Aug
25

Every leader has seen it happen. The right person in the wrong role. A talented hire who never quite settles. A team that looks strong on paper but struggles to deliver. It is the classic case of square pegs in round holes and it costs businesses time, energy and results. Traditional assessments may tell you about someone’s personality or technical strengths, but they rarely explain how that individual will actually make an impact. Without that insight, organisations end up relying on instinct, placing people where they might fit and hoping for the best. The result is frustration for leaders, disengagement for employees and projects that lose momentum. This is exactly the problem that The GC Index® was built to solve. From Labels to Impact: A New Way to See People The GC Index® shifts the focus away from personality labels and towards contribution. Instead of asking “Who are you?” it asks “How do you deliver impact?” That small change unlocks powerful clarity. It identifies five distinct ways people naturally add value: The Strategist: shaping vision and long-term direction The Game Changer: sparking fresh ideas and innovation The Implementer: driving delivery and getting things done The Polisher: raising standards and refining for excellence The Play Maker: building collaboration and connection No role is better than another. The advantage comes from understanding where each person fits and making sure the team has the right balance to deliver. That is how you avoid the square peg problem. The Urgency of Getting Teams Right Across industries, organisations are under pressure to move faster, adapt to technology and keep employees engaged. In many cases the challenge is not capability but alignment. If your team feels busy but not effective, you might be missing the right mix of energy. The GC Index® helps close that gap. It gives leaders the insight to align people to the right roles, build teams with the right mix of energy and recognise individuals for the impact they make. That creates focus, motivation and results that last. Who Gains the Most from The GC Index® The GC Index® is built for organisations and individuals who want clarity on how impact is created and how to channel that energy into results. It brings value across different levels of a business: Executive boards seeking stronger succession planning and leadership pipelines Managers restructuring teams to accelerate delivery and performance HR leaders looking for a clear framework to support development and engagement Employees who want recognition for their strengths and clarity on how they contribute In every case the aim is the same: to move away from guesswork and create alignment where people thrive, teams deliver and organisations see real results. At JacksonGrant, we see this in action every day. We have seen talent discover strengths they had not recognised, managers restructure teams for faster delivery and employees feel more valued because their contribution is finally understood. The shift is simple but powerful: people stop working in silos and start working with purpose. For organisations, this means greater cohesion, quicker decisions and leadership pipelines that are ready for the future. Are you getting the best from the talent you already have? If you are ready to explore how The GC Index® can help unlock potential and turn it into lasting impact, get in touch with JacksonGrant today.

Aug
4

In today’s increasingly globalised economy, Thailand continues to position itself as a key player in ASEAN trade, logistics, and production. With its strategic location at the heart of Southeast Asia, the country is an attractive hub for international businesses and investors in the manufacturing, life sciences, infrastructure, and logistics sectors. However, the strength and scalability of Thailand’s economic growth are closely tied to the success of one often overlooked area: supply chain recruitment. Skilled professionals in logistics and supply chain management are the backbone of operational efficiency, cost control, and global competitiveness. Yet, finding and retaining such talent is becoming increasingly challenging and increasingly essential. In this article, we explore why supply chain recruitment is not just a human resources task, but a national economic priority. The Evolving Role of Supply Chain Professionals in Thailand Supply chain management has grown from a back-office function into a key strategic driver of performance across all major industries. In Thailand, this shift has been especially pronounced in manufacturing and logistics-heavy sectors. Today’s supply chain professionals must do more than manage inventory or coordinate transportation. They are expected to: Navigate global trade regulations, Optimise delivery timelines, Collaborate with digital systems (e.g., AI-powered forecasting tools and ERP software),And adapt to environmental, social, and governance (ESG) standards. From raw material sourcing to last-mile delivery, every touchpoint in the supply chain requires skilled hands and strategic thinking. As global standards rise and Thai industries expand, the demand for such professionals outpaces supply making supply chain recruitment a growing concern. Logistics as a National Growth Engine Thailand’s logistics sector plays a pivotal role in its GDP, accounting for nearly 14% of economic activity. As the government continues to invest in national infrastructure projects from the Eastern Economic Corridor (EEC) to upgraded ports and railways, the logistics ecosystem is expected to scale significantly. However, infrastructure alone does not guarantee economic returns. A skilled workforce is essential to operate, innovate, and sustain these large-scale logistics networks. Whether it's for managing cross-border trade routes, developing warehousing solutions, or implementing real-time delivery tracking, companies require talent with both technical skills and commercial acumen. Unfortunately, Thailand is facing a supply chain talent shortage. Without adequate recruitment strategies, these vital infrastructure and logistics projects risk delays, inefficiencies, or underperformance. Challenges in Supply Chain Recruitment Recruiting supply chain professionals in Thailand presents several challenges: Talent Shortage: There is a limited pool of candidates with both the technical knowledge and practical experience to meet the evolving demands of the role. High Turnover: Because skilled supply chain professionals are in demand, companies often face high turnover rates, which disrupt business continuity. Lack of Specialisation: Many logistics and supply chain roles require niche experience — such as cold chain logistics in life sciences, or lean manufacturing in automotive production. These are not easily filled through general hiring channels. Digital Skill Gap: As the industry moves towards digital transformation, there’s a growing need for professionals who are not only operationally sound but also digitally fluent — an area where many candidates still fall short. Urban-Rural Disparity: Many logistics hubs and industrial parks are located outside Bangkok or in specific economic zones. Attracting top talent to these areas can be difficult without effective relocation packages or regional recruitment strategies. The Role of Expert Recruiters in Bridging the Gap This is where professional recruitment agencies such as Jacksongrant come in. By specialising in supply chain recruitment, we help businesses identify, engage, and secure the right candidates from warehouse managers and procurement specialists to logistics strategists and supply chain directors. Our sector-specific experience means we understand not only what each role demands but also the cultural, geographical, and operational nuances involved. We take a consultative approach, aligning our search strategies with your business goals, ensuring candidates are not only qualified but also a long-term fit. More importantly, by maintaining a strong network of active and passive candidates across Thailand’s key industries, we reduce the time-to-hire for hard-to-fill positions and improve retention through role-fit assessments and onboarding support. Investing in Talent is Investing in Thailand’s Future Supply chain recruitment is no longer an administrative function, it’s a strategic necessity. In a country where logistics and manufacturing form the backbone of the economy, the ability to attract and retain top-tier supply chain talent is directly tied to national competitiveness, business growth, and operational resilience. At Jacksongrant, we recognise that people are the most valuable supply chain asset. Whether you're scaling operations in the EEC, streamlining processes in Bangkok, or building a regional hub in the north, our recruitment expertise ensures that you don’t just fill positions, you build capability. If your organisation is seeking to thrive in Thailand’s evolving logistics landscape, now is the time to partner with experts who understand both people and performance. Let Jacksongrant help you connect the talent that powers Thailand’s future. Contact us

Jul
7

Thailand has long positioned itself as a strategic logistics hub within Southeast Asia, thanks to its central location, developed infrastructure, and international trade agreements. One of the key contributors to this advantage is the establishment of Free Trade Zones (FTZs), designated areas that offer tax incentives and relaxed regulations to boost international commerce and manufacturing. While the economic and trade benefits of these zones are well documented, their impact on the workforce, particularly logistics recruitment, is less frequently explored. As these zones expand and evolve, they are reshaping not only how goods move but also how talent is sourced, managed, and retained across the supply chain. What Are Free Trade Zones in Thailand? Free Trade Zones in Thailand are areas where businesses can import raw materials, components, or finished goods without paying import duties, as long as those goods are eventually exported. These zones are commonly linked to ports, airports, and industrial estates, making them ideal for logistics-intensive operations such as warehousing, re-exporting, and light manufacturing. FTZs offer: Exemption from import duties and VAT Fewer restrictions on foreign ownership Streamlined customs processes Enhanced operational flexibility These incentives have attracted global manufacturers, third-party logistics providers, and e-commerce giants, all of whom require a highly capable logistics workforce to keep operations running efficiently. How Free Trade Zones Influence Logistics Recruitment 1. Increased Demand for Skilled Labour As FTZs grow, so too does the demand for logistics professionals from warehouse operators and customs specialists to supply chain analysts and inventory managers. Companies operating in these zones must handle complex shipping procedures, cross-border documentation, and high-volume inventory flows. This has created intense competition for candidates with experience in bonded warehousing, international shipping regulations, and ERP systems. As a result, logistics recruitment is no longer just about filling roles it’s about sourcing specialists who can navigate the unique regulatory and operational requirements of FTZs. 2. Pressure on Local Talent Pools Thailand’s logistics talent pool, particularly in provinces with active FTZs like Chonburi, Rayong, and Samut Prakan, is being stretched thin. As more companies move into these zones, recruiters face a scarcity of qualified candidates, especially those who are fluent in both Thai and English and familiar with international documentation such as bills of lading or customs declarations. This has led many employers to increase wages, offer relocation packages, and enhance benefits to attract talent, which, in turn, raises hiring costs and lengthens the recruitment cycle. The Evolving Skill Set in Logistics Free Trade Zones have introduced a new standard for logistics professionals. Routine warehousing roles have now evolved into more strategic functions. Recruiters are increasingly seeking candidates who understand: Trade compliance and customs law Automation systems in smart warehouses Supply chain analytics E-commerce logistics and last-mile delivery This skills shift demands a more refined and consultative recruitment approach. Recruitment agencies specialising in logistics, like JacksonGrant, must identify candidates not just based on technical ability, but also adaptability and strategic thinking. Challenges and Solutions in Scaling Logistics Recruitment Across Thailand 1. The Impact on Recruitment Timelines Traditional hiring methods are often too slow to meet the fast-paced requirements of FTZ logistics operations. Companies that delay hiring face disrupted fulfilment schedules, missed export deadlines, or non-compliance penalties. To stay competitive, companies are turning to proactive recruitment strategies such as talent pooling, contract-to-permanent staffing models, and recruitment process outsourcing (RPO). These approaches help build talent pipelines and reduce time-to-hire, especially for high-volume or seasonal operations in FTZs. 2. Regional Disparities and Workforce Mobility One lesser-discussed challenge is workforce mobility. Many FTZs are located outside major city centres, meaning talent often has to commute long distances or relocate. However, the lack of public transportation and limited housing near industrial zones can deter younger workers. To address this, some employers are investing in transport allowances, shuttle services, and employee housing schemes, making it easier to attract and retain workers within these zones. 3. Government Policies and Education Linkages The Thai government has introduced initiatives to support the logistics sector, including curriculum development in vocational schools and partnerships between educational institutions and industrial zones. However, there is still a disconnect between what is taught and what FTZ employers actually need. Stronger industry-academic partnerships are essential to building a long-term talent pipeline, particularly in areas such as customs compliance, trade finance, and digital logistics systems. Aligning Talent Strategy with FTZ Growth through JacksonGrant Thailand's Free Trade Zones are shaping the future of logistics not just in how goods are moved, but in how people are hired to move them. As trade volumes increase and operational complexity grows, businesses must take a strategic, forward-thinking approach to logistics recruitment. At JacksonGrant, we understand the unique demands that Free Trade Zones place on hiring processes. With deep experience in sourcing logistics talent across bonded zones, e-commerce hubs, and industrial estates, we help clients secure skilled professionals who are ready to thrive in high-pressure, compliance-focused environments. Contact with JacksonGrant today to optimise your logistics recruitment strategy and keep your supply chain moving at the pace of global trade.

Jun
2

As Thailand’s manufacturing sector continues to play a pivotal role in the country’s economic growth, one critical issue is emerging across the board:  a widening generational gap in the workforce. With older workers nearing retirement and younger generations showing less interest in factory and industrial roles, Thailand's manufacturing industry faces a pressing need to attract, engage, and retain younger talent. This article explores the reasons behind the disconnect and offers practical strategies to bring a new generation into the fold,  revitalising the sector and future-proofing productivity. Understanding the Talent Gap in Thailand's Manufacturing Sector Thailand’s manufacturing industry,  encompassing automotive, electronics, food processing, and industrial equipment, has long been a national powerhouse. However, rapid technological advancements and an ageing workforce have exposed vulnerabilities in the labour pipeline. Many younger workers gravitate toward tech, service, or freelance careers, often perceiving manufacturing jobs as physically demanding, repetitive, or lacking in upward mobility. Bridging this gap will require not only cultural and policy shifts but also a comprehensive change in how manufacturing roles are presented to the younger generation. Strategy 1: Rebrand the Image of Manufacturing One of the most urgent challenges is to rebrand manufacturing as a modern, innovative, and purpose-driven industry. Too often, young people associate factory work with outdated machinery and manual labour. Employers must promote real stories that highlight digital transformation within the sector, such as the use of robotics, AI-driven logistics, and sustainable practices. Thailand's manufacturing is evolving into advanced manufacturing, and it’s essential this message reaches schools, universities, and online platforms where younger talent resides. Social media campaigns, influencer collaborations, and video content showcasing clean, tech-driven factory environments can make a lasting impression and break old stereotypes. Strategy 2: Strengthen Vocational-Education Partnerships Bridging the gap between education and industry is critical. Employers in Thailand’s manufacturing industry need to collaborate more closely with vocational colleges, universities, and technical institutes to align curricula with industry needs. Initiatives such as co-developed apprenticeship programmes, internship pipelines, and industry-sponsored training can offer students hands-on experience and clearer career paths. These partnerships also allow employers to identify high-potential talent early and nurture them through tailored development plans. Strategy 3: Offer Clear Career Progression Paths Young workers are not simply looking for a job, they are looking for a career journey. Traditional manufacturing jobs have often failed to communicate opportunities for progression, especially in areas such as quality control, design, maintenance, or production engineering. Companies should create structured career development frameworks, showing how a shop-floor technician could become a plant supervisor or process engineer within a few years. Clear milestones, regular training, and personal development plans are essential to keeping younger workers engaged. Strategy 4: Modernise Work Environments and Benefits Modern workers expect more from their workplace, both physically and culturally. While Thailand's manufacturing industry is making strides toward digitalisation, many factories still lag in employee experience. Updating workplace safety, improving ergonomics, adopting better break facilities, and offering hybrid roles in logistics, design, or admin functions can help manufacturers stand out. Equally, offering competitive and progressive benefits such as mental health support, flexible leave policies, wellness programmes, and performance bonuses can significantly improve employer branding among younger demographics. Strategy 5: Leverage Digital Tools for Recruitment Today’s talent expects convenience, speed, and transparency when applying for jobs. Traditional recruitment processes involving slow paperwork or outdated job listings will turn younger applicants away. To reach them effectively, manufacturers should embrace digital recruitment tools such as mobile-friendly application platforms, automated interview scheduling, and real-time job updates. Platforms like LinkedIn, TikTok, and Line can also be powerful avenues for recruitment marketing tailored to Gen Z and Millennials. Strategy 6: Highlight Purpose and Sustainability Younger generations are driven by purpose and many are environmentally and socially conscious. Fortunately, Thailand's manufacturing is increasingly focusing on sustainable practices, from clean energy use to waste reduction. These efforts should be woven into the recruitment narrative. Whether it’s reducing carbon emissions in the automotive sector or using biodegradable materials in packaging production, sharing your sustainability story can resonate deeply with mission-driven young professionals. Strategy 7: Create Youth Ambassador Programmes Empowering younger employees to become ambassadors for their workplace can create peer-to-peer influence. These employees can attend school job fairs, lead social media campaigns, or contribute to blogs and vlogs that provide a firsthand look at life in the industry. This approach helps demystify the day-to-day experience and builds authenticity into your brand, something traditional employer branding often lacks. Empowering a New Generation with JacksonGrant As Thailand’s manufacturing industry evolves with the rise of automation, digitalisation, and sustainability, its workforce must evolve alongside it. Attracting younger talent requires more than competitive salaries; it demands a complete rethink of the work experience, recruitment strategy, and career messaging. At JacksonGrant, we help companies modernise their hiring approach to align with the values and expectations of today’s workforce. Whether you’re looking to revitalise your employer brand, build youth-focused recruitment pipelines, or improve talent retention, our manufacturing-specialist recruiters are ready to help. Contact JacksonGrant to find out how we can help your organisation attract and develop the next generation of manufacturing leaders in Thailand.

May
5

Recruitment is the lifeblood of every organisation. The right hires accelerate innovation, drive productivity, and strengthen culture, but making those hires efficiently and cost-effectively is where many businesses struggle. For years, traditional recruitment methods have dominated the hiring landscape, but an emerging solution, RaaS™ Recruitment (Recruitment as a Service), is transforming how companies attract and retain top talent. This article compares RaaS™ Recruitment to traditional recruitment, outlining the distinct benefits and why more businesses, from manufacturing to digital infrastructure, are shifting to this agile hiring model. Key Differences Between RaaS™ and Traditional Recruitment 1. Cost Structure & Transparency Traditional recruitment fees can be unpredictable, often causing budgeting headaches, especially when scaling up hiring. By contrast, RaaS Recruitment operates on a flat fee or subscription model, making hiring costs more transparent and manageable. This allows businesses to better forecast hiring budgets and avoid surprise costs during growth phases. 2. Scalability and Flexibility RaaS™ offers a level of scalability that traditional recruitment can’t match. Need to hire five engineers this month and none the next? With RaaS™, that’s covered. Traditional recruitment contracts don’t always allow for this agility and can become cost-inefficient when hiring slows or priorities shift. RaaS solutions can also be tailored to specific departments or roles, perfect for project-based hiring in manufacturing plants or seasonal workforce planning in logistics. 3. Integrated Strategy and Partnership RaaS™ providers operate as an extension of your internal team. Unlike traditional recruiters, who may work in isolation to fill a role, RaaS™ professionals embed themselves within your company’s culture, values, and strategic vision. This leads to higher-quality matches, faster onboarding, and improved employee retention. This integrated partnership is particularly valuable for sectors with unique requirements, such as infrastructure or highly technical roles in life sciences. 4. Speed and Time-to-Hire With a dedicated RaaS™ provider, the hiring process becomes more streamlined. Instead of restarting the candidate search from scratch with every vacancy (as is common with traditional methods), RaaS™ providers build and maintain a proactive talent pipeline. This significantly reduces time-to-hire, helping companies stay competitive in tight talent markets. 5. Data and Recruitment Intelligence RaaS™ models often include access to real-time data dashboards and analytics that offer insights into recruitment performance, candidate engagement, and market trends. Traditional recruitment rarely provides this level of intelligence, which can be vital for adjusting hiring strategies mid-campaign. When RaaS™ Recruitment is the Better Choice RaaS™ Recruitment is particularly well-suited to companies that: Have ongoing or high-volume hiring needs. Operate in complex or specialised industries such as manufacturing, digital engineering, or logistics. Require strategic hiring alignment across multiple departments or geographies. Seek a consistent, long-term recruitment partner rather than ad-hoc solutions. If your company values proactive talent engagement, strategic workforce planning, and budget predictability, RaaS is worth serious consideration. Building Smarter Hiring Strategies with JacksonGrant While traditional recruitment has its place, the evolving needs of modern businesses demand smarter, more flexible solutions. RaaS™ Recruitment offers companies the ability to scale hiring, improve candidate quality, reduce costs, and access actionable talent insights, all while partnering with a team that truly understands their business. As Thailand’s leading recruitment firm, JacksonGrant brings years of strategic hiring experience across manufacturing, logistics, infrastructure, and life sciences. Whether you're expanding your team or seeking to overhaul your recruitment model, our RaaS solutions deliver agility, expertise, and results. Contact with JacksonGrant today to explore how RaaS™ Recruitment can transform your hiring process and future-proof your workforce.

Apr
28

The industrial and manufacturing sectors have undergone a significant transformation in recent years, driven by automation, sustainability pressures, and supply chain volatility. As the industry evolves, so too do its workforce needs. Yet, for many employers, meeting those demands remains a critical challenge.  From attracting skilled workers to retaining experienced technicians, manufacturing recruiting is no longer just about filling vacancies, it’s about building future-ready teams. This article explores the top challenges facing recruiters and employers in the manufacturing space, with insights shaped by real-world experience in the talent acquisition field. The 7 Biggest Challenges in Recruiting for Industrial and Manufacturing Roles 1. Skills Shortage in a Changing Landscape Perhaps the most pressing issue in manufacturing recruiting is the widening skills gap. As production processes become increasingly digitised and automated, the demand for talent with hybrid skill sets, technical knowledge combined with IT literacy, has surged. Traditional roles are evolving, and many workers either lack the required skills or are unaware of how to upskill for these positions. Employers are seeking candidates with capabilities in PLC programming, robotics maintenance, data analytics, and predictive maintenance, but the local talent pool often falls short. Upskilling programmes take time, and competition for qualified candidates is fierce. 2. An Ageing Workforce and Limited New Entrants The demographic shift within the manufacturing industry is another major concern. A significant proportion of skilled tradespeople are nearing retirement, and there aren’t enough young professionals entering the field to replace them. This generational imbalance is particularly acute in sectors like automotive parts, precision engineering, and heavy equipment manufacturing. The issue is exacerbated by lingering misconceptions about manufacturing jobs. Despite being increasingly high-tech and well-compensated, many still view them as physically demanding or low-prestige compared to careers in tech or services. As a result, manufacturing recruiters must not only identify talent but also reposition the industry’s image to attract younger professionals. 3. Geographic Limitations and Talent Concentration In many countries, including Thailand, industrial zones are concentrated in specific regions. While this clustering brings economic efficiency, it also leads to talent bottlenecks. High demand in limited geographies means that skilled workers can often command premium salaries or jump between employers frequently. Companies located outside major industrial hubs often face higher recruitment costs and longer time-to-hire cycles. Attracting talent to more remote or less urbanised areas also presents a logistical and lifestyle challenge. 4. Retention and Turnover in Competitive Markets Hiring the right candidate is only half the battle; keeping them is equally crucial. In competitive manufacturing regions, high turnover rates can seriously disrupt production timelines and quality standards. Skilled workers are often approached by rival firms with offers of better pay, conditions, or advancement opportunities. Retention is particularly difficult for mid-level roles where career progression can stall. When employees don’t see a clear path forward, even in an otherwise stable environment, they become more susceptible to external offers. This reality forces manufacturing recruiters to think beyond job placement and into long-term career planning. 5. Mismatch Between Academic Training and Industry Needs Another persistent issue in manufacturing recruiting is the misalignment between academic qualifications and real-world job requirements. While vocational schools and technical colleges produce a steady stream of graduates, the curriculum doesn’t always keep pace with evolving industry demands. Employers frequently report that entry-level candidates require significant additional training to be job-ready, particularly in areas like CNC operation, digital controls, or quality management systems. Bridging this gap requires closer collaboration between industry and academia, something that recruitment agencies can help facilitate. 6. Limited Use of Employer Branding Unlike tech or finance, manufacturing firms often underinvest in employer branding. This oversight makes it harder to stand out to top talent. Job descriptions can come across as generic, company culture is rarely articulated, and career development isn’t always highlighted. In the current market, candidates, especially younger ones, are looking for more than just a pay cheque. They want to work for organisations that value innovation, sustainability, and employee well-being. Recruiters in manufacturing must therefore help clients develop a compelling value proposition to differentiate themselves in a crowded talent landscape. 7. Slow Hiring Processes and Outdated Systems Speed is critical in a competitive hiring environment, yet many manufacturing firms are still using outdated recruitment processes. Lengthy application forms, multiple interview rounds, and delayed feedback can cause candidates to drop out. Recruiters frequently have to work around these inefficiencies, guiding clients toward more agile hiring methods. Embracing applicant tracking systems (ATS), streamlining decision-making, and improving internal communication can significantly enhance the candidate experience. Building Talent Pipelines with JacksonGrant Manufacturing recruiting is complex, fast-moving, and increasingly strategic. Addressing the challenges of skills shortages, retention, outdated systems, and brand perception requires more than just transactional hiring. It calls for industry insight, relationship-building, and long-term thinking. At JacksonGrant, we help industrial and manufacturing businesses navigate these complexities with tailored talent solutions. Whether you need to fill critical roles quickly or build a future-ready workforce, our experienced recruiters are here to support every step of the hiring journey. Contact us