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