Our
Outsourced Staffing
Recruitment Services

Jun
12

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  

Nov
20

By Sureeporn ‘Pui’ Thumvachiraporn, JacksonGrant Director of Customer Success We’ve painted motivational quotes on the walls of our office at JacksonGrant. The slogan "Do More with Less" appeals to me the most. In today's fast-paced world, effective time management is a crucial skill. It is especially relevant to recruiting. Use Your Time Wisely Speed is important: recruiting is race, and the most efficient recruiter will win. Recruiters are in constant competition with other agencies to find the best short-list candidates. Richard Jackson, our managing director, wants us all to work more efficiently so that we spend less time searching for candidates, and more time closing placements. If a recruiter knows exactly what kind of candidate we need to find, and if the job description is precisely written, it will save time sorting through candidate resumès. If we narrow down the pool of target resumes, we may short-list fewer candidates than the competition. But if we are confident that we have three or four really strong candidates who are qualified for the position and a good fit for the client, that’s enough. By narrowing the field, we save time on every job search. That is time saved for the recruiter, for our company, and the client. By working more efficiently in this way, we’ll have more time to search for other positions, and by year’s end we will place more candidates. Efficient work habits have a cumulative effect, and ultimately lead to greater success. How to Work More Efficiently The “Do More With Less” philosophy encourages us to find ways to increase productivity without burning ourselves out. Here are a four practical techniques to help you become more efficient and organised. Make a To-Do List: One of the most fundamental techniques for efficient time management is composing a to-do list. Write down the tasks you need to accomplish each day and allocate specific time slots for each task. This simple practice helps prioritise the most urgent tasks, and identify the jobs that need immediate attention. For tasks that require a significant amount of time, consider breaking them down into smaller, more manageable segments.  Focus on Your Strengths: Begin your day by tackling tasks that align with your strengths and interests. You will complete these tasks more quickly, and it will build momentum with a feeling of satisfaction. Once you've successfully completed the items that fall within your comfort zone, you'll find that you have more time and mental energy to tackle more challenging endeavours. This step-by-step approach keeps you motivated and boosts overall productivity. Prioritise Important Tasks: The most urgent and important tasks must be prioritised above all others. Dedicate your full attention, energy, and time to the most critical aspects of your job. Focusing our efforts can lead to significant achievements and positive changes in your work habits. Start your day by tackling high-priority matters and leaving less crucial items for later. This way, we ensure that we handle our most important responsibilities when we are fresh and most focused.  Utilise Technology for Greater Efficiency: Embrace technology! It’s a valuable tool to organise and manage our workload. Calendars, task management apps, and other digital tools can significantly streamline your workflow. Set reminders and use automated features to make sure nothing is overlooked. This tech-savvy approach helps you stay on top of your responsibilities and allocates your time effectively. Work Smarter Productivity isn't solely about working harder, it's about working smarter. If you work smarter, you can still have time for yourself, and achieve a healthier work-life balance. The "Do More with Less" approach helps us set priorities: leverage your strengths, tackle important tasks first, and utilise technology to increase efficiency. By incorporating these straightforward techniques into your routine, you can strike a balance between professional success and a fulfilling personal life. True success lies in effective work, not just hard work. Prioritise wisely, and you will see a significant boost in your productivity levels. Do you need help filling an important role with your company? We can help with all your recruitment needs. Please reach out to me sureeporn@jacksongrant.io

Apr
21

The competition for high-calibre talent has intensified across nearly every sector. From manufacturing and logistics to digital transformation, infrastructure, and life sciences, organisations are under pressure to secure professionals who not only meet technical requirements but also align with company culture and long-term goals. Standard recruitment approaches such as job boards or basic internal sourcing are no longer enough in a market where skilled candidates are often evaluating multiple offers or are not actively looking. Businesses need strategic, informed, and agile support to succeed. That’s where recruitment specialists come in. Recruitment Specialist: A Strategic Hiring Partner A recruitment specialist brings more than just access to CVs. They offer in-depth market knowledge, real-time insights into candidate behaviour, and the ability to navigate complex hiring challenges with precision. Unlike generalists, recruitment specialists often focus on niche industries or job functions. They understand the specific demands of sectors like advanced manufacturing or regulated environments such as life sciences. They know which skill sets are in short supply, how to engage passive candidates, and what salary benchmarks are realistic in different regions. Moreover, they provide a human filter, ensuring only candidates who genuinely fit both the technical and cultural criteria make it through to interviews. This reduces time-to-hire and improves retention rates, saving businesses both time and money. Why Businesses Can’t Afford to Delay The hiring window for skilled candidates is shrinking. Top professionals are frequently off the market within weeks, sometimes days, of starting their job search. Recruitment specialists ensure you’re not missing out by actively managing pipelines and moving quickly from role briefing to the offer stage. For sectors like logistics and infrastructure, where projects depend on timely mobilisation, delays in hiring can affect productivity and even revenue. Recruitment specialists help eliminate bottlenecks by maintaining access to pre-screened, job-ready talent pools. Customised Hiring Solutions Not every hiring challenge is the same. Some roles are hard to fill due to location, others due to skill scarcity. A recruitment specialist tailors their strategy to the employer’s specific needs, whether it’s headhunting leadership talent, scaling up a team during expansion, or navigating hard-to-fill technical roles. They also bring flexibility in service models, such as project-based recruitment or embedded hiring partnerships, offering businesses options that align with their pace and scale of growth. Reducing Hiring Risks Every new hire is an investment and a potential risk. Mis-hires are not only costly but can also impact team morale and delay project outcomes. Recruitment specialists help mitigate this by thoroughly vetting candidates, managing expectations, and facilitating transparent communication throughout the process. They also stay close to both employer and candidate post-placement, supporting a smooth onboarding process and early engagement, two critical factors in retaining new talent. Industry-Specific Insight In industries undergoing rapid transformation, like digital manufacturing or green infrastructure, staying ahead means hiring talent who understand not only the technology but also the regulatory, environmental, and operational landscapes. Recruitment specialists with domain expertise can identify these nuanced capabilities and bring forward candidates that general hiring channels often overlook. Partnering for Long-Term Talent Strategy Hiring isn’t just about today’s needs, it’s about building a resilient, future-ready workforce. Recruitment specialists can support workforce planning by advising on market trends, succession planning, and employer branding. They help companies develop a proactive talent pipeline, ensuring you’re not just reacting to vacancies but preparing for growth. This is especially crucial in life sciences and advanced logistics, where roles evolve alongside innovation and regulatory changes. Building Talent Advantage with JacksonGrant In a talent market defined by speed, precision, and competition, a recruitment specialist provides more than just placements; they offer a competitive edge. From reducing hiring time to ensuring cultural fit and long-term retention, their impact is felt across every stage of the recruitment journey. As one of Thailand’s leading recruitment partners, JacksonGrant works closely with clients across manufacturing, logistics, infrastructure, and life sciences sectors to deliver exceptional hiring outcomes. Whether you're looking to fill a niche technical role or scale your team for growth, our specialists bring the insight, agility, and market reach needed to help you succeed. Let JacksonGrant help you build the team that drives your business forward. Reach out today to speak with one of our recruitment experts. Contact us

Nov
22

RLC,now known as JacksonGrant, was named the Outstanding Small Company of 2022 at the BCCT King Power Thailand Business Awards (TIBA) last month. It’s the second significant accolade RLC has received this year: In September the agency won the Best in Client Service Award (Asia) at Vincere’s Vinny Awards. Why has JacksonGrant been receiving so much recognition lately? JacksonGrant’s Brand & Marketing Executive Chanuchida ‘Cook-Kik’ Korranut interviews Alexander Grant, Director of Recruitment Operations, to learn more about how the agency manages to punch above its weight and stay on top of an increasingly challenging marketplace.COOK Kik: Were you surprised that we won the BCCT award?Alex Grant: Yes. There was a lot of competition, and a lot of innovative companies nominated, so it came as a huge surprise. Perhaps it shouldn’t have come as such a great surprise, because this is 2nd prize we’ve won this year, along with Best in Client Service from Vincere. In any case, it is a big honour to be named the Most Outstanding Small Business in all of Thailand.I think these accolades & recognition are down to the fact that we continuously try to provide innovative solutions in recruitment, during a time when the industry is becoming increasingly transactional.A lot of companies are mainly engaged in CV-farming, whereas we develop relationships with candidates and clients on a personal level; we build deeper, long-lasting ties with the people we work with.In essence, we make an effort to go the extra mile to serve clients and job-seekers alike.Cook Kik: What are some of the innovations that JacksonGrant has introduced? Alex: We are now providing Recruitment as a Service [RaaS]; it’s a game-changer.The benefits include massive cost savings for clients, easy-to-forecast billing, an affordable monthly subscription plan, time-saving, integrated expertise, and dedicated client support.We’ve also introduced new technologies, such as our BI dashboards, which provide comprehensive data and additional insights for our clients on their end-to-end hiring timeline.By working in partnership, rather than on a contingency basis, we are providing more than just a recruitment service. With the aid of cutting-edge technology, we are building client algorithms … this means that the more we search, the better the results become.Cook-Kik:Why is Raas better than the traditional contingency recruitment model?Alex:The traditional model has a service rate, or success fee of 18-25%. On average, with contingent recruitment, only 20% of the jobs that consultants work on are successfully placed. This means that consultants will, on average, waste 80% of their time on non-billing activities under the contingency model. They are more likely to move onto another job before finding a solution for the client. With contingency recruiting, the client is often left unsatisfied, with their much-needed position remaining unfilled. Recruiting consultants naturally give up on a search after a period of time, because there is no incentive to push on and solve the problem. It becomes a function of diminishing returns for their labour.With RaaS, our consultants are motivated to push through the barriers that are inherent with contingency recruiting: there’s no wasted time.  Cook Kik:Can you give an example of how RaaS works in practice?Alex:Sure. One of our clients recently had six positions remain open for 15 months. During that time, they advertised extensively online, but failed to find matching candidates. They gave these positions to multiple recruitment agencies; they all failed to fill the positions. Then they came to us and signed up for RaaS. We faced the same challenges that others faced; however, we conducted a deeper analysis into why the candidates weren’t matching. We determined that the seniority levels were incorrect, and the job descriptions did not precisely match with the work each position entailed. We have managed to place five out of those six vacancies in three months. And we haven’t given up on the sixth.Cook-Kik:How was JacksonGrant able to achieve in 3 months what several other agencies could not in more than one year?Alex:Our subscription model truly enhances our ability to find the right candidates.We’ve put in a tremendous amount of legwork over the past 10 years, and now we – and our clients –are reaping the rewards of the relationships we’ve cultivated. JacksonGrant consultants develop detailed talent maps that reach all the way from junior positions to the senior executive level.People whom we placed in junior to mid-level jobs five years ago are now running entire country operations or leading regional divisions; we know where they are at and where they came from, they are our friends. We helped them get to where they are today. This is why our network is so powerful, and why we continue to get results when others fail.Cook-Kik:How does the special technology you mentioned help with RaaS?Alex:In past we had to do a lot of manual research. Now, by using advanced tech and algorithms, and Boolean searches, it drastically reduces the time it takes to do these things.With this mapping technology, and deep experience with consulting, our clients are able to get more well-rounded advice based on facts and less on conjecture … our analytics are data-driven, not emotional, not someone’s opinion. It gives us more time to spend on what’s more important, which are namely our candidates and the clients. Cook Kik:What do you have planned to stay ahead of the pack in 2023?Alex:We will expand our RaaS service, we will scale back our rec-tech [contingency] efforts, and we will strengthen our executive search division.We anticipate a lot of activity in Manufacturing, Engineering, and Supply Chain in the coming year. A lot of our focus will be on these sectors. We also will continue to invest in the latest recruitment technology software to stay ahead of the curve – at no extra cost to our clients.

Mar
27

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

Mar
8

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