase the chances of finding top talent. 6. Candidate Experience Candidate Experience is a recruitment metric that measures the overall satisfaction of candidates during the hiring process. In Thailand’s competitive job market, a positive candidate experience can differentiate your company from competitors.  This metric is vital for attracting skilled candidates in sectors like life sciences and manufacturing, where the recruitment process can be complex and lengthy. 7. Retention Rate of New Hires Tracking the Retention Rate of New Hires is a key recruitment metric for understanding how well new employees integrate and stay with the company.  A high retention rate indicates a good fit between the candidate and the company’s culture, which is especially important in industries like manufacturing and life sciences, where training and development are often required. 8. Diversity in Hiring Incorporating Diversity in Hiring as a core recruitment metric is essential for fostering innovation and creativity in your workforce.  Tracking this metric ensures that your recruitment process promotes an inclusive and diverse workplace, which is increasingly important for businesses across Thailand’s industries.   Recruitment metrics are essential for success to hire the best talent. Recruitment metrics are essential for hiring the best talent and achieving long-term success. By closely monitoring these key metrics, businesses across industries such as manufacturing,  logistics,  infrastructure, and life sciences can significantly enhance their recruitment strategies. Understanding and tracking these metrics not only optimises the hiring process but also ensures companies remain competitive in today’s fast-evolving job market. A focus on recruitment metrics leads to smarter hiring decisions, better workforce planning, and the ability to attract, hire, and retain the right talent in a competitive environment. As Thailand's leading recruitment agency, with expertise in manufacturing, logistics, infrastructure, and life sciences, we connect businesses with highly skilled, technically proficient professionals with strong English communication abilities 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.

Oct
21

As Thailand's industries—ranging from manufacturing and life sciences to logistics and infrastructure—continue to grow, businesses are increasingly facing a significant challenge: finding skilled workers.  The talent shortage has become a critical issue for many sectors, making talent acquisition strategies more important than ever.  To ensure long-term success and sustain growth, companies must adopt innovative approaches to talent acquisition that can attract, develop, and retain top talent.. Understanding the Talent Acquisition Landscape in Thailand Talent acquisition in Thailand faces several challenges, with one of the main obstacles being the limited English communication skills in the workforce. According to the 2023 English Proficiency Index by EF, Thailand ranks 8th among ASEAN countries and 101st globally, placing it in the "very low" proficiency category. The index further reveals that Thailand trails behind not only Singapore, the Philippines, and Malaysia but also Vietnam, Indonesia, Myanmar, and Cambodia in English-speaking ability. Combined with an aging population, a skills mismatch, and rapid technological advancements, these factors make it increasingly difficult for businesses to find the talent needed to stay competitive in the global market.  Here are some key strategies for improving talent acquisition efforts in Thailand. 1. Upskilling and Reskilling as a Key Talent Strategy One of the most effective ways to bridge the talent gap is by focusing on upskilling and reskilling your current workforce. Rather than solely relying on external hires, companies can invest in developing the skills of their existing employees.  This approach not only helps fill roles more quickly but also fosters loyalty and engagement within the workforce. For industries like manufacturing and logistics, where technology and automation are transforming traditional roles, upskilling employees in areas such as data analytics, robotics, and AI can be crucial.  Investing in training programmes to improve your employees’ skills positions your business as forward-thinking and proactive in addressing the talent shortage. 2. Using Technology for Smarter Talent Acquisition As the talent acquisition process evolves, leveraging technology is becoming a must. AI-powered recruitment tools and data-driven recruitment service can help companies streamline their talent acquisition efforts by quickly identifying qualified candidates.  These tools allow your talent acquisition team to assess skills, experiences, and even cultural fit for the company. In addition to AI tools, companies can utilise social media platforms like LinkedIn to broaden their reach and target potential candidates.  Talent acquisition team can use these platforms to engage with passive candidates—those who aren’t actively seeking a job but are open to opportunities which will help expand their candidate pool. 3. Partnering with Educational Institutions for New Talent  A long-term solution for addressing talent shortages is forming partnerships with universities, vocational schools, and technical training centers.  By working closely with educational institutions, companies can help shape the curricula to match industry needs and ensure that future graduates are equipped with the necessary skills. Offering internships and Co-Ops programmes are also important for a strong talent acquisition since these initiatives allow students to gain real-world experience while companies are able to work with potential talents. In industries such as life sciences and infrastructure, where specialised skill is critical, this approach can create a steady pipeline of qualified candidates ready to enter the workforce. 4. Boosting Employer Branding to Attract Top Talent  A strong employer brand is a key factor in effective talent acquisition.  With the rise of social media where information is easily accessible by anyone, a competition for talent has been a real challenge for companies. In order for companies to stand out as attractive employers. A well-crafted Employer Value Proposition (EVP) that highlights company culture, career development opportunities, and a supportive work environment is essential for attracting top talent. Many candidates today are looking for more than just a paycheck. They want a workplace that aligns with their values, offers growth potential, and supports work-life balance.  Promoting these aspects of your company through your employer brand can significantly boost your talent acquisition efforts. 5. Expanding Talent Pools Through Diversity and Inclusion A comprehensive talent acquisition strategy should prioritise diversity and inclusion.  By creating an inclusive workplace, companies can consider diversity in nationality, age, gender, and capability. Not only does this broaden the available talent pool, but also enhances creativity, innovation, and problem-solving within the organisation. For example, the manufacturing and logistics industries in Thailand have traditionally had low female participation. By actively promoting gender diversity and offering policies that support work-life balance, companies can attract a more diverse workforce and fill critical talent gaps. 6. Implementing  Flexible Work Models to Attract Top Talent In today’s job market, offering remote work and flexible work arrangements has become a critical part of talent acquisition. Especially after the COVID-19 pandemic, many candidates prioritise work-life balance and flexible working conditions over traditional 9-to-6 roles. Allowing employees to work remotely or offering flexible hours enables businesses to tap into a broader talent pool, including workers outside major cities or even internationally. This flexibility helps attract younger generations who value work-life balance, making it a key element in modern talent acquisition strategies. Talent shortages cannot be overlooked To overcome Thailand’s talent shortages, companies must embrace innovative and forward-thinking processes. Investing in upskilling existing employees, leverage recruitment technology and  building partnerships with universities can help businesses prepare for the upcoming talent landscape. The companies that successfully rethink their talent acquisition approach will not only address the current talent shortages but also position themselves as leaders in Thailand’s competitive market. With a comprehensive and proactive strategy, businesses can attract, develop, and retain the talent they need to thrive well into the future. Partner with JacksonGrant Recruitment for Success in Thailand Are you preparing to address talent shortages in Thailand’s competitive market? We are here to support you.  As Thailand's leading Industrial, Logistics, and Supply Chain recruitment agency, we connect experienced, technically proficient, English-speaking candidates with sustainability job opportunities across Thailand and Southeast Asia. Our comprehensive recruitment solutions, strategic insights, and commitment to excellence enable businesses to take full advantage of the opportunities within Thailand's dynamic manufacturing ecosystem. Collaborate with JacksonGrant Recruitment to secure the talent that will drive your business forward.For more information on how JacksonGrant Recruitment can support your manufacturing talent needs, please contact us.

Oct
14

As Thailand continues to grow into a critical hub for Southeast Asia, industries like manufacturing, life sciences, logistics, and infrastructure are becoming the backbone of the economy.  With the demand for skilled workers on the rise, understanding salary expectations and negotiation strategies in these sectors is more important than ever. While junior roles tend to offer lower pay, salaries increase significantly as professionals gain experience and earn qualifications that match their roles and industry. Additionally, strong English skills can also boost a candidate’s chances of earning a higher salary. Employers can stay competitive by offering non-cash benefits, like transport allowances or training opportunities, even when sticking to salary limits. Here’s a focused look at how to approach salary discussions and negotiations across these four industries.   1. Manufacturing salaries expectation The manufacturing sector in Thailand has long been one of the strongest contributors to the nation’s economy,  candidates can range from highly skilled engineers and technicians to production supervisors, quality assurance managers, and supply chain professionals. This sector offers diverse opportunities with complex salary expectations which are shaped by specific industry demands, skill sets, and regional factors. Here’s how it works Manufacturing salary trends:  Manufacturing roles, especially in sectors like automotive, electronics, and food processing, often come with competitive salaries.  Technical engineering talents, such as production engineers, operations managers, and quality assurance specialists, tend to receive higher pay due to their critical role in maintaining product standards and driving efficiency for the company. Negotiation Strategies:  In this sector, candidates with technical expertise that comes with certifications like Lean Six Sigma, or experience with advanced machinery have the upper hand in salary negotiations.  The key factors for such candidates typically include a combination of technical skills, strong communication abilities (particularly in English), and cultural fit with the company. When candidates possess this trifecta, they are well-positioned to command higher salaries. Employers need to balance the competitive landscape by offering not just salaries but also benefits such as transportation allowances, meal subsidies, and career progression opportunities.  Highlighting a commitment to ongoing training and development is particularly attractive to candidates looking for long-term growth in this field.   2. Life Sciences: A Growing Field with High Salary Potential Thailand’s life sciences sector is gaining momentum as the country focuses on becoming a hub for biotechnology, pharmaceuticals, and healthcare innovation.  With the global demand for medical technology and drug development surging, skilled professionals in this field are highly sought after. Life sciences salary Trends:  Life sciences professionals, especially those with expertise in R&D, regulatory affairs, clinical trials, and bioengineering, can command premium salaries. This is particularly evident in roles such as clinical research managers, laboratory directors, and pharmaceutical production specialists.  Candidates with advanced degrees and international experience often have stronger salary leverage. Negotiation Strategies:  Professionals in life sciences should focus on negotiating not just on salary but on research opportunities, international collaborations, and professional development perks, which are increasingly important in this sector.  Employers can attract top talent by offering flexible work environments, continued education opportunities, and health-related perks beyond just base compensation.  For example, multinational companies may offer opportunities for global rotations, which can be very attractive to candidates.   3. Logistics: Competitive Salaries Driven by Growth As Thailand’s economy becomes more integrated into global supply chains, the logistics sector is experiencing rapid growth from e-commerce, development of smart cities, and advancements in transportation networks. The demand for skilled logistics professionals is on the rise. Logistics salary trend:  In the logistics industry, salary ranges can vary widely based on role and experience.  Entry-level roles such as logistics coordinators and warehouse supervisors typically offer modest pay but management-level positions like supply chain managers, logistics directors, and distribution center managers can receive significant salaries, especially in multinational companies. Negotiation Strategies: Professionals in logistics should emphasize their experience with supply chain optimiation, digital logistics platforms, and their ability to handle large-scale operations.  Employers need to focus on offering competitive salaries, particularly for roles involving strategic position or technology integration. Benefits like performance bonuses, international mobility, and work-from-home flexibility for certain roles (such as supply chain analysts) can make a difference during salary negotiations.   4. Infrastructure: Attractive Compensation in a Growing Sector Thailand’s infrastructure sector is expanding rapidly, thanks to increased investment in transport networks, smart cities, and energy projects.  This sector includes a wide range of careers in construction, civil engineering, project management, and environmental consulting, all of which are essential for the nation’s long-term development goals. Infrastructure salary trends:  Infrastructure roles, particularly in civil engineering, project management, and environmental engineering, come with competitive salaries, especially for candidates with specialised skills in areas like green building practices, sustainable urban development, and large-scale project execution.  Senior-level positions, such as project directors and civil engineering managers, are among the highest-paid within this industry. Negotiation Strategies:  Candidates in infrastructure should emphasise their experience with complex projects, certifications (e.g., PMP for project managers), and their ability to work on sustainable initiatives.  Employers should focus on highlighting the long-term nature of projects, offering opportunities for professional development, and providing attractive benefits such as housing allowances or relocation support for projects in other regions.  Additionally, with many large-scale projects running over multiple years, career progression opportunities within the company can be a significant draw during salary negotiations. Employer Strategies in these sectors Across manufacturing, life sciences, logistics, and infrastructure, there are several consistent strategies employers should consider when approaching salary negotiations: Offering Competitive Benefits:  In Thailand, employees often value the total compensation package beyond base salary.  For all four sectors, offering comprehensive benefits packages, including health insurance, provident funds, housing allowances, transportation support, and bonuses, is critical to attracting top-tier talent. Focus on Professional Development:  Offering clear career advancement opportunities and access to continued training, certifications, or even international exposure can make a big difference, especially in industries where specialized skills are in high demand.  Highlighting these development opportunities helps retain employees and keeps your offers competitive.   Flexibility in Compensation Packages: Employers can also consider offering flexible compensation options, such as performance-based bonuses or project completion incentives.  This is particularly effective in industries like infrastructure and manufacturing, where projects often span multiple years, and bonuses tied to successful completion can be motivating. Final thoughts In Thailand’s manufacturing, life sciences, logistics, and infrastructure industries, salary expectations and negotiation strategies are driven by specific market demands, industry growth, and the unique qualifications of the workforce.  Whether you're a candidate aiming to secure fair compensation or an employer looking to attract the best talent, approaching salary discussions with a thorough understanding of the sector’s landscape is essential.  By focusing on competitive salaries, comprehensive benefits, and opportunities for career development, both parties can create a win-win scenario that fosters long-term success.

Sep
23

Thailand has firmly established itself as a key player in the logistics and supply chain sector within Southeast Asia. Its strategic location, extensive infrastructural developments, and a growing focus on industry-specific expertise, has firmly established the nation as a central hub for logistics operations. This blog explores the key factors driving Thailand's rise as a logistics powerhouse and how it continues to elevate presence in the global supply chain. Why Thailand’s Strategic Location Matters Thailand’s central position in Southeast Asia offers a unique advantage. Surrounded by Myanmar, Laos, Cambodia, and Malaysia, it is at the crossroads of major regional trade routes. This prime location allows Thailand to serve as a gateway to the broader ASEAN market, facilitating the smooth movement of goods across borders. Additionally, Thailand's proximity to major global shipping routes in the Indian and Pacific Oceans enhances its appeal. The country is home to key deep-sea ports like Laem Chabang, the largest in Thailand and one of the busiest in the region, playing a vital role in handling large volumes of international trade. According to the Thailand Board of Investment (BOI), Thailand’s strategic location provides access to over 600 million consumers in ASEAN, making it an attractive destination for logistics and supply chain activities. The BOI highlights that this geographical advantage is further enhanced by a well-developed transport infrastructure, firmly positioning Thailand as a pivotal hub for regional distribution. Eastern Economic Corridor (EEC): A Key Initiative The Eastern Economic Corridor (EEC) stands out as a major initiative, covering three eastern provinces—Chachoengsao, Chonburi, and Rayong. Part of Thailand’s “Thailand 4.0” vision to transform into a high-tech economy, the EEC boasts state-of-the-art infrastructure. This includes expanding U-Tapao International Airport, developing high-speed rail links, and upgrading Laem Chabang Port. The EEC has attracted significant investment from multinational companies looking to establish a presence in Southeast Asia. This influx of investment has boosted demand for logistics services and created numerous opportunities for businesses in the sector. The BOI highlights that the EEC is a flagship project aimed at enhancing Thailand’s logistics capabilities, with planned investments exceeding USD 45 billion. The zone is designed to be a gateway to Asia, particularly for industries such as logistics, aviation, and smart manufacturing. Digital Infrastructure: The Backbone of Modern Logistics Beyond physical infrastructure, Thailand has also made significant strides in digital capabilities, which are essential for modern logistics operations. Technologies like blockchain, the Internet of Things (IoT), and artificial intelligence (AI) have been increasingly adopted to improve logistics efficiency, enabling real-time tracking and data-driven decision-making. The government’s push for digitalization is part of the Thailand Digital Economy and Society Development Plan, which aims to integrate digital technologies across sectors, including logistics. This plan supports the growth of e-commerce, further driving demand for sophisticated logistics solutions. Thailand’s Role in Trade and Economic Integration Thailand’s emergence as a logistics hub is bolstered by its active participation in regional and global trade agreements. As a founding member of the Association of Southeast Asian Nations (ASEAN), Thailand plays a key role in the ASEAN Economic Community (AEC), promoting economic integration among member states. Through the AEC, Thailand has benefited from reduced trade barriers, streamlined customs procedures, and greater market access within the region. This integration has facilitated the movement of goods and services across borders, reinforcing Thailand’s status as a logistics hub. Furthermore, Thailand’s involvement in the Regional Comprehensive Economic Partnership (RCEP), the world’s largest free trade agreement, has opened new avenues for trade with major economies like China, Japan, and South Korea. The RCEP is expected to boost Thailand’s exports and attract more foreign investment, particularly in logistics and supply chains. The BOI notes that Thailand’s participation in these trade agreements enhances its attractiveness as a logistics hub, with significant potential for growth in regional trade. The Impact on the Logistics Sector As Thailand continues to grow as a logistics and supply chain hub, the demand for specialised logistics services and expertise is on the rise. This growth presents both opportunities and challenges for the logistics sector. Increased Demand for Specialised Services With the expansion of infrastructure and the integration of advanced technologies, there is a growing demand for specialized logistics services in Thailand. Companies operating in the country require sophisticated supply chain management solutions to handle the complexity of modern logistics operations. This includes services such as cold chain logistics, last-mile delivery, and e-commerce fulfillment, which are becoming increasingly important as consumer expectations evolve. Talent Development and Industry Expertise: The rapid growth of Thailand’s logistics sector has also highlighted the need for industry-specific expertise. As the sector evolves, there is a strong demand for professionals who are not only skilled in traditional logistics functions but also possess knowledge of emerging technologies and global supply chain trends. Challenges and Future Outlook Despite significant progress, the logistics sector in Thailand faces challenges, including a talent shortage, particularly in areas requiring specialized skills. Additionally, businesses must navigate the complexities of regional trade agreements and regulatory compliance to fully capitalise on Thailand’s strategic position. However, the future outlook for Thailand’s logistics sector is promising. With ongoing infrastructure investments, government support, and a growing focus on digitalisation, Thailand is well-positioned to strengthen its role as a logistics and supply chain hub in Southeast Asia. Leveraging Thailand’s Logistics Hub with the Right Talent Thailand’s strategic location and advanced infrastructure have positioned it as a key player in global logistics. However, the true potential of this hub is unlocked by having the right talent in place. For businesses aiming to expand or optimise their operations in Southeast Asia, securing top logistics professionals is essential. At JacksonGrant, we specialise in connecting businesses with the talent they need to thrive in Thailand's dynamic logistics sector. Our expertise in recruitment and talent strategy ensures that you have the right people to drive your logistics success. Contact us today to explore how JacksonGrant can help you build a winning team and fully leverage the opportunities in Thailand’s thriving logistics market. Author: Nicholas Padovan – Director of Recruitment as a Service (RaaS), specialising in Logistics & Supply Chain.

Sep
9

In today's competitive job market, attracting and retaining top talent is crucial for any company's success. However, some employers attempt to cut costs by offering lower-than-market salaries to the best candidates, a strategy known as "lowballing." While this might seem like a savvy financial move, it often backfires in several significant ways. Reputation Damage and Blacklisting When you lowball a top candidate, you risk damaging your reputation within the industry. Skilled professionals communicate, and word spreads quickly. If your company becomes known for offering below-market compensation, you could be blacklisted by top talent. This makes it increasingly difficult to attract quality candidates in the future, as your brand becomes associated with undervaluing employees. It may be true that someone is overpaid and underperforming but as the saying goes “the price is the price.” Offending and Losing Candidates Top candidates are aware of their worth. Offering them a low salary is not only offensive but also a clear indication that your company does not appreciate their skills and experience. This can lead to immediate rejection of the offer, and worse, they may share their negative experience with others in the industry, further harming your reputation. Increased Turnover Costs Even if a top candidate reluctantly accepts a lowball offer, the likelihood of them staying with your company long-term is slim. They will likely continue searching for better opportunities, leading to higher turnover rates. The cost of replacing and retraining employees is far greater than offering a competitive salary from the start. Reduced Productivity and Morale Employees who feel underpaid are less likely to be motivated or engaged in their work. This can result in reduced productivity and a negative impact on overall team morale. A demotivated workforce can cause a ripple effect, leading to a decline in performance across the board. Missed Opportunities for Growth Top talent brings not only their skills but also new ideas, innovation, and leadership potential. By lowballing and losing these candidates, you miss out on opportunities for growth and development within your company. Investing in the right people from the start can lead to long-term gains that far outweigh the initial cost. Conclusion Lowballing top candidates is a short-sighted strategy that can have long-lasting negative effects on your business. To build a strong, motivated, and loyal team, it's essential to offer competitive compensation that reflects the value of the talent you're seeking. In the end, investing in top talent is an investment in your company's future.   Author: Alexander Grant, Partner & Director of Recruitment Operations of JacksonGrant

May
27

Attracting and retaining executive talent can be more difficult than finding candidates for other positions. Not only do you need to find a candidate with the industry knowledge and technical skills to drive your business forward, but they also need to share your company values to successfully promote your mission and lead others. Sourcing the right leaders for your businesses means thinking about your recruitment processes with executives in mind. At Jackson Grant, we’re experts in executive search recruitment. Here are our top tips for businesses thinking about how to find leaders quickly and efficiently. Define the Role One of the most overlooked steps in finding executive talent is defining the exact requirements and responsibilities of the role you are looking to hire for. Different executive positions, industries and businesses will need leaders with specific skills, experiences, and qualifications. And different workforces thrive best under different leadership styles. Think carefully about the kind of person you are looking for, let your hiring manager know what you’re looking for and make this clear in any job descriptions or branding materials you create. Tap Into Your Network When thinking about how to find leaders, it’s important not to neglect one of the most powerful tools at your disposal – your network of industry contacts! Unlike candidates for more junior roles, executive talent is often not actively job hunting. To access the highest quality executives, you need to be proactive in approaching them. Use professional networks, industry connections and referrals from your current leadership team to make new connections. Having a business presence at networking events, conferences, and industry gatherings can also be valuable opportunities for building awareness of your company as a great place to work. Build a Strong Brand Reputation Because the very best executive talent can afford to wait for the right offer from the right business it’s important to make your employer brand a key part of your leadership recruitment. Cultivate a positive employer brand by showcasing your company culture, values, and commitment to employee development and well-being. Make use of multiple platforms, such as LinkedIn, your website, and industry press to reach a wider audience of potential leadership candidates. Put Diversity, Equity, and Inclusion (DEI) Front and Centre Companies that embrace diversity at every level of their organisation are more innovative, more creative, and ultimately more profitable. Employees from diverse backgrounds are going to be looking to your executive team for leadership, mentorship, and guidance, so it’s important that your leaders reflect the diversity of your workforce. For example, only 32% of leadership positions in the APAC region are held by women, but across the region women often account for upwards of 50% of the workforce. It’s important that any DEI initiatives and strategies that you build into your wider recruitment processes are also reflected in your executive hiring.  Offer Competitive Compensation When you are thinking about how to find leaders and how best to attract them to your business it’s important to offer competitive compensation. However, while pay is an important driver for executive talent, it is not their only motivation for taking a role. Think about your executive compensation holistically. Include other benefits alongside your salary offering; you might consider your bonus scheme, offering stock options and other executive perks. You should also think about how your benefits package appeals to leadership talent from diverse demographics, more flexible working for example may appeal more to those with caring responsibilities. Whatever package you offer, ensure that it is attractive and aligned with industry standards. Provide Growth and Development Opportunities Executive candidates are by their nature driven individuals who are looking for opportunities to further their careers and make a significant impact within a dynamic and growing company. When hiring you should be highlighting any opportunities you have for professional growth, career advancement, and leadership development within your organisation. Rethink the Recruitment Process Show that you respect the time of executive talent by ensuring your recruitment process is as efficient and transparent as possible. Minimise delays and keep candidates informed at every stage of the hiring process. Think about how many interviews and assessments you are asking candidates to undertake and always make sure that you involve key stakeholders and team members in the interview process to gain diverse perspectives on executive candidate’s potential. Consider Using an Executive Search Agency Of course, partnering with an executive search agency like JacksonGrant can help you implement these tips effectively. We can help you access a broader network of executive talent, streamline your recruitment process, and build your employer brand. We also have specialised expertise in identifying, attracting, and evaluating top candidates to ensure a successful executive hire. How Does Executive Search Work? At JacksonGrant we act as your dedicated executive recruitment partner. This means we work closely with you to understand your unique requirements and goals. So, we only shortlist candidates who are a perfect match. Using cutting edge, proven methodologies, interviews, and assessments, we can find talented executives from across Thailand and Southeast Asia who will drive your business forward. And, because we are members of the Association of Executive Search and Leadership Consultants (AESC) and IIC Partners Executive Search Worldwide we give you access to unparalleled global talent networks as well as tailored advice and support. JacksonGrant has earned a reputation as Thailand’s leading recruitment specialists in Manufacturing, Supply Chain, and Industrial Technology sectors. Our success comes from an innovative approach, clear communication, and a commitment to fully engage with our clients’ industries. If you are interested in how to find leaders for your business using our executive search services get in touch with one of our team today to discuss how we can help meet your needs.