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Is Your CV Strong Enough to Secure Your Next Role? How to Improve Your CV
Is Your CV Strong Enough to Secure Your Next Role? How to Improve Your CV
Sep
23

Digital transformations and changes to the way businesses work across Thailand have deeply affected the skills and competencies employers are on the hunt for in candidates. Employers are looking for highly-skilled candidates with technical skills and competencies but what those technical skills involve is changing. Looking beyond technical ability, to be a top candidate you should also be demonstrating in-demand soft skills, emotional intelligence and inter-cultural sensitivity, to boost your resume.In-demand skills to boost your resumeFuture employers in the technical, engineering, manufacturing and logistics sectors in Thailand are looking for highly-motivated candidates with leadership abilities and a creative mindset. As a candidate, you need to be a well-rounded individual who not only has excellent technical ability but possesses strong soft skills too. Here are five of the top in-demand skills sought by employers in the current market you should be demonstrating :1. Leadership skillsHaving leadership ability is crucial if you are looking for senior level roles, however, they are also highly sought after by employers whatever your role. Employers are looking for individuals at every level who lead by example, foster a sense of community culture and are inspired by the company vision.There are leadership resources available, such as books and online courses, but you can take steps in your current role to practice your leadership skills. Put yourself forward to lead a project, find a leadership mentor, and practice active listening and problem solving.2. Intercultural intelligence Employers in the engineering and technical industries in Thailand are generally looking for candidates with a good, demonstrable English skills, particularly business English at senior levels to help to facilitate overseas business. But beyond an understanding of English top candidates demonstrating inter-cultural intelligence and empathy skills will be highly sought after. Intercultural intelligence is the ability to bridge cultural divides and avoid misunderstandings and miscommunications that may affect business outcomes. High levels of intercultural intelligence and empathy are crucial in today’s global business world. You can demonstrate intercultural intelligence to employers by discussing times you have worked cross-culturally and your experiences of other cultures.3. Self-motivationEmployers want candidates who are proven self-starters, who are passionate, motivated to take on tasks and who are willing to invest time in their own development. You can show this by being proactive in seeking out challenges and anticipating important tasks as well as demonstrating that you have independently worked on your skills.4. Innovation & creativity Businesses across the technological and manufacturing sectors are seeking candidates who can solve problems creatively and come up with innovative products and solutions. Broaden your knowledge, analyse products and applications you interact with daily and brainstorm solutions and ideas to improve them.5. Unlearning!In the modern business world change is rapid. Whether it is changes to market conditions, unforeseen global events or technological advances our skills can rapidly become outdated and replaced with new ways of working. Top candidates need to demonstrate that they are aware of advancements, keep on top of trends and have the ability to manage rapid transitions and new methodologies.You can show this in your CV by giving examples of new skills you have developed, that you are aware of industry trends and are active in your community and that you have experience of managing change and keeping teams aligned and moving forward in your current role.How to improve a CVBut how can you identify any areas where you need to upskill to ensure that you have the skills employers want? And how can you make sure your skills and abilities come across to hiring managers and employers?Take the following steps to ensure you have the skills employers want and that those skills are showcased in an eye-catching CV:Compare your current skills against industry requirementsTake a quick look at the descriptions and requirements for jobs similar to your current role, or for your dream position, and compare what employers are looking for with your skill set. You can also look at industry trends to see what skills will be in demand going forward. This will show you what skills you already have, any areas need to focus on and give you a benchmark of excellence to work towards.Identify areas you can upskill inOnce you know what skills are in high demand in your industry and where your current skills are sitting, you can prioritise areas you want to work on. You may not have the time or resources to address every skill at once but choose one or two to focus on.Customize your CV based on the job description It may seem time consuming to adjust your CV for every application you submit. But taking the time to pick out key phrases, competencies and power words from the job description will help your CV stand out and show you fully understand what the employer is looking for and how you fit that brief.Summarize your skills and key accomplishmentsThe average hiring manager spends 6-7 seconds looking at a resume. That’s right, seconds! This means you must get their attention quickly. Start your CV with a quick summary of your skills, technical abilities, and accomplishments to grab their attention. Make sure that you put any skills and keywords from the job description here too.Focus on resultsDon’t just list responsibilities. Emphasise your successes with quantifiable results and data. For example: Led a team of ten employees and implemented new work management software that led to an increase in efficiency and a 20% increase in sales revenue. Highlight your personal developmentFocus on what you have learned from your past positions and show how you have advanced your skills and experience through self-motivated personal development. This shows your commitment to your development and willingness to learn new skills.Show your industry insight and connectionsDemonstrating that you are familiar with industry news, trends and changes will show employers you have industry knowledge and an interest in your sector. By showing your networking ability you show valuable communication skills.Find your next job in the technical industries with RLCAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.

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6 Reasons Why Now Is the Time to Get A New Job in Thailand
6 Reasons Why Now Is the Time to Get A New Job in Thailand
Sep
16

If you’ve spent a fair amount of time in your current job, then you probably can’t imagine yourself working for another company. As time goes by, it becomes harder and harder for you to figure out when the right time is to make a switch in your career. However, taking the next step at the right time can lead you to increased compensation, greater career progression, and several other benefits. It's time to get a new job in Thailand!With that said, it can be hard to figure out when the “right time” is. For many people, the question of “should I stay, or should I go?” is one of the hardest questions they can answer. In this article, we’re going to help you determine if you should consider taking the next step in your career.When should you look for a new job? Six signs it’s time to find a new role:Determining whether or not it's time to take the next step in your career is hard. After all, having a stable job is very comfortable and comes with a lot of benefits, so why consider leaving in the first place? While that is a completely valid argument, there are times when you might need to look for a new job to bring yourself new career progression opportunities, a better working environment, and even a higher salary.So, if you feel like you’re on the edge and aren’t quite sure whether or not you should start looking for a new role, we have six signs that it’s time for you to start looking for a new job.1. Your current role lacks progression opportunitiesIt’s always important to look to the future and know what your next step is going to be. Making consistent steps in your career over the years is the key to reaching your professional goals. So, if you see that your current career doesn’t offer enough options for progression, that alone is a big sign that you should leave and seek a new role.This doesn’t mean that your current employer is bad. Rather, it means that you have given your employer everything you have to offer and it’s time for the next step forward. The consultants at RLC Asia are experts in connecting candidates looking for development opportunities with employers that have a culture of investment in their employee’s and who offer excellent skills training.2. You're being paid less than you're worth in the current marketOne thing to keep in mind about the jobs market in Thailand is that it goes through constant changes - and that often impacts the salary professionals within their respective fields are compensated.If you’ve been working in your current role for a while, you are probably much better at your job but have also capped out your career progression within the company. And while that’s good - it doesn’t mean that you’re being paid what the current market can offer you.As a result of that, every now and again, it’s worth checking out the salary range that you could potentially secure in the current market, and if your current job isn’t paying as well, that is a big sign to start looking for a new role.3. You haven't learnt a new skill or technology in the last 6 monthsStagnation at the workplace is one of the worst phases an employee can ever go through. And if you haven’t learned a new skill or how to use a new piece of technology relevant to your industry recently - then you should probably leave your current employer and seek a new and more challenging working environment that will help you grow as a professional.If you are looking for roles in your industry that will challenge you and help you grow in your chosen profession then a specialist recruiter can help. At RLC Asia our consultants listen to what you want, expect and need from your job role and use our industry connections and experience to match you with employers that offer exciting opportunities.4. Your current role disrupts your work-life balance causing stress or burnoutIt’s important to keep your work life and personal life in balance. If you believe that you can’t stop thinking about work and the job is becoming too stressful for you, you risk burning out. Burnout can lead to a lot of health problems and could be a sign that you need to take a step back and reconsider your career.Your job may have felt fine at the start. But if you were slowly given more responsibilities that are getting in the way of your personal life, then there’s nothing wrong with leaving your job for something better.5. Your skills are in high demand right nowIf you find that your skills are in-demand, there’s a high chance another employer would compensate you much better and offer better benefits in exchange for your skills compared to your current employer. As mentioned earlier, the job market is constantly changing, and if you’ve been in the same job for a while, it’s worth doing some research and seeing if the demand for professionals in your industry has increased. And if it has, that might be one sign that you should look for a new job.If you have skills that are in high demand from employers it can be difficult to sort through opportunities and find those most relevant to your skills, experience, and expectations. A specialist recruiter such as RLC Asia can do that for you meaning you only spend time applying for roles that are right for you. 6. There are more opportunities to progress your career as technical industries expandSometimes, taking a step away from your current employer is the right decision if you want to progress. Manufacturing, engineering, digital, automotive and many other industries are on the rise right now in Thailand, which opens the doors to many different opportunities. And if you feel like you can succeed in these emerging industries, you might want to consider taking the next step in your career.What is the average time to find a new job?Even with all these emerging industries, it can take a while to find the right job. In our experience, it can take a person an average of three to six months to land a new job, even if they have the skills, experience, and qualifications for it.But there are ways to make it easier.Instead of finding all these companies and employers yourself, you can submit your qualifications and preferences to a recruiter. From there, the recruiter will find potential matches for you, so you won’t have to spend your time looking for your next job.Find your next job in the technical industries with RLCAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.

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The Jobs Market is Changing in Thailand! It's Time to Think About Your Next Career Move
The Jobs Market is Changing in Thailand! It's Time to Think About Your Next Career Move
Sep
9

Every couple of decades, the jobs market goes through a cycle where we see a massive increase in demand for skilled workers in certain industries while other sectors see the opposite effect. That is exactly the trend that we are seeing in Thailand, which we expect will continue for many years to come.Advancements in modern technology, globalisation, and various other factors are pushing Thailand’s job market into unforeseen territory. And that’s great news for you as it could be the right time to think about your next career move.In this article, we’re taking a closer look at how Thailand’s job market is changing, the reasons behind the shift, and what this means for candidates looking to enter this new jobs market.5 Factors spurring recruitment in ThailandThere are many different factors that have played a crucial role in changing the job market in Thailand. In the section below, we will take a look at the top five.Rising demand for skilled candidatesAs companies all over Thailand grow and start moving towards the digital space, the need for skilled workers to fulfil the new unique needs of these companies rises, which in turn increases the demand for skilled candidates.Bear in mind, however, that increased demand doesn’t always translate to higher compensation or better progression – or even development! Business budgets and salary bandings are often fixed but monetary compensation is not all you can gain from a career shift. Consider whether the role in question is a “Learn” or “Earn” opportunity, both have value if you go in aware of what you’re getting out of the situation.Many may be hugely tempted to go for Earn rather than learn. However, skipping over an opportunity that offers you an investment in your skills and personal development for a higher wage package can mean pressure to deliver straight away. It is usually a safer option to look for those employers that want to put time and effort into your skills and growth and understand that everyone is on a learning curve.If you’re current role doesn’t offer any opportunity for growth, consider reaching out to a specialist recruiter like RLC who can help you identify and reach out to employers who have a culture of investment in their employee’s personal development. Increased interest from overseas businesses to set up in ThailandConnected to the point above, increased interest from overseas businesses to set up a manufacturing base or satellite office in Thailand has also increased the demand for skilled candidates. Organisations from the EU, US and UK are particularly interested in the wealth of manufacturing opportunities Thailand has to offer. This is great news for individuals that are skilled and experienced in the manufacturing industries who also have exceptional English language skills, as employers are keen on sourcing these skills.The unstoppable rise of digitalisationThe current jobs market is seeing a big shift into the digital world. Digitalisation has allowed skilled professionals from Thailand not only to work remotely for businesses in Thailand, but to also work for international clients from all over the world.This is arguably the biggest benefit to skilled candidates as they have a much wider choice for employment and are not restricted to their own town or city.Prioritisation of English and IT skillsAlong with digitalisation comes globalisation. The current Thai jobs market is focused on two main skills: English proficiency and IT. With the rise of technology, skilled IT workers are a huge priority for companies. Technological integration is a top priority for modern companies, which is why skilled IT professionals are a must-have for many different industries.And as we have already mentioned, companies are prioritising candidates with good English skills. Communication is key in this day and age, and employees need to be able to communicate with people in English since it’s one of the most widely spoken languages in the world.Candidates with in-demand skills might find it difficult to filter through large numbers of job roles to find those which are most relevant to them and their desired career path. This is where RLC Asia’s specialist consultants can be vital in matching you with roles that suit your skills and experience and that offer you the next step in your career progression.Fluctuating unemployment for different age groups and sectorsTypically, mass fluctuation in employment rates for different age groups and sectors is very rare. However, that is exactly what we are seeing in Thailand, which has had a massive impact on the current job market.Such events typically happen in the event of global crisis, where businesses must remain shut, which forces workers from many different age groups and sectors out of work. We saw such a scenario during the pandemic, but other scenarios that can force such an event would be an economic crash and other unforeseen circumstances.What does this mean for candidates looking for a job in Thailand?A changing job market can be scary, but it can actually be a great opportunity - especially for workers that possess those in-demand skills. When the job market changes, it gives people the opportunity to adjust their plans and skills to better fit the market . That way, they have a higher chance of landing in-demand jobs that offer better pay and employment benefits.There’s no better time than now to start exploring the market for new opportunities and make a change in your career. Aside from the evolving job market, there are many modern technological advancements that make it easier for you to find a job in a new industry or even work for an employer from an entirely different country to Thailand.Find your next job in the technical industries with RLCAre you ready to take advantage of the current market and find your next role in the technical industries? Maybe you're looking to take on more responsibility and progress your career?There are many reasons to consider looking for a new job, why not check out our most recent vacancies and start your journey?Find your new role today.

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Back To School
Back To School
May
31

Schools in Thailand have been teaching by remote for two years because of covid. Two weeks ago, my daughter finally started going back to school. It’s a really big change.For so long we have been waiting for things to go ‘back to normal.’ Staying at home was difficult. Returning back to normal now feels like a big adjustment as well.The past year has been tough. With my daughter staying at home, I’ve struggled to find a balance between work, family life, and keeping my loved ones safe from covid.The recruiting business is very much a face-to-face job. During the past year, I haven’t worked in the office much. Networking events and business lunches weren’t happening. It has been super-challenging to maintain the relationships that form the foundation of my professional network without regular, in-person meetings.Being a Mom has made working through the pandemic even more complicated. I’ve adapted to having my daughter with me at my workplace. In between virtual meetings and video calls, I have to look after my daughter and be a parent.Meanwhile, my daughter has been sitting in front of a computer screen for hours every day, with online classes. It’s been a struggle for her. For more than one year, she hasn’t had the chance to meet new friends, or enjoy physical activities with other schoolkids. This month it feels like she got her life back. She is very happy to be back at school, having fun with her friends, feeling free.For me, returning to the office has been more complex. For months, I have been waiting anxiously to get back to my normal daily life. I was really looking forward to it. Now that we’re back to normal, sort of, it doesn’t feel how I thought it would.I’m driving to work every day, picking my daughter up from afterschool activities three times a week, doing ATK tests for both of us twice a week. Life is so much more complicated when you have to commute for work and pick up your kid from school. I forgot how busy I was before the pandemic shut everything down.The covid pandemic impacted our lives in so many ways. Thais have suffered a lot because so many people – most with no safety net – have lost their jobs.But staying at home forced me to slow down, and that’s not a bad thing. I was in such a rush to get back to the office, I didn’t really appreciate the benefits of working from home. And while I don’t want covid to make a comeback, I am really going to miss zipping around town with no traffic, and how easy it has been for the past two years to find a good parking spot.For all working parents, I know it’s a changing and challenging time for us all. For some, our people lives are much harder now. I just want to send my support out there to everyone who is struggling at the moment. Feel free to share your challenges and joys here so that we can support each other.

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Will Thailand Stay on Top of the Southeast Asian Auto Industry?
Will Thailand Stay on Top of the Southeast Asian Auto Industry?
May
18

I’ve been looking at market news and wondering if Thailand will be able to maintain its position as the leading auto manufacturer in the region.The Federation of Thai Industries Auto Club released numbers that show car exports from January to March this year down nearly 6 % compared to the same period in 2021.Thailand still produces the most motor vehicles in ASEAN. But Indonesia is not far behind, with production growing at a faster rate.I don’t know if Thailand will keep its reputation as ‘The Detroit of Southeast Asia’ – the Thai economy is not being touted as the ‘Tiger’ of Southeast Asia anymore. I don’t know if market conditions will improve, if the drop in exports will be temporary, or if the supply chain will see more disruption.I do know for sure that EVs are the future of the auto industry. The ability of Thai manufacturers to adapt their operations to EV production now will determine their success in the future.This report explains how the Thai government plans to boost EV production to 30% of all vehicles produced in Thailand by 2030. And how Indonesia will be a formidable player in the EV market, due to strategic advantages and market demographics.We all want a more sustainable future, and EVs have a big role to play. The shift to EV production, will be disruptive. I worry about the impacts on the local economy. Phasing out internal combustion engines will risk thousands of parts-manufacturing jobs in the short term. The investment required for new EV production facilities is huge, and involves many stakeholders. It may not benefit SMEs; I am concerned it will cause a lot of small businesses to shut down.Thailand may be losing its edge in auto manufacturing over Indonesia, Vietnam and other neighbours. But what’s more disruptive, and what we should be more focused on, is the race to be the leader in EVs.

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Do Women Still Face a ‘Glass Ceiling’ in Thailand’s Manufacturing Industry?
Do Women Still Face a ‘Glass Ceiling’ in Thailand’s Manufacturing Industry?
May
5

A recent study by the consulting firm Grant Thornton shows increasing numbers of women in Thailand appointed to leadership positions for big businesses.The numbers are encouraging. For example, the study says that 29% of CEOs in Thailand today are women. This sounds about right for companies based in Bangkok, but I’m not sure if this is true for the companies that I work with in the manufacturing sector. It feels to me that in women make up only 6-7% of CEOS in manufacturing.For a recent executive vacancy, I did a LinkedIn search for executive level positions in international manufacturing. The search yielded 700 potential candidates in Thailand; only 45 were women. That’s around 6%.I believe it is important for more women to be included in business leadership positions. As a recruiter I always try to provide clients with female candidates for executive positions, so they can add diversity to their management team.Although more women are leading Thai manufacturing companies today compared to 20 years ago, I feel the numbers are still too low. Often my clients will specifically request a woman to fill an industry leadership role, but the pool of female candidates in executive positions is small – there aren’t many to choose from.I have been working with the UK chamber of commerce to build a stronger network among female business leaders in Thailand. I’ve found it challenging to find reliable information and accurate data that breaks down leadership positions according to gender.To get a clearer picture of women’s progress in the manufacturing industry, I asked a few successful female CEOs in my network to share their opinions about gender diversity in executive leadership. Here’s what they have to say:Thanthip Lhaotrangsakul,General Manager at Penn Color (Thailand).Early in my career I was looked down on, so I had to strive hard. In 2006, I became the first female site manager for PTTGC. The situation is better now. Female leaders are more accepted, but we do not get equal opportunities. In the general population, there are more females than males. But few of us are in leadership positions.Female leaders have a more people-oriented style of management. We approach people in a different manner. We know how to motivate our staff, and manage different stakeholders well.Companies should focus on business capability more than gender. Even if quotas were put in place, I don’t think it will help much with the selection process. I think that women should be encouraged to step outside of their comfort zone. Dare to speak up!The real reason for under-representation is not because of maternity leave policy. Attitudes are more important. When companies see the advantage of having female leadership, women will become the leaders of the future. Then we won’t need to look at whether there is equal opportunity.Jantana Saksanguan,Senior HR Manager for a Global Food ManufacturerMy company has a very strong strategy to support diversity. Globally, the aim is to increase female leadership year by year, and reach a gender diversity target at our regional level of not less than 40%.What are the benefits to having female leadership?– Diversity. We look at things from a female’s point of view. We pay attention to details and are generally more cautious when making decisions.– Passion. We have more passion about developing our careers because we value the opportunity more. I think women have passion to achieve at a high level. When the local culture does not support our growth and development, it drives women to strive even more.How can we increase representation of women in manufacturing leadership?– Every organisation may have a diversity policy, but it should have more clarity on targets that include recruitment strategies, talent development programmes, and succession planning to include women.– CSR programmes, like Women’s Day activities, or other projects initiated by female leaders can build a stage for female executives to have a stronger voice in the organisation.Saranya Chantarawaree,Supply Chain Manager, Kimball Electronics (Thailand)Are women under-represented in manufacturing industry leadership?It’s improving. Earlier in my career, I didn’t think I would get an opportunity for the position I have now, especially for a Japanese company. More women are in leadership positions currently.How does it help a company to have women in top management positions? What do they bring to the table?Honesty, accountability. A woman is loyal to her values and beliefs. Businesses should be more open to having female leadership. When the management team has more experience working with female leaders, they will see the benefits. What policies should companies have in place to support women’s career development?There needs to be practical guidelines and benchmarks for equal opportunities, not just a stated policy.Denduang Thongsa-ard,Director, Sherwin-Williams ThailandI don’t think that the number of women in manufacturing is too low. During the last 20-30 years, we have had equal opportunity in Thailand, especially with multinational corporations (MNCs). The Department of Industrial Promotion has encouraged businesses to have more women in leadership positions, so now there is more demand.Female leadership is more detail-oriented, and especially caring for human resources and people.Programmes to support more female leadership can help, such as succession planning, a talent management plan, or recruitment plan.There are some areas where female leaders still struggle: we experience limitations when it comes to building connections with male clients, or entertaining male clients.Within MNCs, women are well supported and have equal opportunities. Still, within the male-dominated Thai culture, women must strive harder to prove ourselves.Dr. Pean Pandunchwit,Managing Director, Dynatec(PhD in Chemical Engineering from the University of Texas at Austin)As a Thai woman working overseas for my entire career, I have struggled with bias against my nationality and gender. Good leadership is not about gender.A good leader in our industry should have strong knowledge of lean manufacturing, and know how to implement a world class leadership system. They should understand the theory of constraints, and the Kanban inventory management system, so they can solve any problems that arise.A leader should rely on Data Integrity. When using a system that has been implemented properly, problems will be solved. We need to focus on the bottom line – not on pleasing others. If we put the right system in place first, then the company will succeed, and relationships will improve. If you strive and perform, your colleagues will respect you.If companies give opportunities for women to step up – equal opportunities, and equal treatment – the company will get better results.We can see that women in corporate leadership positions must work especially hard in Thailand to gain respect and acceptance from male colleagues.We need top management to truly encourage diversity and inclusion at the executive level. HR needs to put in place mentoring programmes, succession planning, and recruitment policies to attract more women in C-suite roles.The journey to reach the top is difficult for women with careers in manufacturing. It’s not just the corporate men’s club we have to struggle with, but also local culture and social attitudes. In Thailand, we need strong support, starting first with our family, to pursue our professional dreams.

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Importance of Exclusivity for Passive-Candidate Recruitment
Importance of Exclusivity for Passive-Candidate Recruitment
Apr
25

Albert Einstein famously said that the definition of insanity is doing the same thing over and over again while expecting a different result. I’ve been seeing rising cases of insanity amongst employers in the recruiting world, by Einstein’s definition.Some companies continue to approach hiring in the same way: They always use multiple recruiters, and post on multiple job boards. They do not work in strategic partnership with their recruiter. I do not understand why these clients do not make changes to their process when things don’t go the right way. It just doesn’t make sense.Case in point: A client recently approached me because they need help filling a role that has been vacant for 4 months. This client came to me because they know I can find a suitable candidate; however, they would not commit to an exclusive recruiting agreement. I passed on the opportunity to work on this role, and the position is still open.Employers should understand that if you want to achieve recruitment goals in the current environment, exclusivity is a must. Personally, I cannot commit to a non-exclusive account anymore due to time constraints managing multiple business units. Nowadays, the most experienced consultants in the business can generally pick and choose the roles they will support clients on. Without a partnership agreement, you may struggle to find the correct solution to your hiring problem.Recruitment companies who accept a recruiting job without an exclusive agreement will almost certainly shuffle it off to a more junior consultant who lacks the gravitas to attract passive candidates – those in-demand professionals who aren’t necessarily looking to make a move.Run-of-the-mill agencies provide average candidates. What is an ‘average candidate’? They have weaker CVs, with questionable work histories. Average candidates have average motivation levels. Average candidates are the equivalent of low-hanging fruit: they are more likely to be approached by several potential employers and recruiters at once.If you’re not willing to work as an exclusive partner with a recruiter, you are probably going to be sorting through a pile of average candidates, because it takes extra effort from senior recruiters to find the most desirable passive candidates.Why are passive candidates more desirable?They are less likely to use your opportunity as a bargaining chip, because they are not looking at multiple opportunities. Passive candidates who have been recruited by an experienced headhunter are more loyal and discerning. As a senior consultant it is imperative that we understand candidate motivations, skill sets, and character. The opportunities we bring to passive candidates are more likely to be a perfect fit: which means it is more likely they can be enticed to leave their current position for a new opportunity.The best recruiters know and understand our clients and candidates more intimately. We understand human psychology, with an innate ability to read people. We have deeper insights into the market; some might even call it foresight.There are levels to the recruitment industry. If you want the most capable consultants to work on your behalf, exclusive partnership is a must.I’ve said it before, but it bears repeating: The recruitment game is not about just finding the candidates anymore. Finding them is easy. Nowadays it’s more about courting and managing passive candidates, to convince them that joining your company is a winning move.If you are not getting the right candidates for your company, do you at least understand why?HR managers who are not achieving the desired level of success need to ask themselves: Are you listening to feedback and following your recruiter’s advice? Have you given your recruitment agency an exclusive agreement? Without exclusivity, consultants don’t have the incentive to pull out all the stops and approach those prized passive candidates.

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Why I Put Pronouns on my Email Signature (and LinkedIn Profile)
Why I Put Pronouns on my Email Signature (and LinkedIn Profile)
Apr
11

I am getting more and more inbox messages asking me why I have the “He-Him” pronouns on my email signature (and LinkedIn profile). I have even been addressed as “He-Him” in an email, instead of my name, due to the confusion these pronouns can cause among those who are not aware of diversity issues.First of all, it is important to address how I relate. As somebody who is aligned with the gender I was assigned at birth, I am classed as ‘cisgender’. This means I am not questioned on what pronouns people should use for me: it may seem obvious I am a ‘he’ or a ‘him’.It costs me nothing to put “he-him” on my profile – but people who are nonbinary, transgender, or identify with other parts of the LGBTQAI+ community, could have concerns about being singled out or discriminated against. Others may not be comfortable about their sexuality. They may feel judged, stereotyped, or may not want to share something so personal as their gender identity. Other people feel more confident. People are different. It’s a fine line, based on individual personality.If cisgender people lead the change it can normalise the process, reduce the risk of discrimination, and make those who feel different feel accepted. At RLC Recruitment it is important for everyone to feel welcomed and accepted regardless of their sexual orientation. After all, what does sexual orientation have to do with the work that recruiters do? There should no longer be any discrimination or stereotypes associated to people who are perceived as different: as I learn about gender issues, my eyes have opened to the struggles that the LGBTQAI+ community are going through.I have heard multiple stories that transgender women are forced to carry a male ID card in Thailand as part of the law: this can lead to feelings of humiliation and embarrassment. In an article by Human Rights Watch, this policy is explained in a lot more detail to highlight the reality. Thailand has long been a country associated as a destination for transgender people seeking gender-affirming health care. The kingdom has been recognised as a place where sexual and gender minorities can live safely and openly: So this raises the question, why is the law and parts of the society still not open to acceptance?I asked my colleague Cally how they feel about this small change I have made to my profile, and they said the following:“Inclusion is so important. People’s individuality is important. Everyone has their own image and ideas of how they wish to be identified and we as humans should respect that. I identify as they/them purely because when I wake up, I don’t think ‘today I will be a male,’ or’ today I will be female.’ I purely just wake up like everyone else; it’s important to add that not everyone has this choice. People have a choice of how they feel and identify, and this should be respected. I encourage people to talk about gender as it allows us to share experiences and understand the reality that people are facing. Our friends across the world who identify as transgender are faced with having to constantly fight for their rights to be themselves. As people, listening and understanding so we can educate the older and newer generation is the way we should be moving forward.”Overall, pronoun identification is something that may not mean much to some, but means the world to others. It can make a huge difference – and in the war for acceptance, talent, employee-branding and human decency, we can no longer live in the dark ages of society.If you have any further questions on diversity and inclusion in the workplace, please feel free to send me a message on LinkedIn.

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Jobseekers Need to be Fluent in ESG
Jobseekers Need to be Fluent in ESG
Apr
4

During the hiring process, engineers and technical professionals need to demonstrate expertise in math and science. English skills are also important.To make the final cut for the next wave of economic growth, they must also be fluent in ‘ESG’.If you’re not familiar with the term, ESG stands for Environmental, Social, & Governance. Multinational companies are highly sensitive to public perceptions of their environmental and social policies, and ethical corporate governance.Sustainability, transparency, racial and gender equity are more important than ever to investors, stakeholders, social and environmental groups. The Stock Exchange of Thailand requires all listed companies to issue annual sustainability reports. With investment firms paying close attention to sustainability issues, a negative ESG rating can really affect the bottom line.Here in Thailand, NetZero – the global initiative to address global warming by reducing carbon dioxide emissions – is a centrepiece of PTT and Banpu’s corporate policies. The oil and coal giants insist that sustainability will be the key to a successful reboot of the economy. And they’re not alone.As we bounce back from the global covid slowdown, global industries are seizing this moment to pledge their commitment to ESG, to reset and re-evaluate priorities.HR departments are responding to the ESG initiative. A new type of employee profile is emerging, in keeping with ESG and NetZero policies. HR is looking for candidates who can help make manufacturing and refining processes more environmentally friendly. This is reflected in a new set of interview questions that candidates must be prepared to answer.Recently, I was involved in recruiting management trainees for a big retail company. Some of the questions they asked: How will you make products for consumers who want to make an environmentally friendly choice? How would you reduce waste in the company? What activities have you participated in your hometown to improve the quality of life?Employee attitudes towards ESG are increasingly important. I advise university students, fresh graduates, and junior-level professionals to be active with environmental organisations, volunteer for cleanup activities, even take some environmental studies courses.Candidates should be prepared to answer interview questions about reducing waste and emissions, recycling plastic, and energy efficiency. They may be asked what they have done personally to help clean up the environment, or to live more sustainably.It is important to HR that new hires not only have the technical ability for Industry 4.0, but that they are also good brand ambassadors for the company’s ESG profile.

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Is It Necessary to Include a Cover Letter for a Job Application?
Is It Necessary to Include a Cover Letter for a Job Application?
Mar
31

BY ALEXANDER GRANT RLC HEAD OF RECRUITMENT & DIGITAL DIVISION“ Do I need to write a cover letter? ”This is a question jobseekers ask regularly. My answer will depend on the candidate, and the position. It is true that most recruiters do not take the time to read a cover letter. The resume is way more important than the cover letter. So, first of all, it is essential that your resume is clean, properly formatted, with no spelling mistakes or grammatical errors.“ When is a cover letter necessary? ”If you are junior in your career, it is possible that you do not have much experience to provide in detail on your resume. Without an impressive resume, it difficult to stand out from the crowd; so, in this case, a cover letter is important: It can help the interviewer to learn a bit more about you, what you can bring to the company, what you’ve learned from the work experience you’ve had, what you have achieved, and how you want to advance your career.“ What am I looking for in a cover letter? ”Personally, when I am interviewing a less experienced candidate to join my team, I am looking for a spark. That spark often comes from their personality or a determination to succeed. Specifically, I want someone who is not afraid to go outside of their comfort zone. Maybe they’ve achieved something special in life, such as running a marathon; or perhaps they have a special passion for helping others through charity work; or have cultivated an art form like painting, or dancing.I want to see something beyond the surface of the person’s resume and job history. I want to learn more about them, because after all, I will be working with them every day. Interesting people can enrich the workplace conversation, and teach us about things we’ve never experienced before. Including a cover letter that paints a more detailed picture of your life can be useful, and I will certainly take the time to read it.According to a 2017 Job Seeker Nation Study, about 26% of recruiters read cover letters and consider them critical in their decision to hire. I suspect that the number of recruiters who read cover letters now, in 2022, it is a lot less. A CareerBuilder study found that 49% of HR managers feel a cover letter can give your resume a boost: but at the same time, they said a clean resume is most important.If the job description itself asks for a cover letter with the application, of course you should include one but if it doesn’t specifically list a cover letter as a requirement, don’t send one!“ Why is a cover letter not recommended for more experienced jobseekers? ”We work in a time-sensitive environment: Time is money! I can quickly scan a resume and tell if a candidate has the right experience to match the role my client needs to fill. If the candidate has a poorly scripted resume with incorrect grammar; no discernible achievements; or irrelevant information on their resume, they don’t pass my initial screening, so I won’t take the time to read their cover letter either.Most senior positions require particular competencies, and a cover letter cannot help to assess this. Instead, the recruiter is looking for key points in the resume which match what they client is looking for.I often look at other metrics to assess candidate value. For example, if I am working on a B2B Sales Director role in a particular industry, do I need to choose a candidate who comes from that industry? Or is there a candidate in a related industry with a similar skillset that provides a different option, with a new outlook and fresh ideas? I want to challenge my clients to look at hiring decisions from several perspectives: again, a cover letter probably won’t help me here.In conclusion, if you are junior in your career a cover letter can really help you stand out from the crowd; if you are more mid- to senior-level, it’s not really needed.For more content and recruitment stories please check out my LinkedIn page. If you have any questions about recruitment, please send me a private messageArticle written by Alexander Grant (he-him)Director of Recruitment Operations at RLC Recruitment#rlcrecruitment #recruitment #executivesearch #hr #consultancy #thoughtleader #thoughtleadership

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Demand for Skilled, Experienced Domestic Engineering Talent Exceeds Supply
Demand for Skilled, Experienced Domestic Engineering Talent Exceeds Supply
Mar
21

I am seeing a gap in the marketplace between the capabilities of Thai engineers, and the requirements of international factories.Factory owners are asking me to find a certain type of candidate, and it’s becoming harder to find them. A lot of HR managers tell me that certain skills are lacking in the domestic talent market.The Thai educational system is not meeting the challenge of training our workforce for Industry 4.0.Most Thai engineers who graduate with a bachelor’s degree have a strong theoretical and conceptual understanding: but no hands-on experience. They can’t operate welding machines, for example. This is different from engineers who are trained in the EU or USA, where they get more hands-on experience.We need more effective internship programmes in Thailand. Engineers need more training in the environments where they will be expected to work. Businesses leaders are aware of the problem. They have tried reaching out to the government with their concerns, but the response is too slow.SMEs feel neglected. They are at a competitive disadvantage. The biggest Thai companies can hire directly from the EU and USA for high-profile technical roles; or they use their own resources to invest in training high potential candidates who graduate at the top of their class. But SMEs cannot afford to carry a new hire until they grow into a key role. They must find the finished product, and often they cannot afford it.The dominant Thai conglomerates don’t need to try very hard to attract talent. Engineering students with the highest GPAs get offers for jobs in their final year of university.Many of these giant Thai companies find it easier to attract qualified engineers than multinationals: this is because they provide an easy, predictable path to financial security, and the ability to raise a family in Thailand without leaving your comfort zone.In fact, multinationals are currently competing with the biggest Thai companies for the same small group of elite graduates. Because most multinationals are not as well-connected domestically, they usually need more help with recruitment. Only the very biggest foreign companies can attract talented engineering candidates as easily as the Thai conglomerates.Thai engineers who have been highly trained or educated overseas with a master’s degree are highly prized. But they are a rare commodity, and for Thai SMEs they are out of reach.Fortunate students with bachelor’s degrees from the elite Thai schools have these skills. But less privileged students who attend the more accessible, traditionally working-class universities, or technical schools, are getting left behind.A lot more needs to be done to enable smaller companies to hire qualified, capable domestic Thai talent. Internships are a very important part of the solution.Internships provide training, establish valuable connections between SMEs and talent, and enable graduates to learn about the business culture at companies where they may want to work in the future.For a long-term, sustainable solution to Thailand’s talent gap, there needs to be more cooperation between government policymakers, business leaders, and HR executives.

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How to make a strong impression in your job interview
How to make a strong impression in your job interview
Mar
14

8 Tips from Alexander Grant, RLC’s Director of RecruitmentThe interview can make-or-break your career: it often determines whether you get the job or not.Some candidates feel so much pressure, it can affect their ability to perform. If you are prepared, understand the interview process and psychology of an interview, you can relax and put your best foot forward.Today, the majority of interviews are remote; this calls for a slightly different approach than when it’s a face-to-face interaction. These 8 tips will help you make the best impression on a prospective employer:1 – If you’re not a native speaker,be sure to polish up your English language skills before logging in to the initial recruitment interview. Take 15-20 minutes to read some articles, and practice English to encourage your brain to start thinking in your second language. If you don’t meet a certain level of English ability, you won’t get past the recruiter, and the employer will never get to meet you. If the recruiter is experienced, they will give you guidance on this point.2 – Do your homework.It’s important to demonstrate an interest and understanding of the company you wish to work for. Research their business, browse their social media. Take notes and use some of this material when you introduce yourself: Say what you like about the company, explain what you can contribute to a specific project or initiative. Talk about how your passions line up with the company’s goals and business culture. This will show that you are not only qualified, but you are also actually interested in joining the team. This should be done even if you are unsure that you want to join the company before meeting them. My advice here is: “You never know what can happen so always be prepared.”3 – Quantify your value to the company.Provide the employer with a clear ROI. This will demonstrate that you know your value to an organisation, and can communicate it convincingly. This does not only apply for sales staff, this is for any position. What can you bring to the company which is of value ?4 – Prepare and ask questions.Don’t be shy about asking for more information. You cannot afford any uncertainty before making a career change. Your questions should not be about the compensation package – they should be more about onboarding, training, teammates, challenges, expectations, targets, and career path.5 – Ask the interviewerWhat they enjoy most about working at the company, and also ask what they find the most challenging or difficult.6 – Express gratitude for being considered for the position.Even if this is not your dream job, it helps to be appreciative: you never know where this connection may lead in the future.7 – If you are working with a recruiter,Try to avoid discussing compensation directly with the prospective employer; that’s what we’re here for. A good recruiter should be able to guide you on what is realistic and how to manage this part of the process. You should appear more interested in the job and the company rather than the salary. This is where the psychology of recruitment comes into play.8 – Inquire about the next steps in the hiring process.Ask how long it will be until you hear back from the employer; who you will meet with next if you pass to the next round; and find out how the employer will decide whether you will be granted a second interview – or offered the job!By following these tips you will be in the best position to succeed. Although competition amongst employers in securing talent is more competitive than ever, employers are being cautious before making a great offer. The interview is your opportunity to impress.For more guidance and information, please don’t be shy: reach out to me directly on LinkedIn.

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Going SMART: is It a Must or a Myth?
Going SMART: is It a Must or a Myth?
Mar
2

The cost of upgrading to ‘Industry 4.0’ is an obstacle for some Thai factories The global economy is undergoing rapid changes caused by the 4th industrial revolution. AI, the Internet of Things (IoT), automation, and cloud-based technologies are disrupting factory operations and the roles of traditional workers.Factories are becoming more high-tech, with a strong push towards ‘Industry 4.0’. The Thai Government provides financial subsidies and tax incentives for SMART technology projects. These programmes are promoted by key organisations such as the Department of Industrial Works, the Digital Economy Promotion Academy (DEPA), and the Eastern Economic Corridor development scheme (EEC), among others.But despite the incentives, budget concerns remain a significant obstacle for businesses to implement SMART factory technology. Multinational companies are more well-equipped to upgrade their operations than small- and medium-sized domestic businesses.I’ve talked with managers from many Thai factories who want to adopt Industry 4.0 technology, but their projects have been delayed or deferred, mainly because of the high cost of investment involved. While basic industry standards such as 5S and Safety First are within reach, upgrading to a SMART manufacturing facility seems to become less of a priority after management crunches the numbers.“I’m interested in going to Industry 4.0, but I cancelled the project and delayed after I saw the price from the vendor. I’d rather invest in making improvements to my product, rather than spending that money on the SMART process,” said one MD in the garment manufacturing business.A lack of knowledge and access to new technologies is another key factor. Because global organisations have the resources to attract better talent, multinationals can develop technologies internally. The transformation to SMART technology is faster and easier for bigger organisations who can share knowledge, resources, and case studies globally. The economy of scale is a big advantage.Most small- and medium-size factories in Thailand are family-owned business. They may not have people in-house who understand how to transform their facility into a SMART factory. The younger generation is well educated and ready to take on the challenge, but often they are not the executive decision makers.The competition for talent in the global marketplace is intense right now. Smaller industrial factories often fail to land the most promising, technologically qualified candidates, who find start-ups and jobs in the IT sector more attractive.Business leaders also have questioned the Thai educational system. They are concerned that the skills and competencies of graduates are not keeping up with the demands of the modern market.“We need engineers who are hands-on, with programing knowledge and a good command of English,” said an HR manager working in the aviation sector.The Thai companies I have seen that successfully upgrade to SMART Factories have one thing in common. They always start small, with one prototype unit: only later do they expand the rollout of SMART technology.The policies and guidelines needed to drive technological transformation must come from the owner or top management to make it happen. Transformation is not always prohibitively expensive, especially if SMEs seek out the most suitable technologies.

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5 Tips, How to Get the Best Results from a Recruitment Partner
5 Tips, How to Get the Best Results from a Recruitment Partner
Feb
22

We are seeing a massive influx of jobs that need to be filled in the first quarter of 2022, and I do not see this trend slowing down anytime soon. This means that candidates have more choices, increasing their power and leverage in the marketplace. Now, more than ever, it is essential for companies with staffing needs to have a long-term strategic recruitment partner. With the job market in a state of flux, these 5 tips will help you to get the best out of a recruitment agency, and ensure that you are receiving a true value for the money invested.1. FlexibilityMy clients often tell me that that traditional big recruitment agencies are just not getting the job done anymore. One of the greatest benefits of working with a boutique agency like RLC is that we provide a more customised service to fit your specific needs.This customised service includes a more hands-on approach: flexible terms, adapting recruitment methods (one size does not fit all), a more tailored way of presenting candidates, and a more personalised style. In a word, flexibility.With a more flexible approach, RLC Recruitment provides a more innovative solution for your hiring needs2. Deeper Market InsightsIf your preferred candidate declines a position with your company, do you know the reason why?Do you understand the latest salary market trends?Are you searching for a candidate with a highly technical, specialised skill set that is hard to find?Do you want to know what your competition is doing to get the inside track?By working with a trusted recruitment partner like RLC, you will get answers to all these questions.Bigger recruitment companies often struggle to provide this sort of detailed intel due to the sheer volume of work they take on, and because of a bureaucratic culture with various levels of seniority that must be navigated in order to do business. A smaller firm will spend more time working face-to-face with their clients: this is why we deliver more valuable intelligence.3. Core ValuesAt RLC Recruitment our core values are Integrity, Innovation, and Reliability.We are always forthright and transparent with our clients about the searches we conduct on their behalf. If a client wants to know how we executed a search, we will share all of our related market intelligence.We provide upfront feedback about any challenges we encounter; we don’t shy away from uncomfortable truths.We won’t walk away from an assignment if it becomes more difficult than anticipated. Instead, we collaborate more deeply with our clients to overcome any hurdles that arise, and implement necessary changes. This nimble approach is the great advantage of working with small-to-midsize agencies. Nobody gets it right 100 percent of the time: we are pleased whenever a client shares constructive criticism, so we can improve and evolve.4. Personal TouchAs previously mentioned, at RLC Recruitment we love to add a personal touch to what we do. As consultants, of course it is important to share resumes with our clients — but equally important, we provide valuable feedback.We routinely provide our clients and partners with detailed recommendations on company fit, potential culture clashes, guidance on compensation packages, transparent timelines, and onboarding assistance.5. Going Beyond RecruitmentAt RLC, we aim to become our clients’ trusted partner. To do this we go beyond traditional recruitment support, with a broad spectrum of HR Consultancy services.This includes Payroll, Outsourcing, Training, Consultancy, Workforce Management tools, Innovative Learning Platforms, Blue Collar Technology Hiring Tools, 360 PDPA compliant Referencing Tools, Legal Guidance and more. To learn more please check out our website at www.rlc-asia.com.

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4 Qualities to Look for in a Recruitment Consultant
 4 Qualities to Look for in a Recruitment Consultant
Feb
14

A strong network of professional connections is the greatest asset for any career. The wider your network, the more support you will have available when you need it. Finding a great recruiting consultant is perhaps the most valuable connection you can make for future success. Here are some qualities you should look for in a recruiter to help ensure you get the best results from that relationship. TrustA job search is a very personal thing; it should be kept as discreet as possible. Getting help from a recruitment consultant is advisable. But there are thousands of headhunters plying their trade in the marketplace. So the most important question is, who you can trust?At the top of my list of criteria to look for in a recruiter is honesty. Your prospective recruitment consultant should provide you with all the information that you need to feel comfortable. Can you trust the information they provide? A trustworthy consultant will not oversell a job, or the company’s profile. There always will be both pros and cons to every job opportunity that candidates must understand before making a move.To give yourself the best chance of finding that dream job, you need a trusted partner. Someone who will provide honest advice, and suggestions about how to improve your chances.A recruiter often will ask a lot of questions, seeking more information from you. Don’t be alarmed. They are looking for details that will help your profile stand out from the crowd. Give as much information to your consultant as possible. They will decide what information is suitable to pass on to an employer for a particular role.Holistic serviceYour consultant should assist you with all aspects of the job hunt. A good recruiter should coach you through the whole selection process: from resume preparation, attire and appearance, to body language, interview preparation and salary negotiation.Because we review thousands of resumes each year, professional recruiters should have a keen eye to help you enhance your resume. This goes beyond language fluency. It’s important to build your personal brand and attract the attention of company management.Your resume should cover all major responsibilities and key achievements. It should highlight skills and capabilities that relate to the job that you are applying for.For more technical jobs, remember your resume may pass through the hands of some less technically sophisticated people; so, try not to be too technical. Don’t go overboard on the technical aspects. Be concise.For some functions – such as architects, designers, advertising account executives, or other creative roles – the resume format will be taken into consideration (though it won’t carry as much weight as your portfolio). Portfolios need to be tailored to the company and the specific job. Study the brand identity of the company you want to join, and pick the right portfolio to present. Some brands are looking for mass production; others are looking for sensitivity and uniqueness.Market-specific ExpertiseHow does it feel to talk to someone who speaks the same language? Communication is much easier, and doors will open when your audience understands your message 100%.Specialist recruiters take years to establish expertise in specific fields. With just a short conversation, you should be able recognize if your recruiter is really an expert in your professional specialty. If you find a trustworthy recruitment consultant with expertise in your field, hold on to them tightly for the rest of your career! It makes communication easier, and the network of opportunities they provide will be expansive.For example, my expertise is executive search in the engineering and manufacturing sectors, so I can provide great opportunities for executive-level and highly technical roles.Specialist recruiters also have a wider perspective: we see long-term career paths, and can provide clear directions on how to take your career to the next stage. The best consultants take a long-term interest in your career development.Long-Term CommitmentBeware of recruiting agents who are overly focused on the short term: this is a sales-driven business, and many recruiters are chasing immediate results. It is not uncommon for candidates to feel neglected after a placement is confirmed. The best consultants will always show they care by following up. They will invest the time that’s needed to be your lifelong career coach. They will always return your call.

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Will the great resignation could be a future trend in Thailand?
Will the great resignation could be a future trend in Thailand?
Oct
4

During the covid-19 pandemic, workers are leaving their jobs in greater numbers. This emerging trend has been named The Great Resignation. Will the Great Resignation become a future trend in Thailand?A recent report from the Ministry of Labor shows that out of Thailand’s 37.92 million workforce, 11 million people work in the Agricultural sector, 6 million in Manufacturing, and 6 million work in Logistics and Services.I think it’s clear that Working From Home (WFH) will not be a future trend for most workers in these top 3 sectors that drive the Thai economy.That’s my logical assumption. But the ripple effects of The Great Resignation certainly could impact HR, and your entire organization, especially if we’re talking about the influence of this future trend on your company’s top talent.Over the years, I’ve seen on my social media thread how people are often overworked when they WFH. It’s easy to get stuck in your home office, and not take enough time to refresh with healthy activities. WFH can often lead to workers neglecting their personal lives.Some suffer from ‘office syndrome’ – back, neck and shoulder pain from spending too much time hunched over their desk. Others are simply burning out. Parents are overwhelmed by increased workloads and the chaos of home-schooling. Sometimes we all need to stop, and say “Enough is Enough!” and give ourselves a break.I am also seeing many positive future trends in the age of The Great Resignation. Company’s are paying more attention to show their care for employee well-being by sending care packages, and boosting their employee engagement programs. But of course, this will not be enough to reverse the impacts of The Great Resignation.What are the risks of losing your key talent? What could be the future business impacts?Some might say, ‘Well, in that case, let’s give incentives and increase compensation to our most important team members. That will make them stay longer.’But believe me, I have interviewed many people who resigned from their previous jobs to heal themselves mentally and emotionally. I think many workers who leave their positions during The Great Resignation are willing to take lower-paid jobs. There is an emerging trend towards choosing a happy workplace environment over money. There are many other factors that attract the workforce nowadays. This can include branding, working for a higher purpose, learning opportunities, and social considerations.To successfully navigate the age of The Great Resignation, business leaders must pay close attention to these three things:Know your employees.Line Managers and leaders must understand their team well: how do they best perform, and what drives each of them? Some may thrive when they are allowed to return to the office; and others are happier with WFH. Find out, and give them a choice. If they perform better, the company benefits.Clear communication.Dissatisfaction and conflicts are caused by a lack of communication. Explain clearly why some employees need to be back in the office, and why others can continue to WFH. Once your team understands the logic behind the policy and sees the results, the whole organization will be a delightful place to work.Invest in HR technologies and processes.There are several technologies (both high & low cost) that could reduce paperwork and time-consuming process in your HR.If you’re still using paper time sheets or leave management systems; excel sheets to record shifts; or using local database training manuals, or conducting in-person trainings — maybe now is the time to explore new technologies and prepare for future trends.Change is the only real constant in the world. Will you be changed, or will you drive change? The choice is yours.

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Future of Recruitment? The Rise of Remote and Contracted Work in Thailand
Future of Recruitment? The Rise of Remote and Contracted Work in Thailand
Aug
9

The COVID-19 Pandemic has majorly disrupted labor markets globally and Thailand is no exception; the traditional workforce is experiencing a major shift.How do you think the future of the labor market will continue to change?What is the future of recruitment in Thailand?The Rise of Remote and Contracted Work, Tasks like face-to-face management meetings and client visits are able to be handled through the use of Video Technology. Emails and telecommunication have made work more flexible and helped people to work faster but during COVID-19 Pandemic, this reliance on technology has been pushed even further.Today workers in Thailand have more options when it comes to creating their career and making a stable income. The days of a 9-to-5 job as standard are changing. Companies are more dynamic and flexible with their workers and one huge positive about the Pandemic is it has forced employers to trust their employees more. Flexible working hours is becoming the norm and in the field of Technology this has been extended to incorporate contracted work and remote work.Contracted work and Remote working opportunities have spiked dramatically and RLC Recruitment is at the forefront of this growing trend to provide our candidates with yet more options for employment and our clients with access to a more dynamic and flexible workforce.Contracted Modern Tech StaffOften Tech companies sign project agreement contracts and need to ramp up their workforce quickly. These contracts are for a defined number of months with no guarantee of renewal therefore these companies are reluctant to offer full time contracts to employees.There are Pro’s and Con’s for potential candidates:Pro’sOpportunity – There is a shortage of qualified technology staff in Thailand and for those skilled workers there is never lack of opportunitySalary – Contracted workers are often paid higher to compensate them for the lack of perceived securityFlexibility – As an employee you are not tied down to one company, you may also have the ability to take on additional side projectsExperience – Staff have access to many projects across different companies helping them to become more experienced in different industriesLack of boredom – There is no regular working pattern, contracts change so does the projectEasier Networking – A way into the companies that you want to work for easier than beforeCon’sBenefits Package – Often contracted workers are not awarded annual leave and bonuses like full time staffImpact to Work History – Sometimes people are worried that a short time in one company will reflect badly on their resumesLack of Security – Not having a full-time job and if the economy is severely affected it could have a negative impactCareer – Worry about career progression and inability to climb the corporate ladderCompanies use temporary or contract-to-permanent roles for a few main reasons such as try before you buy, vetting of employee skill sets and if the person fits the company culture. If a company believes it needs more staff but can’t justify the headcount, it might use temporary positions to demonstrate the payback to the business. Funds for contract roles often come from a different budget line. Contract or contract-to-permanent positions are sometimes created when a company meets a talented person with key technical or business skills that satisfy an impending need and the firm requires time to define a formal role. In either case, if you are successful or a good fit, you may be hired permanently.People now have the power to really control their careers. In Thailand there is a very high demand for Tech staff but often not enough qualified candidates. If you are a competent tech person in disciplines such as DevOps, Programming, Software Development, Project Management, Scrum to name a few then you are spoilt for choice.The employment landscape in Thailand is changing by the days/weeks and months and if you are looking for your next opportunity RLC Recruitment can help.Best of luck, and for more recruitment tips feel free to visit our LinkedIn page or the RLC website at www.rlc-asia.com

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Employee Benefits are Integral in Recruitment
Employee Benefits are Integral in Recruitment
May
17

Benefits Are Integral in RecruitmentAttracting, hiring, and retaining high quality candidates in Thailand requires more than a competitive salary and company reputation. A sizeable salary may catch a candidate’s attention. Also, a company’s reputation and work environment will also play a part in appealing to a potential hire, whether it is a multinational corporation or a small start-up. What will often set an employer apart from the rest are the employee benefits they offer. In Thailand, this can be added financial assistance, but it can also be programmes and perks that promote teambuilding and work-life balance.RLC Recruitment is expert in advising companies on compensation packages to draw and maintain the best candidates. Here we offer an overview of what candidates in Thailand may expect from their employers.Why are benefits important?At the recruiting state, generous benefits and perks are the icing on the cake for highly qualified candidates who may be fielding multiple offers. There may be occasions when a benefits package counterbalances a lower salary. A thoughtful set of benefits could communicate a company’s interest and investment in an employee’s wellbeing, from health and family life to career growth and skills development, better than an interview or a competitive salary.This may be key as, even during uncertain economic times, companies are expecting to increase salaries. Projections for 2021 by Willis Towers Watson indicate around 87% of companies in Asia Pacific plan on increases of around 5.3%. Companies looking at new or replacement hires need to keep competitive.So it is important to keep in mind that candidates may add the value of benefits and allowances to the base salary in order to compare offers from different employers. Often the perceived costs that they add are lower than the actual cost to the company. This means that companies that offer ample benefits have a competitive edge without increasing payrolls directly.Once hired, these benefits will help retain employees and encourage them to perform at their most optimal levels as they look forward to increases in their allowances. With perks that are work-related, companies can foster a sense of camaraderie and engagement, cultivating a culture that retains employees.What are some examples of benefits?Please note that the benefits discussed here are generally offered in Thailand from executive level to skill technician. The difference would be in the value or extent of benefits depending on position at company.Traditional benefitsUnder Thai law, there are a number of benefits that employers are required to offer their employees. These include 30 days of medical leave, generous by most international standards, as well as annual leave of six working days after one year of employment. Other leaves include maternity leave (paternity leave is not mandated) as well as leave for employees entering monkhood, which is a tradition among Buddhists. There are also social security benefits that include medical care, workman’s compensation, and death benefits.To ensure compliance with benefits mandated by law, you should consult an employment expert for the most recent updates.Expected additional benefitsIn addition to the obligatory benefits employers must offer, most companies will sweeten their employment packages with special allowances and other extras. These could be expanded medical and dental coverage, especially that which includes family members. For employees that must travel for their work, or even to assist staff with their commutes, some offer gas or transportation allowances, as well as meal per diems. In this connected world we live in, employers may also offer reimbursement for mobile phone plans.Finally, there are the bonuses. In Thailand, most employees will expect some form of year-end bonus, if not fixed, then variable or merit based. Most employers understand the importance of bonuses, as revealed by a recent Mercer survey where, even with the financial impacts of the COVID pandemic, only 5% of respondents did not provide bonuses for 2020.Other fringe benefitsBeyond the typical benefits outlined above, many employers offer creative perks and incentives to foster good will as well as develop their teams’ skills and performance.Furthermore, in a recent salary review, RLC identified that while fixed and performance bonuses are the most common benefits offered by employers to attract talent, many companies have become much more innovative when it comes to unique benefits that set them ahead of other employers.These could include:Training and seminars. This could be inhouse events with refreshments meals, or they could take place offsite, for an added bonus of company-sponsored travel.Free snacks or lunches. Pizza Fridays or afternoon fruit plates are a small gesture that can go a long way.Flexible work hours or work from home arrangements. Many in the workforce now are appreciating the option to set their own hours and locations, and many employers benefit from better performance.Discounts on products. This could include products manufactured by company or allowing employees access to company discounts for such purchases as computers or branded products.Distribution or allowance for rice and household products. This is a step beyond discounts but may be beneficial in the long run.Tickets for movies or sporting events. This could be a splurge by the company or sharing in access that may be reserved for higher level executives.Company-sponsored trips. Instead of only traveling for training or seminars, companies could offer incentive trips for high performers or even plan outings for entire staff or by departments as their budgets allow.Company sporting activities. Companies could sponsor charitable fun runs or form teams for friendly matches between departments or with other companies in sports like football or volleyball.Gen X to millennials: Factors that influence preferencesThis discussion is by no means exhaustive. There are many combinations and permutations of benefits that can be crafted to attract and retain talent. Essential in this determination is understanding employee needs. Age, education, marital status, personal situations are just a few factors to consider. Furthermore, Gen X, Gen Y, millennials, baby boomers – the generation employees are from may influence their priorities as well. You need to be aware and understand what they expect so that you can customise the most appealing benefit package.RLC Recruitment Understands BenefitsRLC has vast experience advising companies in Thailand on recruitment, including on how to tailor compensation and benefits to attract talent and develop employees. We understand how well-conceived packages can draw the best talent and inspire engagement for talent optimisation. If you would like to discuss your recruitment and compensation strategies with one of our experts, please contact RLC today.

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Artificial Intelligence in Recruitment
Artificial Intelligence in Recruitment
May
8

Artificial Intelligence in Recruitment, can it help?Artificial intelligence (AI) permeates through all aspects of business, including recruitment. 91% of Fortune 1000 c-suite executives reveal an acceleration of AI investment, while 96% of HR professionals see AI enhancing talent acquisition. In this environment, both recruiters and candidates must learn how to leverage AI to their benefit to stay competitive. In a report by Gartner in 2019 reported figures stated that in the past 4 years the adoption of AI in business had grown by 470%.AI is a transformative development for recruitment. Lightning fast and adaptive, AI applications can learn and react real-time, helping recruitment professionals improve or automate processes for a more efficient and more effective operation overall. This, in turn, optimises talent acquisition and management for both companies and candidates, where recruiters can focus on soft skills and relationship development. For recruitment firms not to take full advantage of AI’s profound benefits is a huge risk when competitors that adapt AI overtake them as AI software outperforms them. It is safe to say as Recruiters we do not want to be replaced by machines so we need to learn how to work with them.How does AI improve recruitment?AI offers streamlines and improves recruitment process by leveraging machine learning to handle the more labour- and time-intensive aspects of recruitment.Due to of its ability to process data infinitely faster than even a highly experienced recruiter, AI software can be let loose on all manner of databases to scour for matches. Starting with certain parameters, AI can “learn” and expand its evaluations to compile an on-target candidate pool. This could range from assessing time frames to identify potential job jumpers to deploying fuzzy logic to reveal comparable skills and experience. Other companies are combining the use of ranking analytics in conjunction with video technology and personality assessments to determine candidate suitability already.With AI producing a list of qualified candidates quickly and efficiently, recruiters save time that they can allocate to tasks that require more finesse. Skill and experience is no longer wasted on scanning CVs can focus on scrutinising candidates that seem equally qualified to determine the ideal matches. Less time with CVs also means more facetime with candidates, appraising soft skills, developing relationships. By allowing recruiters more evaluation time, they can focus on assisting companies in a hiring process that 61% believe is extremely complex, according to a recent Deloitte Human Capital Trends report cited by Forbes.What are some AI issues in recruitment?As with any innovations, AI has some issues requiring oversight to ensure smooth integration.AI must learn. For results that an expert recruiter expects, it must digest massive amounts of data and learn how to replicate complex assessment and decision-making processes. In this learning process, a second issue arises, that of bias. Programmers who create AI, whether consciously or subconsciously, have biases which they may transfer to the AI that they create. AI needs to learn which means it is important the data that is fed into the system is input into the right fields accurately. Famously, in late-2018, it was revealed that Amazon implemented an AI recruiting tool that showed bias against women. Experts are still addressing the main types of biases found in AI, which is why the human component is still key to recruitment. A skilled recruiter who understands these AI issues, and their own biases, can assess and evaluate candidates to make informed decision based on data and facts as well as their judgement.Some recruiters may be reluctant to adopt AI solutions. As is the case in many sectors, many see this technology as their replacement, as mentioned above, instead of a useful tool. Or those seeking to be cutting-edge may lack the patience or understanding and give up because of overly high expectations. However, those firms that do not see AI’s benefits and do not sensibly integrate AI may find themselves falling behind other recruiters who are.Furthermore, what we must always remember is the importance of human interaction. A benefit mentioned above was the time saved to spend with candidates. This is something that AI cannot replace – relationship building. In Thailand especially, vital to recruitment is the trust candidates and clients have for their recruiter. This is especially true when handling offers and counteroffers, a stage that requires tact and diplomacy that AI is yet to achieve.What must candidates do to stand out?Just as recruiters must learn to use AI to stay competitive, candidates must realise the role AI plays in their career path, particularly in Thailand.Much AI relies on keywords and deploying fuzzy logic to include synonyms, word variations, and misspellings. But this is by no means comprehensive, so candidates must do their part. Candidates not native or fluent in the preferred language, such Thai candidates seeking positions with English-dominated multinationals, may find themselves overlooked for less qualified candidates because of “creative” spellings or unsuitable descriptors that AI would ignore. Semantic AI, where programming uses natural language processing to overcome such discrepancies, has come a long way, but it still requires human intervention.Whether candidates are actively looking for a new position or not, job seekers must also maintain their presence on the proper databases. There are the obvious places such as LinkedIn as well as the many jobs websites that post CVs, but according to information from NapoleonCat there were only approximately 3.2 million Linkedin users in Thailand so candidates must be more visible in the future. Depending on the sector, there may be any number of industry-related platforms as well to showcase their skills and experiences. AI applications will target these information troves, so job hunters, active or passive, must include and keep updated their information so that the AI will “notice” them for the right position.For example, this screening aspect of AI allows RLC to focus on evaluating candidates. By compiling contact information and sending a short assessment, RLC can provide clients with a more robust appraisal of candidates, including their potential for handling remote placements. Clients with unique hiring needs often find this innovative approach ideal.RLC Recruitment embraces AI for clients and candidatesRLC is consistently looking at ways to stay ahead of the curve. Our aim is to continue to integrate the latest and best technologies into our recruitment processes. From video introductions, video campaigns, online interviewing suites to real-time candidate tracking interfaces and, of course, implementing AI throughout our processes, RLC blends these tools with our experienced team to provide the best recruitment solutions for our customers.By using these tools, we can optimise the recruitment processes in Thailand for our clients. This includes those who have international decision makers as we radically reduce response times and improve communication. By using the latest technologies, RLC has garnered trust and authority for all aspects of recruitment, from junior hires to C-suite searched, as our clients have been able to reduce their hiring lead time by up to 30%.If you are interested in working with RLC to optimise your recruitment processes, please reach out to RLC by completing the contact form below.

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Recruitment Process Outsourcing, Is your recruitment strategy prepared for a rapid recovery?
Recruitment Process Outsourcing, Is your recruitment strategy prepared for a rapid recovery?
Apr
26

Recruitment Process Outsourcing (RPO) is an ideal solution to many upscaling and needs.Now, more than ever, businesses must adapt and anticipate events and situations that will impact their ventures, for better, as well as for worse, focusing on optimisation, contingency, and flexibility. While there are many discussions on responding to global supply chain disturbances or leveraging flexible working arrangements, companies must also acknowledge the importance of adjusting their recruitment approach to ensure optimal operations now and in the future.Recovering economies from financial disruptions may mean locations shuttered or running on skeleton crews need to be replenished to full potential to meet returning customer demand. Re-prioritising in global manufacturing supply chains may mean transferring production to new sites. New tech-driven businesses are rapidly emerging with a large appetite for versatile talent. Consequently, skilled staff needs to be sourced and onboarded as quickly and seamlessly as possible while existing teams need to be upskilled or re-skilled with the seamless precision of a Formula 1 team tire change.The latter area of effective retraining is an area I will cover in a future article.These scenarios and more resulting from a wide array of crises and recoveries or from developments and advances creating new processes or industries require actions that may be unprecedented but are critical to a successful recovery. The question then becomes, are your recruitment resources flexible, sufficient, and effective enough to fulfill these necessary surges in hiring?Why would current recruitment solutions fail?Most companies have a go-to executive search or recruitment firm for when they need to fill a few positions. However, traditional recruitment or staffing standards that worked for those one or two positions may also be lacking if you require a hiring surge. Asking one or more recruiters for a pile of CVs risks hiring managers wasting time as they sift through duplicate applications.This can add up when you need to fill not one or five, but 50 or 100 positions quickly. Then there is the tracking of candidates, from CV reviews to interviews to offers. Again, the traditional methods may work for a few positions, using paper or emails or ad hoc reports, but when you need to scale up or staff new locations on a large scale, recruitment process outsourcing is ideal for identifying, evaluating, hiring, and onboarding quickly and efficiently.You should demand modern and agile methods and technology to match your talent needs. Do your current processes and providers give you real-time access to candidate pipelines, the ability to view video resumes on-demand or granular success metrics?RPO is a cost-effective as well as an efficient strategyCustomers with volume requirements can also use RPO to garner significant financial benefits over standard recruitment strategies. Piecemeal contingent recruitment can be extremely costly and lack engagement as consultants are balancing workloads between multiple customers. Alternatively, hiring permanent staff to fulfill short- or medium-term recruitment needs can be short-sighted and involve legislative complexities.As most RPO is defined projects with determining outcomes and timescales, the agency can provide dedicated resources at tailored project fee structure resulting in major cost savings for companies and no ongoing legacy costs once the project is completed.How is RPO ideal for upscaling or quick adaptation?Recruitment process outsourcing (RPO), when effectively deployed, can supercharge a company’s hiring process to match the massive, urgent need as they arise. By integrating an RPO team to what is probably a reduced HR department, management can begin vetting and hiring much quicker, without straining internal resources.What makes an effectively deployed Recruitment Process Outsourcing solution? Experience, technology, and communication.A traditional, sector-focused recruiter may understand the intricacies of a company’s industry, and while this may be critical for upper management or C-suite placement, an experienced RPO team will be able to quickly evaluate, assess, and understand the extent of the current needs to source the scores of qualified persons for the many positions. Dependable RPO solutions can rapidly identify suitable candidates from their own as well as industry databases.Industry databases are just part of the technical toolkit and process that RPOs should be masters of so that they can fulfill urgent responses. Such technology could be a platform where hiring managers and recruiters can share real-time information, including evaluations and interview progress. It could also be compiling video introductions from candidates to finesse the selection process before the more intensive interview phase.An efficient RPO solution fully leverages technology to streamline the recruitment process for an easily scalable and adaptable response without missing out on quality hires.Communication is key as the most effective partnerships occur when the RPO team is integrated into the customer’s operations and can be directed by a dedicated project manager. This ensures regular updates, rapid feedback loops, and efficient interview scheduling. When briefs need recalibration, the communication channels are always open for quick touchpoints. This high level of communication creates an efficient, constantly evolving, and responsive talent pipeline for the customer.Companies can rely on RPO for rapid response to any situationRecruitment process outsourcing is ideal as a quick, effective response to crucial hiring needs, which means Recruitment Process Outsourcing is a reliable option for many large-scale staffing needs at any time. RPO solutions can address seasonal surges as well as sizable expansions or relocations.Also, while the RPO team is on the ground, other technology such as electronic onboarding and training could be introduced. Or hiring managers could leverage their time with the recruitment professionals to hone their interview and assessment skills.Depending on the depth of involvement, a company could benefit long-term from their RPO experience, beyond adding RPO to their hiring solutions. Greater appreciation of the tech applications may mean demanding video interviews or real-time scorecard access for all hires. Cost control is tight across every industry, and many companies are reluctant to invest the money required to obtain and maintain the best talent acquisition technologies on the market. Your recruiting partner not only takes this burden but can pass on the significant cost reductions as they benefit from being on the “wholesale” side of the industry.RPO in a nutshellEvery company should be prepared for any potentiality, from rapid expansion into new sectors to responding to any type of crisis, internally or externally. How quickly they act and get up to speed may determine if they survive. One major factor is when their operations normalise, which often will mean hiring and onboarding full teams, fast. Recruitment process outsourcing is the scalable, efficient solution to ensuring a company can get back to business and remain competitive.RLC Recruitment knows recruitment outsource processingRLC Recruitment focuses on the best solutions to fulfill client recruitment needs. Leveraging their recruitment skills combined with the latest technology, RLC offers a fully agile Recruitment Process Outsourcing solution that can be adapted to any hiring requirements, from urgent upscaling during recovery to extensive expansion into new sectors and regions. If your organisation seeks the most cost-effective, optimal solution to your recruitment strategy, contact RLC today to see how we can help.Best of luck, and for more recruitment tips feel free to visit our LinkedIn page or the RLC website at www.rlc-asia.com

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Latest E-Gaming news in Thailand
Latest E-Gaming news in Thailand
Mar
21

Latest E-Gaming news in ThailandDid you know that Thailand’s game industry (E-Gaming) was valued at 29 Billion Baht in 2020? According to the Digital Economy Promotion Agency (DEPA), there was an average growth of 14% per year. With this leap in growth by the end of 2021, the industry is projected to be valued in excess of 33 Billion Baht.Despite this huge increase in growth and popularity, Thailand doesn’t have many online game service providers nor does it have key game publishers. Between 60-70% of all game development in Thailand is shared with international firms from Asia and N. America.Thailand E-Sports ArenaOn 2nd March the Depa Game Accelerator Programme will launch in Thailand at the E-Sports Arena in Street Ratchada. Mobile game developers in action, adventure, strategy, and sports will compete across ten teams to join the program. This will also present Venture Capitalists with a great window of opportunity to invest.Did you also know that mobile E-Gaming account for 70% of players in Thailand and in South East Asia a massive 82% of gamers play on mobile devices; this is according to gaming research firm NewZoo. According to GameAnalytics, in Q1 2020, the number of mobile E-Gaming grew worldwide from 1.2 billion people to 1.75 billion per month, marking an increase of 46%. To dig a bit deeper, out of the number of active mobile gamers worldwide in 2020 it was estimated that 72 percent of active mobile E-Gaming were millennials aged between 23 and 38, and 68 percent of gamers were Gen X aged between 39 and 50 worldwide.Playing On MobileI personally, don’t tend to play on mobile devices. I find that it kills my phone battery too quickly and the reason I play games is to unwind and destress. There is nothing more enjoyable than firing up my PS4 and launching into a 6-hour marathon session on the Witcher 3. In Thailand, the PS5 has now been released but unless you know how to use a bot or you pay over the odds it is almost impossible to secure a console.I wonder if consoles such as the PS5 and Xbox were more accessible would the number of mobile gamers decrease?

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Money is not everything for candidates
Money is not everything for candidates
Mar
15

MANY OF MY PLACEMENTS IN THE LAST FEW YEARS SHARE THE SAME EXPERIENCE THAT CANDIDATES MAKE DECISIONS ON OTHER FACTORS THAT ARE NOT RELATED TO MONEY.The latest report from Tower Watsons also shown the same facts that employee experience or as in the report called the EX-factors has played the key roles in the job selections and performances. Ex factors in the report include inspiration, drive, trust, growth, market focus, voice, inclusion, capability, collaboration, support, organized work, organized structure, understanding, and fair pay (which is the last thing at the bottom of the graph).One of Mr. Candidate has rejected the high offer and selected lower paid as this job served him more in the EX-factors that he can gain more experience in the new business sector, opportunity to drive the business, and believe in the organization that he will gain high support from the team, being trusted and open to hearing his voice.The report and my own experience have shown that candidates shift their interest from monetary-related to a more meaningful and employee-centered approach. The organization that can serve these EX-Factors cannot only guarantee the best success in hiring but can also ensure the high-performing organization. As we knew, when people are engaged, performances and retaining are undoubtedly successful.The report also suggested organizations design human-centric HR Programs by gathering data and insights that attract their current employees. I recalled that one of the International Company in Bangkok has set up a working group, to create new policies to improve employee engagement and well-being. Most of the requests are not money-related such as flexible working hours, one day work from anywhere program, casual outfit, etc. It is surprising to hear from the HR Director of the organization that they did the research every quarter after changes and found that the performance is not dropped but delivered in the opposite direction. The team had increasingly performed and engaged.For Senior Executive candidates, I believe that there are more high-level factors involved such as the trend of the business, Executives’ visionary, or overall picture.Everyone must define their motivation and drives as they could be your reasons to select the best place to work and motivate your daily works. Everyone has always been driven by multiples factors. If the organization failed in one factor, there might be other factors that motivate certain employees.Everything has a certain value although it is not financial value, it could turn into something more sustainable for your career path and well-being.Sources: https://www.willistowerswatson.com

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5 Tips Working from home parents, a challenging role for the office workers.
5 Tips Working from home parents, a challenging role for the office workers.
Feb
15

What a hectic world for you if you are working from home while you are also having kids who are struggling to log in to their online classes with a full-day class schedule. I have been through that as well. Covid has not just changed your life but also your work, your kid’s school, and also how you cope with all these stress conditions.Life could be tougher for those with kids below grade 4. With their ages and skills, they will not have the capabilities to cope with different system login or failure. They need a close guardian. But if your schedule is full with the online meeting as well, how are you handle that. A single mom or dad could be much more overwhelmed.Here are my five key tips I do when working from home personally.1. Collaborate your schedule with your kids’ schedule as well as everyone else in your house. Try not to conflict the important meetings with the important subjects or live-classes that need your close support. I set my work station in the same room with my daughter’s desk so I can help her if she has any technical issues.2. Set rules with your kids. Give them few responsibilities to handle such as keep up with their schedule and homework. Set the time. When they need to focus and when they can be relaxed. Which important meeting they cannot disturb you or if it’s a deal-breaking meeting, use a different room, lock the door and find someone else to take care of your kids temporally.For the internal team meeting, I am more relaxing and let my daughter appeared in the Video sometimes. Kids can be exciting to meet other people virtually as well. The most important rule for our house is the daily briefing which I am consistently having a daily brief with my daughter to ensure that she keeps up with all homework and class topics.3. Find friends or active in communities where you can update situations in both at work and school updates. Being active and exchanges news can keep you up to speed for all assignments and activities. It’s natural when you do many things at once, you may lose your concentration and could miss out on something. Being active parts of communities could help you follow all things you may miss. Daily catch up with your team at work is as important as the daily catch up with a school group.4. Health is highly important. When you are working from home, you can be easily attached to your work and forgot about your health. Set the alarm to get up, stretching or refreshment. Daily exercise and healthy meals are something you should be serious about. I usually enjoy this time with my daughter that we spend time together exercising and making smoothies together. These activities can release stressed and engaging at the same time.5. We are human beings, admit that. You can be stressed, overwhelmed, and even breakdown. Your self-caring time is much important as your work and your kids when working from home. Find your alone time and enjoy doing something you love and relax.Works and school are both important but what much more important is the well-being of yourself and your kids mentally and physically. I hope some of these tips could be useful for those who are struggling with balancing between their works and parents’ duties.

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5 Tips for screening a candidate before presenting a job opportunity
5 Tips for screening a candidate before presenting a job opportunity
Feb
8

As a manager of a team of recruiters, I have a mix of junior to senior staff, Each has their own unique personality and way of talking and screening candidates for a job opportunity. But each and every one of them must follow these five simple steps to ensure that we are not only screening a candidate properly but are offering a value service to the candidate themselves.Far too often recruiters contact a candidate and if that candidate is not suitable for the position that they are searching for they tend to disregard them and move on quickly. This is not only rude but these recruiters are missing out on the most fundamental skills we must have as recruiters and this is to be good at building relationships with people.So here are 5 tips for screening a candidate for a job opportunity1. Beginning the callWhen a potential candidate answers the telephone do not launch into why you are calling; give the person a chance to breathe and respond. Start by explaining who you are and why you wish to speak to them, follow this by asking them if it is a good time to talk. If they respond yes, then feel free to continue. If not then arrange a suitable time for both parties to speak.I add the emphasis on both because if you ask a candidate when they are free to talk it is likely that they will say outside of work hours. This is okay for one or two calls but if you give every candidate this choice you will be working late evenings often and always and this is not an effective use of your time.2. Confirming the candidates present circumstancesOnce you establish it is a good time to talk, confirm the candidates current job title and the company that they work at; never assume that their resume is up to date as you may begin asking questions which lack relevancy. Ask them how big their company is and how many staff work at the company; this gives a great indication if they are a suitable match for your client.Confirm who they report to and if they are in a managerial position how big their team is and what they do. Again, this will give you an insight into their position in the company and an estimate of their responsibilities.3. Understanding what the candidate does on a daily basisReally understand how they spend their time in work not only confirm their duties and responsibilities. This is important as you may misunderstand how important certain tasks are to what the candidate does. Never assume that the candidate is solely responsible for what tasks they say they do. You must probe what they say more deeply. It will be very important for this next Job opportunity.4. Motivational FactorsEstablish what motivates the candidate! Again, do not assume that the candidate will be interested in the opportunity you are about to tell them about; learn what makes them tick! Learn about the key frustrations the candidate has in their current role. Learn about what they like about their current role. Learn about changes they would make to their role if they had the authority to do so. The key here is to listen, be genuine and take an interest in the candidates wishes.5. Confirming Salary InformationMake it clear why you are asking candidates for their salary information. Ensure that you not only ask for their current salary details but the details of bonuses, benefits, annual leave they current get and their notice period. If the candidate is not comfortable providing this information it is fine to request this at a later date but a good trick is to share what your client’s budget is for this next Job opportunity.Now that you have followed these simple steps you should be able to present your opportunity with confidence and candidate buy in. When the candidate passes to the interview stage this is where you should probe more deeply and ask the candidate key core competencies for the role you are hiring for.Best of luck, and for more recruitment tips feel free to visit our LinkedIn page or the RLC website at www.rlc-asia.com

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RLC and Workmate partnership announcement
RLC and Workmate partnership announcement
Jan
25

Introducing the RLC and Workmate PartnershipRLC Recruitment has announced a new Workmate partnership that is aimed at leveraging technology to streamline workforce management processes for its clients in the blue-collar industries.Workmate is the leading end-to-end blue-collar workforce management platform with an integrated network of reliable workers. Workmate provides businesses with full visibility into their entire workforce through automating hiring, onboarding, scheduling, attendance, and performance reporting processes in one seamless system, while leveraging a qualified network of 50,000+ pre-vetted workers to support recruitment needs.Using real-time performance data, Workmate equips businesses with the right tools to not only track but also optimize worker behaviour and has helped over 200 enterprise customers in the logistics, warehousing, F&B, and events sectors increase worker retention and productivity. Since founded in 2016, Workmate now has offices across Singapore, Thailand, and Indonesia.RLC Recruitment opened their Thailand office back in 2012 and has since established expertise in recruitment, payroll, and outsourcing services for technical industries such as manufacturing and logistics. As one of the world’s largest alliances of executive search specialists, RLC Recruitment has an extensive global database of candidates and search channels that help clients overcome the challenges associated with doing business in South East Asia.End To End ProcessesAs a result of this partnership, RLC Recruitment clients will now have access to the Workmate platform to automate all end-to-end processes to manage their workforce. This partnership enables RLC Recruitment to extend the value chain for customers– drawing upon RLC Recruitment’s expertise in technical recruitment, and the efficiencies to be gained from managing a workforce through Workmate’s platform.By onboarding their workers onto the Workmate platform, clients can now have visibility into their entire workforce across multiple locations and positions, powered by automated shift scheduling, time and attendance tracking, and real-time analytics dashboards that make workforce management processes easy and accurate.The First In ThailandAs the first certified partner for Workmate in the Thailand region, RLC Recruitment is fully equipped and trained to onboard customers onto the workforce management platform. “We are thrilled to partner with RLC to further support their large client network in the region. RLC has had extensive experience in the manufacturing and logistics ecosystem, with customers whom we believe can truly benefit from our workforce management platform,” said Martin Sorensen, CEO of Workmate Thailand.The Workmate Partnership with RLCThis partnership will also allow RLC clients to leverage Workmate’s integrated worker network to source additional qualified blue-collar workers to fill gaps in their workforce. Workmate uses real historical employment and performance data to match the right workers for that job. “Joining forces with Workmate is the right move for our growth, not only for their technology that optimizes a lot of manual workforce management processes- but also because of their integrated network of blue-collar staff. This closes the missing gap that our clients need in order to really maximize productivity in their day-to-day operations,” commented Richard Jackson, Executive Director and Co-Founder of RLC Recruitment.

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5 Must-Have Core Values for a Good Recruitment Consultant
5 Must-Have Core Values for a Good Recruitment Consultant
Jan
21

Recruitment Consultant Hamster Wheel!Someone once said, ” Being a Recruitment Consultant is like riding a roller coaster. You can go up and down with nowhere to end”. Or “it’s like a hamster in an exercise wheel, just getting nowhere”. From my 12 years of recruitment consultant life in Thailand, I cannot disagree with both statements. Both are right, but it doesn’t mean that this career is tiring or miserable otherwise, I and some of my peers would not survive this long. Riding a roller coaster and running on the exercise wheel is a joyful experience and it can be a good long-term career if you have these 5 key values. TrustworthyFirst, trustworthiness is the no.1 value you should have in mind. All 3 companies I joined, share the same value which is integrity. If you don’t believe in integrity and trustworthiness, you cannot stay long in the industry.Candidates and clients can quickly lose trust in you and bad news can spread quickly beyond what you can imagine. Most of the case, it also ruins the company reputation that’s why every company put this value in the top of their recruitment process and company value and the company also invests in training to build their consultants to be the trusted advisor. It can be trained but if ones don’t believe in this value, it’s a waste of resources and time to train.Attentive ListeningRecruitment is also considered a sales job. A good salesperson is not one who has a great presentation and speaking skills but one who listens and understands what the clients want. It’s pointless to sell what your clients don’t want. Most of the cold calls can be ended within 10-20 seconds that we don’t have any hiring at the moment.To continue the conversations, you should learn to ask good questions. On another side, candidates can also be your clients. When the new recruiters started the career, they tend to focus on selling the opportunity and matching candidates to a specific job rather than trying to understand what the candidates want and keep their profiles as their future pools.Flexibility and fast learning.Being the headhunter is an eye-opening experience. You can experience new careers that you never heard of, and have to find that niche skills in the market. In my 12th year, I even find a new profession every year. In my very first year, I was so excited when I heard the words Green Belt, Black Belt, Actuarial, homologation, etc. After that new words and new careers started to fill my career dictionary like Blockchain, Catalyst Researcher, Validation, on and on. This is another reason why is job keeps me excited all the time.Not just the variety of careers in the world that you will have a chance to work on, the technology has been radically changed during the past 12 years. If you can’t keep pace with new technology and utilize it, you will not keep pace with your competitors.QualityNot every company can use a Recruitment Consultant Service so when they decide to use the service, the client always has high expectations in quality and it differentiates the top consultants from their peers in the market. Quality can be seen from well-selected profiles, presentation materials, advice for candidates and clients, communications, and small admin tasks.Resilienceroller coasterEvery job has its ups and downs, the same as recruitment. There can be many incidents that demotivate your morale from time to time so having the ability to rise and has fate in yourself could bring you up and drive up to the high curve of a roller coaster!For me 12 years on the roller coaster is still challenging and a pleasure. While I can provide people a new career and new life, my clients’ businesses are also expanding with a great workforce and talent. That’s the beauty of this career and fills my days with joy. Hope this could benefit new potential recruitment consultants or anyone interested in this career.5 must-have Core Values for a Good Recruitment ConsultantArticle written by Nina Phinnipha SuriyongTechnical Recruitment Consultant at RLC Recruitment, RLC is expert in Technical Recruitment and helping clients to optimize your HR and Operational Cost from our various solutions such as recruitment, payroll, outsourcing, leave application, training, coaching, visa & work permit, 1-day recruitment campaign, recruitment project, outplacement, and etc.

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Fintech and Recruitment
Fintech and Recruitment
Jan
11

Fintech and Recruitment Keeps On GoingWith the changes the world is going through as COVID continues to destroy economies worldwide there is an area of business that just continues to flourish – Fintech. In southeast Asia (SEA) alone Finch Capital, Dealroom.co and MDI Ventures conducted research into the market and estimated that there are at least 10 Billion Dollars of unrealised value in venture capital-backed fintech start-ups in SEA.For many years now both Fintech and recruitment have continued to grow, an example of this is a friend of mine who started a bitcoin company in South Korea, which became the first company in Asia to have a dedicated satellite television TV channel to the only bitcoin; he sold 10% of his shares and made a pretty penny.Banks that were resistant to the e-wallet systems and cryptocurrency are now actively pursuing their own technology or investing in smaller companies. Apple Pay and Google Pay are rapidly expanding and people are now using e-wallets as their main way to pay for items rather than cash.Just before the recent outbreak in Thailand, I spent my New Year in Phuket and I took my Dogs to the Dog Hotel. As I went to pay for their stay the lady flashed me a QR code, which I scanned and took the payment instantly. For customers it is very quick, they have an electronic record of transactions and for businesses, they don’t have to worry about checking their tills every day; it just makes life so simple.In recruitment, that means we are able to develop a lot of business for Digital services. In order for these crypto, e-commerce, e-wallets, and Fintech companies to grow they need emerging and established talent to join their tech development teams to build the latest World Class software. This year alone I have had multiple inquiries from companies overseas that wish to set their tech development hubs in South East Asia and Thailand being their preferred destination.Of course, talent is in high demand and short supply but the big change is that the client interview and decision-making process is a lot more rigorous as the risk of hiring the wrong person is taken a lot more seriously than it was before. So how can candidates improve their chances of landing their dream job? First of all, candidates must focus on their resume, this is after all which gets you past the first barrier. In your resume, it is important you list all the computer languages/ development tools, methodologies, tools, debugger domains, design patterns, and operating systems you have experience working with.The second step is to not only use the Executive Summary as an overview of what you have done but a chance to share what you are passionate about doing. A lot of the best companies don’t hire tech talent based on what they have previously done it is more about attitude, willingness to challenge themselves, and what their plans are for the future.Let’s see your Github!!! If you are a passionate developer then it is likely you learn alone or you have side projects, do not be afraid to show this in your resume.Tailor your resume to the role that you are applying for; one resume does not fit every role. Maybe you are applying for a Tech Lead which requires PHP development skills but your main resume is highly focused on Python. You may have the PHP ability but it doesn’t stand out!A short paragraph explaining why you moved to another company. For example, I decided to join this company as they were working with best-in-class software and the CTO was someone I could really learn from. In a traditional resume, you wouldn’t put this in but tech is different.These are just some small hints and tips on how to sell yourself but it is equally important the client does that too. As a candidate, you should research the company that you are applying for and at the interview have a ton of questions ready to learn more, after all this is your life and you want to have as much information possible to make career change decisions. As a recruiter, I do the best I can to learn about a company and I am always happy to share this with my candidates; don’t be shy to ask! When I join RLC Recruitment, my manager Richard Jackson, said the list of questions I had was the longest he had ever seen.In closing, tech is growing and there are so many great opportunities out there waiting to be taken, make 2021 your year!If you are interested in further developing your career in tech then please do not hesitate to reach out to me at alexander@rlc-asia.com or access our latest job posts at www.rlc-asia.com.

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Do & Don’t in answering your reasons for leaving during the Interview Process
Do & Don’t in answering your reasons for leaving during the Interview Process
Nov
23

In every interview process, as the applicant, you may be asked “why do you want to leave your current job?” or “Why did you leave your xxx company?”. The questions are commons and usually used to verify various aspects such as Reliability, E-Q, and long-term stability. But lots of applicants are not successful in the interview because of this question. Here are quick tips that I have summarized.Start with Don’tFirst, do not mention money or benefits during the interview process, as it will come across that you are a money-motivator. Though money can bring us a better quality of life, it should not be the main focus in changing the job.Second, do not mention anything negative about your current or previous jobs. No matter how bad you have gone through, focus on job roles, and leave out all emotional reasons.4 Do to answer this questionFirst, clear positive reasons that make you decide to spend time in this interview process such as wider job scopes, the industry that you are keen to move to, and company mission & vision, or your career vision.Second, focus on the job and the tasks on that job more than your personal reasons. Even though this job will make your life easier as it is near your house or near your kids’ school, do not make it the main reason. It can be a supportive reason of course but do not emphasize.Third, answer the question precisely and keep it short with no emotion involve but still get the content as informative as it is. To be informative, you need to do your best preparation to understand the company direction, mission & Vision, challenges, and all possible information you can find. If there is something relevant to your career goals, it can be a good reason for you to move.Forth, make sure that all the answers you provide maintain positive content. A positive mindset will always help you get the job. Now people try to recruit flexible mindset staffs as this quality will help in terms of development, collaboration, and innovation.In conclusion, to present your reasons for leaving, you need to prepare yourselves and practices as best as you can. Though it may hard to make it positive if you have a very bad experience earlier. As one said, there are always two sides on the same coin. Try to think about what you have learned from those incidents and I hope you will find the positive sides to present it. For example, if you felt bored with your current job, the positive side is you felt that it’s time for you to find a new challenge and take a different job. So think about it before starting your job search how you will answer this question of each your job change. I’m sure you will be successful with your interview process.Please feel free to email me if you come across of any challenge in your job finding or interviews or any related issues on your job search phinnipha@rlc-asia.com. I am hear to help you on your career advice.

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The Change In Consumer Behaviors Using Tech In 2020
The Change In Consumer Behaviors Using Tech In 2020
Oct
26

The Change In Consumer Behaviors Using Tech In 2020In the past to have a laptop or desktop computer at home with pre-installed windows was fine. It did the job needed to be done, you could play a few games of solitaire and you were able to browse the internet, that way if your mother wasn’t calling your auntie on the phone interrupting your AOL connection.Fast forward to 2020 when an off the shelf laptop is no longer good enough. Now consumers want to access the internet at breakneck speed, they no longer only want to download something but also to upload content, like their latest victory on Fornite or DOTA. They want to be able to film content whilst streaming on Twitch and they want to be able to communicate with their friends virtually. With COVID many people who experienced a strong social life have switched to gaming and the popularity of e-gaming has exploded. One company to benefit from this boom is Logitech. Logitech reported their Q2 earnings yesterday, which shattered analysts’ expectations, causing the stock price to close up 16.38%. The reason for this sharp increase was due to the rise in demand for computer peripherals amid the work-from-home trend spurred by the Covid-19 pandemic. Sales of $1.25 billion, up 75% for the same period last year; the first time the company has breached the $1 billion barriers in terms of quarterly sales. Almost every product category saw growth during the quarter. Sales from mice, keyboards, and webcams were all higher than they had been during any of the previous nine quarters.Gaming-Related Consumer BehaviorsGaming-related sales also soared to $298 million, up to $137 million year-over-year. While many people already had high-quality web cameras and keyboards at home, the forced work-from-home conditions imposed due to lockdowns meant that many others had to upgrade their hardware to maintain their highest level of productivity.In what ways have you improved your tech in 2020? Will you be investing in the latest gaming software? What do you think about NVIDIA’s new graphics card? Will you be streaming your gaming exploits?Please share your comments and thoughts below and if you like this content please like, share and follow RLC for more original content.

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5 Tips to Successfully Land a Job, Post CoVid!
5 Tips to Successfully Land a Job, Post CoVid!
Oct
19

COVID has changed our lives totally and sadly caused many people out of jobs as many companies reduced hiring or even closed down from lack of sales and low consumption.While now the hiring managers have more choices to select the best candidates in the job applications that’s make the interviews more competitive and harder to get the job you wish. Every action you do during the interview process counts and highly important. If you are one of the job seekers in this period, I have 5 tips for you to successfully get the job you wish for during this time.1. Focus on your expertiseExpertise and skills will be the core that the company is seeking for as it will ensure the best ROI in their hiring and the solutions for their business needs at that time. Every position is designed to solve certain problems and your expertise will do so. Before you start your job application, you should list out your best expertise and skills. Work on each skill how you excel it and of course, highlight it in your resume.Expertise is also another aspect to guide you on which job you should apply to. If you are lucky to be in the niche market, your skills are somethings that other key players will not hesitate to take you into their team.But if you wished to change your job to another field, you may need to work on your skills instead of expertise. Upskills and reskills are a must!2. Know your weaknessWhen you work, you are always too busy with your daily work and push aside the most important thing which is yourself. Now you have all the time you wish for, reward yourselves with some self-development programs, work on skills that you may need for future jobs or even the new job market you wish you move to.3. Less apply but the highest impact approach.When people are finding a new job, a job board is the easiest way to go to. Job application is not a number of games where you hit high numbers and you would get a high return. On the contrary, you may get less feedback because when you sending an application to many jobs, it turns out that most of the applications you sent out are too generic and you may not stand out from the crowd. Pick a few jobs and companies you wish you join. Work on your application seriously, study the company details and corporate culture, customize your resume and cover letters accordingly, and do not afraid to follow up with related persons.Think of an alternative way to look for a job rather than a job board. Put yourselves in the same environment as your new line managers will be there. Join a networking event, seminar, or conferences in your industry or event finding the speaking opportunities or references. Being active in branding yourselves in all channels as possible.4. Always be preparedTo what extend should the people prepare for the job application? Definitely not a 5-second peep on the company website. If you want to get that job, go to an extreme level. Find their success, their people, all news and information, stock details, markets, competitors, and partners, and even know their problems. As mention earlier that every job is designed to solve the company problem if you can show them from the first meeting that you are the solutions to those problems, so why not hire you?One of my candidates did this in his interview and has 1 PowerPoint slide to present his suggestion project to the new employer without asking for. He was the only one who did that out of 4 candidates and guess what? He got the JOB!.5. The first impressionThe interview is not limited to the exact interview room you may sit in. It started from the very first second of the call, the first smile at the security gate or the reception area, make every second count.Some of my candidates failed the interview from the unfriendly manner of a security guard, maids, and the Reception. So be mindful that all the interviewer will check with their colleagues before they even personally meet you. As you will be one of their co-workers, so they will pick the friendly peer to work with.Find suitable outfits, makeup, or accessories that match the job you apply for. A suit may not always suitable for all jobs. So, the better you prepare yourself, then you will know and pick the right outfits for the interview.I hope that these guidelines will help all the job seekers to win the job you aim for. Do your best and learn from every interview. There will be no failure, but things to learn for the best future.

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If you can’t overcome “FEAR”, be “Friends” with it!
If you can’t overcome “FEAR”, be “Friends” with it!
Sep
28

While spending time with my loved ones watching our favourite TV show, American Ninja Warrior, the question just popped into my head “why are these men who were heavily trained could not pass the race?” Most of the fails happened when they are most fearful and the confidence level is down to zero. We can see it from the athlete’s face whether or not he or she will get through it.“If you don’t change one day, you will be forced to change and that will not be a joy for you”This doesn’t just happen in the race but also in our daily lives. Fears stop newbies from learning new experiences, stop a rookie salesperson from making a cold call, stop people to create innovation, and move forward.Fears happen in all forms. It can be fear of losing the current status, fear of being rejected, fear of failure, or physical fear like the fear of heights, animals, or claustrophobia. This topic was addressed in my freshman sales training manual and in many self-help books as you can see but yet it’s still a challenge to many of us.As a big fan of Tony Robbins, I was always taught to overcome fear and get rid of it. But it’s never an easy task. I am frightened of heights and found this fact while I was on a cable up in the high mountains in Vietnam. I tried to overcome the feeling, but it is still there. I once thought that I could get rid of it when I joined a trail run, that involved a jump across two high cliff ledges. I jumped safely but my fear was still there!What happened was, instead of overcoming it, I had another fear that was greater than the fear of the height. It was the fear of doing more work to go all the way back as I was already in the final quarter of the distance. If I decided to quit now, it meant significantly greater effort! So I made friends with one kind of fear to combat the fear that I want to overcome.At Tony Robbins’ seminar, I had to do the fire-walk and I did! That was not because I overcame fear, but rather my fear of staying in the same state was motivating me to step forward. I decided that I need to be a new person. So I listened to every word Tony said and put them to use! While many people got burnt, I felt warmth on my feet and conquered my fear.Human nature has created fear as a response to protect us from harm or taking a risk but if it stops us from doing many great things and moving forward, I think it’s time to create an immunity of fear. Discover the greater fears to combat the fear you wish to overcome. It’s time to change. If you don’t change one day, you will be forced to change and that will not be a joy for you. In this difficult time, if you have to be in front of the camera to do more marketing, making calls, meeting new people, develop yourselves, and get out of your comfort zone; think of the fear that can be your immunity. What will happen if you don’t do all these things?

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Part 3 – How clients/candidates can help recruiters to improve what they do
Part 3 – How clients/candidates can help recruiters to improve what they do
Sep
14

If you have read parts 1 and 2 of this article then I thank you in advance if not please go back and read them as it is a nice segway to this part about how things can be further improved in recruitment.Part 3 – How clients/candidates can help recruiters to improve what they doLet me start with a small disclaimer, I do not think candidates are bad, I do not think clients are bad and I am not saying that some recruiters are not bad, I just want to share how candidates and clients can make improvements to how we work in recruitment.ClientsFirstly, clients! For without clients there is no recruitment nor recruitment consultants in the first place. Before a client initiates a search for a candidate to join their company, they should really think of the best strategy to do so. This does not mean advertise online and see who applies but a more structured approach on how to attract the talent that they need/want to join their organization. If the client has chosen to work with a recruitment company then they should do everything they can to empower that recruiter rather than leave the recruiter guessing.Sell the roleRecruiters should always do their research, they should be knowledgeable about the company and have somewhat of an understanding of the current situation within the company. The client should help the recruiter sell the opportunity not just assume we can do it. There is a fine line between overselling so striking the right balance is crucial. If there are internal problems then, when possible, notify the recruiter. If there are cash flow issues, again notify the recruiter. If the company is not well known and the website isn’t fully operational then think about providing some form of PDF or Powerpoint presentation the recruiter can share with the shortlisted candidates invited to interview.Be organizedClient’s should also be organized with their interviewing schedule. When my staff tell me, that they have sent candidate resumes and the client has informed them that they will get back to them when the hiring manager is available, it really frustrates me. The frustration is not because I want to close the deal as such it is because momentum is often lost, and once you lose momentum the chance to successfully onboard a candidate becomes that little bit slimmer. PrioritizeThe client should really prioritize the image they wish to portray to potential candidates. The way a company arranges interviews and conducts them really gives candidates a window into the level of professionalism a company has. If a candidate has taken the time to meet a company, the least a company can do is provide feedback as to why the candidate wasn’t successful. “The candidate was not a good fit for us,” “The candidate did not match everything we were looking for,” – These are just two small examples of typical feedback a recruiter may receive. Frankly speaking, this is useless, and not only can it hurt candidate confidence it can also sour a relationship between recruiters and their candidate. The worst thing a recruiter can say to a candidate is “I don’t know why you weren’t successful.” To improve this, I suggest clients provide at least 1 written paragraph of feedback with 2 to 3 bullet points on how the candidate can improve.Clarify, clarify, and re-clarify budgetsWhen going through the process the recruiter should be working in partnership with the client to clarify the budget. If the client accepts a candidate to interview and they worry that the candidate is out of their budget they should notify the recruiter in advance. Now with COVID, clients are a lot more careful with their offers, which is very understandable, but if the client knows that a candidate offer will fall short of expectations it is important they work with the recruiter to help them sell this opportunity not just expect the recruiter to be able to convince. Sometimes recruiters shoehorn candidates into opportunities when they are not totally happy and as a result, there is a negative outcome down the line.It is true that the more a candidate earns than the more the recruiter will make on closing the deal but the amounts we are talking about are relatively low and to me, I just want the best outcome for all parties. If the client is happy and the candidate is happy well guess what I am too!Be proactiveClients can try to do be more proactive with their hiring not reactive! If a client expects certain staff turnover to occur then rather than wait for the person/people to resign plan for how you will replace them in advance. Will this be an internal move, promoting subordinates to a higher role then plan to hire at a more junior level. A key staff member will retire then plan 5-6 months in advance. These are just two examples of how clients can hire more effectively.Ask for adviceFinally, the client should ask recruiters what they think, what they advise, and what changes they might make to the hiring strategy; after all, we are Recruitment Consultants, not Recruitment Servants.CandidatesLet’s start with the biggest thing candidates can do – be honest!!!!!!!HonestyStrong recruiters will have no issues should a candidate be active in the market and tells them so. Equally a good recruiter will have no issue should the candidate chose another opportunity if it was known throughout a hiring process that they are considering other options. When a candidate suddenly declares at the offer stage that they have another offer and my staff does not know it drives me mad. It could easily be the fault of recruiters, but should the candidate be asked the question and they do not declare it, then it makes it much harder for recruiters to help them.In the recent past, I entered a candidate into the shortlist of 4 candidates. This candidate told me the name of another company they had had a final interview for, for the same position and I advised them the pros and cons of both companies; in my opinion. As well as having open communication with the candidate I was able to use this information to inform my client. If the client wanted this candidate, they would need to move quickly, they would need to charm a little at the final interview and most importantly we would need to work together on the offer. Needless to say, the candidate decided to choose the other company but all parties were fine because they were aware of this possibility.Care and attentionThis is in relation to candidate resumes, interview preparation, and openness to meet. Candidates when preparing their resumes should take it very seriously. Think about the layout of your resume, the font you use, the size of the font, your executive summary, the responsibilities in each role, and most importantly your achievements. A candidate should be really clear about their achievements because ultimately it will be the success stories that can secure the candidate that dream new role.Interview preparation is equally important. When going to a job interview it is imperative that candidates research the company in much depth as they can. To add to this, they should also comprehensively study the job description and think of competencies to address the requirements of the client; over-preparation is much better than under preparation.Recently, I was hiring for a new staff member to join my team and I asked a simple question, “What do you know about RLC?” When the answer was “I don’t know other than you are a recruitment company” my decision had been made.Finally, for this section of the article, be prepared to meet your recruiter. If a candidate will not take the time to meet with their consultant then the candidate is reducing the chances, they have of securing their next role. With the advancements in video technology in the workplace, this should be the minimum but there is still, and will never be, a substitute for meeting someone face to face.Be realisticWe are in a new time and the times of 20% salary increases are not as plentiful for those candidates who wish to move roles. If a recruiter contacts with an opportunity, you like that opportunity, you connect well with the client, the package is fair and reasonable and there is room for growth then do not sour the opportunity by squeezing everything you can to get a higher salary. With a higher salary comes higher expectations and often a lot more pressure.Have respectThe best recruiters understand that they do not work a 9-5 job but equally candidates should try to make time to speak to recruiters within office hours. If a candidate requests to talk to me outside of office hours in most cases I do but I will give them 3 or 4 different time slots in the day first.If the candidate has arranged a call with recruiters at a particular time and they are not able to make it, the least that you should do is a message to tell them.Finally, if a candidate cannot attend a job interview please make sure you give the recruiter plenty of notice. It is very, very embarrassing for a recruiter if a candidate doesn’t turn up to interview and a client is the one to let the recruiter know. Equally the recruiter should check that the candidate has arrived at the interview but that is another story.Probe for insights, advice, and recommendationsAn inquisitive candidate is often the best candidate. Feel free to ask questions, ask the recruiter for advice, talk about your salary and your expectations, declare your weaknesses, ask for interview tips; the list can go on and on but most recruiters love a good chat and it helps to build the trust between recruiter and candidate. Being a recruiter can be monotonous at times and those chats can really brighten up a dull day.I hope that you found this article helpful and remember whether it is the client to the consultant, consultant to the candidate, candidate to a client, or consultant to a candidate you should always have respect, be open, and try to work in partnership, that way all parties can win.

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What is it like working as a recruitment consultant? (Part 2)
What is it like working as a recruitment consultant? (Part 2)
Aug
19

Welcome to part two of my three-part article on working as a recruitment consultant. In this article, I hope to address some of the mistruths and misconceptions working with recruitment companies. The first point, which is pretty controversial is about the fees charged; is recruitment overpriced?Part 2 – The Mistruths and misconceptions working with recruitment companies FeesIn short, it depends! The first question I will ask my client is how serious are you about placing this role and how crucial is this role to the success of the business? If the answer is that is very important, I will advise them not to cut any corners. The main problem working with recruitment companies is the fees are a representation of all of the times that they have worked for free and need to cover costs. If recruitment consultant companies could place every role, I doubt the fees would be higher than 10% of the annual packages of candidates.The solution is not simple but in essence, as a client you are paying for time, if you retain my services then you have my undivided attention, if you don’t there is a limit to the time I can spend on an assignment. I will sit with my clients and explain step by step how I can solve their hiring challenge and if this is something that they want I explain my fees. If the client asks for discounts, I try to work with them to understand why my fees are set at the level they are. A great thing about working at a smaller boutique recruitment consultant company is I can be more flexible to my client’s needs so things like credit terms, split payments, etc. can all be negotiated.If a client is not willing to work in partnership with me and just wants me to serve their need then the level of service will of course be different. The risk associated with the business is, I may not place this role, so I then need to work on roles with more chances of success, which means I need to spend more time on the road meeting my clients. This is turn means I have less time to conduct my search.Should a client want 4 profiles by the end of the day and you provide them to the client and that’s it then recruitment is very overpriced but that is not often the case. Sometimes clients forget how much work goes into a recruitment assignment, the number of times you have contact with a candidate, the admin, the organization of meetings, interviews, the sensitivity of handling candidate emotions surrounding resignation and the list goes on. If the recruitment consultant handles a process from A to Z, Z being the successful passing of probation then the fee is fair.Expertise and SpecialismSpeaking about expertise now, I would say that if a recruiter is a specialist in their field, they should be able to explain very clearly what the market is like at any given moment. Being a specialist doesn’t mean that a recruiter can give you a shortlist in 48 hours of the best candidates but they should be able to tell you who they are targeting. Here are a few facts:In life relationships take time to build; recruitment is no differentThe best talent will not move easilyIt takes time to convince and persuade the best to consider a moveSometimes candidates are very happy at their companyI will always be honest with my clients, if I think I can solve their recruitment challenge quickly I will say so, If I think it will take longer, I will explain why. There are many recruiters who say that they are specialists but in reality, there aren’t that many.Recruiters don’t care about clients just the feesThis couldn’t be further from the truth. The feeling that a client will be disappointed in the work that I produce used to keep me awake at night. I am proud to be a recruiter!! When I walk into a corporate building to meet one of the company’s leaders I always think of where I started as a simple working-class man from Liverpool. I appreciate every assignment I work on and the relationships I develop with my clients.I love solving complex hiring challenges. I treat every assignment like a jigsaw puzzle, how can I find the pieces that fit the gap well. Sometimes the best candidate is not the best candidate for a specific role. Sometimes the more experienced candidate can be trumped by potential. Sometimes the cheapest candidate is the strongest option. Sometimes you have to negotiate your pants off to get the best person. You always need to think of plans A, B, C, D, and E. This care and attention take a lot of energy and if a client understands me well, they can see the effort I put into helping them.Recruitment Consultants always “ghost” candidatesThis does unfortunately happen and there are many reasons why this happens. In my opinion, there are 2 main factors:A recruitment consultant has a very high financial target and often they are behind that target, therefore they are always working to find that next candidate to fit their role; they simply forget.The client has ghosted the recruitment consultant, the recruiter has no news and doesn’t want to disappoint the candidate.It is important to always inform your candidates of a process. If the client is considering candidates from another recruitment company, tell your candidate. As a recruitment consultant, I am representing my candidate and if I treat this candidate poorly on one assignment then they will not trust me on the next one. Relationships with candidates are equally as important as the relationships with clients.Recruiters only do half a jobSome do but the ones that do don’t last very long in the business; it is not a 9-5 role to be a recruitment consultant. I often have to spend my evenings and weekends talking to people, answering emails, and finalizing projects and I do not get paid more to do this. Overtime in recruitment is life! If you are not willing to go that extra mile you will not place the job; it really is that simple.Recruitment is easyThis annoys me so much when I hear this. A recruitment consultant is one of the most complex roles that you can do. Not only do you need to understand a business that you do not work in day to day, but you also need to learn the cultural sensitivities of an organization. Then you must not only match a candidate’s skill set against the role but you must understand if that person is a good fit for the company. You must be conscious of internal politics between leadership and HR and work with both parties to find solutions. You must then balance many plates to ensure the deal happens whilst ultimately not having control of the final outcome. It can be very stressful when it goes wrong and it often does. In part 3, I will explain, in my opinion, how clients and candidates can work better with recruiters.

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The Fallout for China +1: Where is the next opportunity for Thailands manufacturing sector?
The Fallout for China +1: Where is the next opportunity for Thailands manufacturing sector?
Aug
17

Thailands manufacturing sector, where is the next opportunity in 2021?This week a key supplier to Apple Inc. along with several other large manufacturing tech suppliers announced plans to split their supply chain between China and the US. This announcement follows hot on the heels of The UK government’s decision to ban Hua Wei from its 5G telecom network, citing that the US trade sanctions had created too much uncertainty around the company’s supply chain. Indeed, Hon Hai Precision (more commonly known as Foxconn), the manufacturer of many base components for tech gadgets such as the iPhone & Nintendo Switch, is walking the talk by already increasing its capacity outside China from 25% to 30% of total output in the past twelve months. So what has this got to do with a humble Thailand-based recruiter?Those who have read my previous articles will hopefully understand that I approach these situations with a (potentially naive) optimism with regards to Thailands manufacturing sector mid to long term economic future.It would be crass to assume that these examples are the “post-COVID” effect. The recent pandemic has served to demonstrate the fragility of Thailands manufacturing sector supply chains established over the last decade following the 2009 global financial crisis. The fixation on the “just in time” model has led to over-reliance on unique geographies, with China in particular in the spotlight.During a recent conversation with a regional business leader in the food industry, he cited the (Pre-COVID) dramatic rise in labour costs in China as an alternate reason why companies were already looking to diversify reliance on China in preference of neighbouring countries such as Thailand, Vietnam and Myanmar. In addition to this, the political and security aspects of running supply chains in China are under heavy scrutiny, especially for tech-based industries where IP protection is paramount.However, how realistic is the de-prioritisation of the world’s largest manufacturing economy, a country which makes approximately one-third of all products on earth?Another of our clients, the Thailand-based Managing Director of a leading multinational 3PL logistics company, believes the divestment cannot feasibly move far from the availability of materials and parts. The vast majority of these still originating in China.The idea of building a “just in case” supply chain across several nearby locations to minimise the “eggs in one basket” approach is sensible in theory, but in reality, the total supply chain needs to be mobile both downstream and upstream, not just the finished goods element. This approach also fails to mitigate the risk posed by future tariff changes if the US (or Europe) decide to widen the scope of penalties to other “low cost” jurisdictions. For the time being, it may simply be the best available option for companies searching for a tariff-avoidance band-aid.As yet we have failed to see the stampede away from China as they are a very tough act to replace in terms of high value and high-volume manufacturing, pools of resources and direct access to raw components and materials. The floodgates are far from bursting but the Foxconn decision may indicate any migration of capacity is set to benefit the China +1 region, with SE Asia at the front of the queue.Thailands manufacturing sector late 90’s “tom yum gung” crisisAll data points to the Chinese economy overtaking the US on GDP at some point in the next decade. Additionally, the Chinese economy still continues to grow despite the pandemic while the rest of the world is rapidly contracting. Just this week Thailand announced a contraction of 12.2% of GDP – the biggest quarterly y-o-y reduction since the late 90’s “tom yum gung” crisis. This compares to 3.2% reported GDP growth for China in the same time frame. With the US elections looming, this poses further known unknowns.So where does this leave Thailands manufacturing sector?We are certainly at the point where we can no longer consider Thailand as a cheap manufacturing or assembly hub. Conversely, while Thailand’’ medium-term strategy is to promote technology innovation and R&D capability the country still lags behind other “+1” competitors such as Taiwan, Malaysia and Hong Kong in this respect. So Thailand is effectively at an impasse.Encouragingly the 2019 IMD World Competitiveness Report ranked Thailand as 25th in the world, an increase from 30th place in 2018. Digging deeper reveals that Thailands manufacturing sector and scientific infrastructure is still the biggest area of potential for improvement, ranking only 49th compared to global competitors. It is here the battle for the next stage in economic development will be won or lost. At the risk of divergence, I will certainly cover the topic of Thai skills development & education in more depth in a future article.Thailands manufacturing sector does benefit from the significant depth of resources and expertise in industries such as electronics, automotive and food & agriculture innovation. A robust infrastructure of ports and airports as well as strong ground connectivity to and from China and some of the world’s leading subcontract manufacturing operations. Indeed the latter category of these businesses may well be the first type of company to benefit from any Chinese migration.Subcontractors are usually set up to be agile and can fill the gaps across various other value chains. The Thai government is firmly behind this plan and had set up the BoI Unit for Industrial Linkage (BUILD) to target 12 industries with great potential for subcontracting companies in Industries such as aerospace, medical devices, electric vehicles, smart electronics and rail systems. This created a business worth 38 billion baht (US$ 1.2bn), pre-pandemic in 2019 and is a reason to be optimistic for Thailand’s manufacturing industries heading into 2021.For this humble recruiter, the fundamentals are in place for Thailand's manufacturing sector to benefit from the fallout of the US/China trade war. RLC is already seeing numerous clients picking up programmes for their Thailand operations which are being diverted from the mainland. Following the seismic economic effect of the COVID-19 assisted retraction, there is more than ample resources to pick up the slack with a far greater focus on efficiency and optimization in a few key industries.

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What is it like working as a recruitment consultant?
What is it like working as a recruitment consultant?
Aug
10

I have been thinking about writing this article for a long time as I believe there are lots of misconceptions and misunderstandings about the work that a recruiter does.I would like to address this article in three parts, the first about my personal feelings, the second about the mistruths and misconceptions and the third is how clients/candidates can help recruiters to improve what they do.Part 1 – My thoughts and feelingsTo kick things off, my personal feelings and a few realities of the role. Fact, recruitment is hard! When I say hard, I mean in terms of the emotions it can garner. If you think of a typical sales role, you have a product and you sell it to the consumer, you then make the money and both parties part ways, but in recruitment often your product is your candidate. Candidates are people and people have emotions, dreams, aspirations, and doubt and Recruiters are not people traffickers we are people who provide advice, consultation, and recommendations. Clients can change their minds, management can make split decision changes, clients can be misaligned internally about what they want/need and if you are a passive recruiter and cannot influence your client it can make a job impossible to complete.There is a ton of organisation that is needed from the recruiter and you need to ensure that you can systematically manage everything step by step, whilst ensuring you can work on multiple roles and complete your business development. You have to wear many hats and to be successful, you must wear them well. You cannot make assumptions and everything needs to be double-checked. Arrange a call between a candidate and a client, then make sure you are on standby to ensure that they are connected. Send a candidate to a remote location, make sure you have gone through Google Maps with them on how to get there on time. Candidates seem keen to change roles, ensure you have gone through the scenario of resignation in detail. Clients give you a flexible budget, ensure that your candidate fits into this, clarify expectations, make sure they are realistic; the list goes on and on.Hiring decisions are not made by recruiters and we are the ultimate middlemen. In effect, recruiters can do everything right and still fail; this role is not for the faint-hearted. There are ways you can minimize this and at RLC we work with are clients closely to ensure that the contracts we sign are flexible to the client’s needs whilst ensuring the relationship is win-win. Nobody wants to work for free!Disappointment is a key emotion that needs to be managed. To share one of my early experiences where I learnt a lot, I remember the time my client wanted me to hire a CEO and they gave me an open budget to get one passive candidate I had identified. My initial face to face meeting went extremely well and I was able to open the candidate to the role. The candidate was considering a new career move but he wasn’t going to move unless my client was willing to pay him 1 million Baht in monthly salary.Great news, my client was willing to pay and I was excited. This candidate went through 2 rounds of interview and was enthusiastic, so he told me about joining the company. I made the number 1 mistake a recruiter can make; I counted the placement before it was made. My mind was racing and I thought about the fact that this placement would effectively complete 1/3 of my yearly financial target. To cut a long story short, this candidate was not placed and, in the end, I placed a candidate earning over half that salary. This taught me so much about recruitment but that burning disappointment never left me. Now when I work on a role I will not think about the success until my client has paid the invoice.“You must celebrate the wins!”When a deal has been completed and lots of hard work has gone into making it happen, no matter how big or small the win maybe it must be celebrated. One of my staff recently came to me disappointed because the role that she had placed was only just over 100,000 Baht. She felt as if she had failed and when I laughed and congratulated her, she was surprised. At the end of the month I took my 2 teams for dinner and drinks to celebrate the month that we had had and drown our sorrows for the roles that could have been. In recruitment you can chase the purple unicorn of the huge placements but ultimately just make a placement and the rest will sort itself out. Hit that gong! It is a great feeling when you can be successful.My favorite part of recruitment is solving complex hiring challenges. Any experienced recruiter will tell you that often, the client’s expectations can be unrealistic. I enjoy working with these clients to discuss the market, learning about their organisation, their needs, the company culture, and realigning them on what is available in the market. The best part about all of this is when you can provide a candidate to a client who they would not necessarily expect to match but exceeds expectations.A recent example of this is when I was asked to place a Sales Director role. I learned the client’s business very well and was able to identify someone from a completely different industry who had all the characteristics of the company with none of the experience. When the client met this candidate, the chemistry was immediate and I am happy to say this candidate is now pretty successful in their new role. To top this off the client was impressed with a second candidate from my shortlist and was able to offer that person another role in the organization. I was also able to work with the client on the payment of these invoices. As you can imagine the fees were quite high and for a company to take out this much would severely affect their cashflow. By working side by side, we were able to provide a solution that benefited both parties. None of this would have been possible if my client wasn’t open to my guidance and if I didn’t work for a company that puts candidates and clients at the forefront of our thoughts.“This is a people business!”If you don’t like talking to new people this is a job which will be very difficult for you. You must be brave and make the first move. If you are questioning why you are calling someone too much expect the same thoughts from the person on the other end of the phone. If you are confident that you can help to solve someone’s problems then have no fear. I am proud to be a recruiter and value my relationships with my clients and candidates the most. I will always call rejected candidates to tell them why it didn’t work out. I will question my client if I think that they are making a wrong decision and will go out of my way to meet people face to face to strengthen my relationships further.Finally, this role is not a 9 to 5 job. If you want to be truly successful then forget about leaving the office at 5 pm every day. You must be able to deal with problems at 8 pm in the evening and interview candidates on a Saturday morning. You must be willing to go that extra mile to achieve your targets because if recruitment was easy then everyone would do it! Work hard, be diligent, be organized, and have fun doing it.Please read Part 2 coming soon!

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To Survive and Thrive, We Must Specialise, Specialist Recruitment
To Survive and Thrive, We Must Specialise, Specialist Recruitment
May
20

Why RLC is a Specialist Recruitment Agency? Since our founding eight years ago, we’ve worked extremely hard at RLC to build our brand and establish a reputation as a niche recruitment agency that punches way above its weight.The key to our success is no secret: in a word, it’s Specialisation.Companies with significant Engineering, Manufacturing, or Supply Chain operations in Thailand know that RLC, as a Specialist Recruitment Agency, consistently finds the most talented and motivated candidates for positions that require a high degree of technical expertise: from high-potential engineers to CXOs, and everything in-between.The Automotive, Aerospace, Electronics, Food/Agribusiness, and CG/Pharmaceutical industries have been our bread-and-butter for the past decade.Why do we remain so laser-focused on our technical niche?Why is RLC a specialist agency? Well, the answer is:“Because of necessity.”For example, in the UK, where I am from, there are more than 40,000 recruitment agencies. It’s a more developed market, with a granular level of expertise. In London, you could have a successful two-person agency that specializes in HGV drivers … or replacement engineers for day contracts … or short-term relief nurses for a particular type of hospital.Even though there may only be several hundred candidates to contact for any of those jobs in a particular region, a single company can manage it. Clients in this niche market know which agency to call; they know which agency will have ready-and-able candidates, and all the candidates know which recruiting company specializes in their particular field.With a highly specialized recruitment model, the hit rate is virtually 100 percent, and it works for everybody. Candidates know that if they come to you, they are guaranteed to find work with an agent they can trust. Clients depend on efficient service: with a Specialist Recruitment Agency, the results and delivery times are more predictable. As a result, costs are reduced. Agency fees can be lower because consultants are not wasting much time looking for the right candidates.Compare this to Thailand, where there are only 1,200 registered agencies.The biggest ones, the generalist recruitment agencies, dominate the market.Let’s say a motivated consultant for one of the big, umbrella-style agencies closes 20 percent of his or her mandates. That’s not an unusual hit rate for non-exclusive, contingent assignments. The agency can get by with that relatively low success rate. But that also means the consultant has to work five roles hard, to make just one placement. They have to work a lot harder to reach their targets.That’s a big waste of resources and energy, especially in a market where multiple contingency agencies are all jockeying to fill the same roles for the same companies. Ultimately it is the clients which are paying for all that time and energy, and it’s time and energy that does not contribute to a tangible result: four out of the five candidates being pursued are not going to work out.The current environmentIn the current environment, job orders come in at an unpredictable rate. So the large generalist agencies will sell their service at whatever price it takes to attract the client. In many instances, the clients choose the agent who offers the lowest cost.But here’s the rub: the recruitment company never commits their best resources to projects that yield the lowest returns. Clients often think they’ve got a big global agency with massive resources being harnessed to fulfill their HR needs, but the behemoth recruitment agencies generally aren’t putting their top consultants on these jobs.The actual performance and resultsIt’s important to remember that in our business, low fees generally equate to low performance. The ad hoc approach of the big generalist agencies means that because of the nature of the business, the client has unwittingly taken a crapshoot. The actual performance and results the big agency provides will be unpredictable — regardless of how many consultants the agency has on its payroll. It essentially comes down to whether the consultant at the bottom of the corporate hierarchy, who is tasked with doing the search, is any good.I call that a non-strategic approach. A strategic client — whether their business is just starting out, or expanding its global footprint – is better off seeking the help of a specialist Recruitment Agency with a proven track record of relevant specialization.The ultimate goal should be to forge a sustainable, mutually beneficial, and long-term partnership.

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What is or what will be the new normal?
What is or what will be the new normal?
Apr
27

What will be the new normal?After joining many webinars and speaking to business owners and senior management within companies one topic of conversation has been raised repeatedly and this forms the title of my latest article.When the COVID19 situation subsides, and life returns to a semblance of normality, how will you run your company and how will you accommodate your staff? It has been widely recognized that staff can work from home (WFH) effectively, as long as there are key performance indicators introduced and effective team management. At RLC we have been able to work effectively from home, KPI’s are at an all-time high, and the staff seems to have adjusted to WFH better than I originally expected. As a manager, I was concerned that I wouldn’t be able to be hands-on, this is true, but it has helped to hone how I manage my teams and for the staff to step up in terms of responsibility. Does this mean that staff (or teams?) can work remotely in the future?Simply put, yes!! We are in a result-driven business and if the staff is performing well then, we can accommodate staff working from home. That being said, the soul of work is torn away and I much prefer working in the office; my staff feels the same way. Whist I can save 3 hours of travel time out of my day, the energy, buzz, and collaboration are something that is hard to replicate in video calls.What about other companies?Most that I have spoken to have managed to adjust to the change well. COVID19 has certainly sped up the digital capabilities and remote working ability of many companies and those who have been able to pivot, innovate, and act decisively have benefited. The business owners also echo my sentiment that in the future, for the new normal, they are more likely to allow staff to work from home. According to the Engaging Millennials Report conducted by Gallup, 87% do not feel engaged in the workplace; is the ability to work from home going to improve this? The office will never be replaced but giving trust to your staff will result in improved autonomy, ownership, and loyalty in the so-called “The New Normal”.What about smaller tech companies that operate in co-working spaces?Companies are able to rotate staff so development can continue. One business leader whom RLC collaborates with often mentioned “Developers are often nocturnal, socially shy individuals. They do their best work in isolation and without distraction. I am able to run 3-4 shifts in my company without the need to expand our office space.” Speaking with Software Developers they also like freedom and agree they can get a lot of work done but worry about their job security and making mistakes on projects.How is your business adjusting to the new normal and do you see the traditional offices and co-working spaces as a thing of the past?This article was written by Alexander Grant, Divisional Head of Digital & Business Services at RLC Recruitment. Should you wish to connect with Alexander please email him at alexander@rlc-asia.com

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How will your hiring processes be tested by the COVID-19 crisis?
How will your hiring processes be tested by the COVID-19 crisis?
Apr
21

As a recruitment agency focused on manufacturing and related product supply chains, RLC Recruitment is accustomed to managing fluctuations in the job market and hiring processes.Some of these fluctuations are seasonal; some are due to economic cycles. However, the COVID-19 situation is presenting us with circumstances that are unprecedented, outside of natural disasters or wartime. The latest figures from the Thai government show unemployment has doubled to 700,000 since December 2019 and the IMF has downgraded the country’s economic forecast to a contraction of -6.7% GDP – the largest fall of the ASEAN nations.Naturally, stakeholders across numerous industries are asking: “How is recruitment being affected? Is anyone hiring right now?”I’ve been hearing these questions a lot, so I’d like to share a few thoughts about the difficult times we’re going through. My comments focus on multinational companies, as these are the clients that I regularly consult with.‘Never let a good crisis go to waste’ Many industries have been irredeemably affected by the COVID-19 shutdown. Unfortunately, many businesses will not survive these next few months. Other companies are dealing with complex and costly “force majeure” scenarios.As a business owner, this is painful to watch because I know just how much blood, sweat, and tears go into creating and sustaining a successful business. I wish everyone who is dealing with economic troubles the best.In the current economic crisis, I think it’s important to remember the words of the late US President John F. Kennedy: “When written in Chinese, the word ‘crisis’ is composed of two characters — one represents danger, and the other represents opportunity.” Keys to survival: agility & innovation I have witnessed a clear dichotomy of responses among major multinational companies operating in SE Asia. Their reactions to the COVID-19 crisis have been polarized, forming roughly two groups, let’s call them ‘A’ and ‘B’:Company ACompany BIndecision/slow responsivenessDecisive/prompt actionCentralised decision makingAutonomous local and departmental leadershipPoor top-down communicationClear updates and messagesUncertainty/paralysisDemonstrating trust & accountabilityHiring freezes imposed; candidates in limboEnacting proactive hiring policiesI have been impressed with how quickly some companies fitting the “B” mold have adapted. Critical hiring decisions have been left to empowered local managers rather than imposing blanket global-wide freezes. Lengthy hiring processes that involve multiple face-to-face interviews with travel-weary executives have been streamlined with video calls. Some hiring processes are now being finished within a matter of days; this can mitigate a lot of the lost productivity that has been well-documented in lengthy hiring processes.This period of disruption could be a tough test of a company’s preparedness for the 4th industrial revolution. It is a chance to prove that a company’s business culture is something more substantial than a slogan written on the office wall. Interestingly, the ‘work-from-home’ model is shining a spotlight on data-driven performance, as businesses and management increasingly rely on purely numeric information to track objectives.The importance of leadership If we are going to look for any positives, then perhaps the most significant is the opportunity to demonstrate or develop leadership during potentially desperate times. This leadership doesn’t need to come from bosses — leadership can and should manifest itself in every level and department of a well-run business when the chips are down!The underlying narrative of the current situation is one of trust.As we continue to work remotely through national shutdowns, I wonder how many people feel that their work is valued? Do employees feel accountable and trusted by their companies to deliver? Or will this new routine end up highlighting the insecurity and anxiety within teams and organizations? I’ll be very interested to hear the comments from my connections in the coming days, weeks, and months…For any leader this is a period we will reflect on as one that shaped the narrative of our career; it will give us a genuine indication of our true leadership capabilities.How are you responding to the challenge? Will you look back at a dismal period filled with blame and insecurity, or will you reflect on a period of change that resulted in a sense of pride, progress, unity, and positive accomplishment?RLC Recruitment, Co. Ltd. Thailand – April 2020 / เมษายน 2563

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Alexander Grant Joins RLC to Lead New Digital and IT recruitment Division
Alexander Grant Joins RLC to Lead New Digital and IT recruitment Division
Feb
14

RLC Recruitment Digital and IT Recruitment is proud to introduce the newest member of our Management Team: Alexander Grant.Alex was hired in January 2020 to lead the agency’s new Digital and IT Recruitment Division.Alexander Grant, RLC Recruitment Head of the Digital & IT Division“As the fourth industrial revolution disrupts the economic landscape, we saw the need to develop a dedicated Digital Division to serve the ever-changing HR needs of our clients,” says RLC GM and Co-Founder Richard Jackson. “RLC established itself as a leading agency in the manufacturing recruitment sector, precisely because innovation has always been at the center of our business philosophy.”RLC’s dedicated Digital and IT Recruitment Division will meet the recruitment needs of the booming tech industry in Thailand. As well as being tasked with finding the strongest candidates possible to fill Digital & IT-related jobs in the Industrial, Engineering, Supply Chain, and Logistics sectors, the new division will be driving expansion into Tech-based & Digital businesses.“It’s an exciting time to be involved with the IT industry,” Alex says. “You’ve got tech companies and startups popping up everywhere. And traditional industries, like manufacturing and logistics, are going through big digital transformations. They all need staff with advanced technical capabilities and knowledge: CTOs, CIOs, Digital & IT department heads, down to app developers, software engineers, and everything in-between.”Prior to joining RLC, Alex managed executive recruitment at one of the biggest recruitment firms in Southeast Asia.“Alex brings a keen understanding of government relations and business development to RLC’s Digital & IT Division, benefitting clients with a uniquely well-informed perspective.” – Richard Jackson“We are delighted that Alex has come on board to lead the Digital and IT Recruitment Division,” Richard says. “He’s got an outstanding successful recruitment record in Thailand. Alex steadfastly adheres to industry-leading quality standards and offers a genuinely consultative approach. This synergy with RLC’s entrepreneurial spirit has us excited about the potential for growth in this division.”Alex says he is pleased to work for an agency that provides a more comprehensive and personalized service than larger firms can typically offer.“RLC partners with clients to meet their human resources needs across the board. We offer a full spectrum of services,” Alex says. “We can help optimize administration processes, and we have the capacity to outsource HR operations for greater efficiency. RLC also provides interactive digital training programs. We can even put clients in touch with specialized labor law experts.”Alex was born and raised in Liverpool; he worked for the British government as an investigator before relocating to Thailand in 2012.“I like that recruiting is a ‘people business,” he says. “I can sit down with a business leader, learn about their business, their future challenges. When I provide a solution, then they want to work with me again: that’s the reward I get, the satisfaction I feel from recruitment.”Alex brings a keen understanding of government relations and business development to RLC’s Digital and IT recruitment Division, benefitting clients with a uniquely well-informed perspective.” Traditional industries, like manufacturing and logistics, are going through big digital transformations. They all need staff with advanced technical capabilities and knowledge.” – Alexander Grant “I understand my clients’ businesses: what they need to achieve, and how to get there. Many companies come to recruiters with a wish-list of what they are looking for in Thailand, and it’s sometimes not entirely realistic,” he explains. “In digital, if you are good at what you do, you’re generally not looking for a job. Those who are actively filling out job applications may be adequate: but they’re not the best. I intend to bring more traditional high-quality aspects of executive search to a dynamic, fast-paced industry.”In the Digital and IT recruitment sector, Mid-level and junior roles can be filled relatively quickly, Alex adds. But for key senior positions, it’s a long-term relationship that will lead to landing your dream candidate. To achieve mutual, long-lasting success, Alex wants to cultivate partnerships with clients that go beyond recruitment.“Startups often don’t understand what Thai work culture and office politics are like, or how difficult it is to find good staff. Partnering with RLC will get you better results in terms of staff retention and attracting the best talent in the country – instead of just attracting who you can.” RLC Recruitment, Co. Ltd. Thailand – February 2020 / กุมภาพันธ์ 2563

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RLC’s Shweta Menon has become Thailand’s newest AESC-Certified Recruiter
RLC’s Shweta Menon has become Thailand’s newest AESC-Certified Recruiter
Sep
13

RLC Recruitment is among only a handful of agencies in Thailand with an AESC-certified recruiter on its team. Shweta Menon, an associate consultant with RLC, recently completed the coursework for AESC’s Certificate in Executive Research, an internationally recognized credential. Ms. Shweta Menon. RLC Associate Consultant & AESC-Certified RecruiterShweta joined RLC 3 years ago as a newly minted university graduate. She started off as a researcher, gained promotion to senior researcher, then worked her way up to a consultant position.“I love it, it’s my first job after finishing my bachelor’s degree,” says Shweta. “I am learning every day. There’s always something interesting going on.”Shweta was not specifically looking for a job in recruitment, but RLC executives and staff won her over during the interview process: “I resonated with this company because it is ‘people-centric’. Everyone talked about developing my potential. They had a vision for me.”Today, Shweta works with the Business Services Team. She oversees various positions in Supply Chain, Accounting, Finance, and HR. Shweta is keen on building her network and expertise in executive–level search.Shweta has a sophisticated understanding of Supply Chain end–to–end processes, making her especially well-suited to assist large European and Western–based multinational companies looking to expand in Southeast Asia. “We are always on the lookout for opportunities to improve our team. The AESC Executive Research course is perfect for someone like Shweta, who is hungry, talented, and eager to learn.” – Richard Jackson She has learned quickly at RLC that a personal touch can help forge lasting relationships with both clients and candidates.“Our company values its staff; they believe in you and trust you,” Shweta says. “This is ultimately reflected in the high standard of service we provide to our clients.”Shweta’s proudest recruiting moment came when she was able to help an expat with a Thai family who faced an uncertain future.“This candidate was going through a difficult situation. He had been unemployed a long time and was about to move back to his home country. He was desperate to stay in Thailand,” she says. “Then he got the job with our client that changed his life.”The recruiting business can be an intimidating environment for new graduates, especially because compensation depends upon performance. But Shweta says that RLC welcomed her and provided the guidance and resources a young recruiter needs to establish herself.Co-Founder and General Manager Richard Jackson noticed Shweta’s potential and identified her as a candidate for additional executive-level search training.“We are always on the lookout for opportunities to improve our team. The AESC Executive Research course is perfect for someone like Shweta, who is hungry, talented, and eager to learn,” Richard says. “Shweta naturally possesses the advanced EQ skills that are required to become a top–rated headhunter.”“Our company values its staff; they believe in you and trust you. This is ultimately reflected in the high standard of service we provide to our clients.” – Shweta Menon RLC Recruitment is part of the Association of Executive Search and Leadership Consultants (AESC), a global association that has set quality standards for the profession since 1959. Cornerstone is a member of the AESC, and RLC Recruitment has been the owner-operated representative for Cornerstone in Thailand since 2015.Currently, Cornerstone has 240 consultants operating in 70 offices, in nearly 50 countries around the world. AESC members range from large global executive search and leadership consulting firms to regional and boutique firms, representing more than 16,000 professionals worldwide.This is the second professional certification course Shweta has completed with help from RLC. She also holds a CIPD qualification (from the Chartered Institute of Personnel Development), a global standard for recruitment that is sought after in Europe.Shweta says it was a valuable experience, where trainees learned the international professional standards of executive recruitment search, through the AESC-Certified Recruiter process.“We need to be very careful when recruiting for high-level positions. We have to consider a lot of factors,” Shweta explains.“Most recruiters will approach assignments with a very client-centric approach,” she adds. “While understandable, this can lead to a focus on technical skills and mismanagement of candidates’ expectations in order to fill a job order at any cost. The training I have received and my experience at RLC has taught me that listening carefully to the candidate’s desired career path and using my judgment to gauge the correct vector in combination with the client’s mandate is the key to unlocking long-term win-win outcomes.”A native of India, Shweta’s family moved to Thailand 14 years ago after living in Malaysia and Myanmar. Shweta has an intimate understanding of what executive candidates are going through as they consider packing up and moving their families to a different country for a new job because of her experience making multiple international moves during her childhood. What is AESC CERTIFICATE IN EXECUTIVE RESEARCH (CER)?AESC’s Certificate in Executive Research is an essential credential for those looking to strengthen and more effectively implement their executive research and candidate development skills.The multi-format program offers an array of learning opportunities for participants and covers the fundamentals of executive research. From name generation to pitching to qualifying candidates, develop core skills that will enhance your ability to succeed.WHY WE PURSUED THE CER?RLC Recruitment recognizes the importance of constantly developing our core skills, knowledge transfer and long-term investment of our team. As a member of the AESC, we regularly enroll RLC Recruitment staff to pursue certifications in various fields from an Executive search to the latest trends in the business.We at RLC recruitment seek to earn industry-recognized credentials such as AESC-Certified Recruiter, enhancing our ability to succeed in an ever-developing & competitive market and developing our core executive research skills. RLC Recruitment, Co. Ltd. Thailand – September 2019 / กันยายน 2562

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RLC Insights Into Recruitment Trends in Thailand
RLC Insights Into Recruitment Trends in Thailand
Aug
6

2019 will see some game-changers in the realm of recruitment. Despite strong global headwinds, Thailand’s economy has proven to be quite resilient and strong with high domestic demand, stemming from an upswing in both private consumption and private investment. The Asian Development Bank’s revised 2019 models predict that the Thai economy will see a 4.3 percent growth. Richard Jackson is the Executive director of RLC Recruitment, and Co-chair of the AMCHAM HR Committee. AI Disruption and the Evolution of RecruitmentThe talk of technological disruption is everywhere The talk of technological disruption is everywhere but very few really dig deep into how disruptive tech and the likes of hacking affect the way in which recruiters operate. For recruitment agencies and professionals, all that this really means is using tech to essentially break, streamline, and subvert conventional wisdom – it is more than simply taking all the work online.Currently, acquisition professionals tend to spend about a third of their time screening candidates using currently available databases and CRM software. The end goal for this relationship between recruitment and tech would be to reach a point where the bulk of the processing time could be significantly streamlined. However, this is still very much in its infancy, as we are still dealing with the first generation of such software. There are features in sites like LinkedIn that already lean towards such a function but LinkedIn’s market share in Thailand is significantly less than other countries in the region – i.e. Singapore.For highly repetitive, low skilled jobs, expect to see the proliferation of chatbots and automated interactions during the hiring process. California-based customer interaction platform Alorica’s chatbots have already made their way into the Philippines and screened and estimated 100,000 candidates for their overall Asia operations. When we speak of disruptive technologies, we should look at how it can impact the highly repetitive work that recruitment agencies currently have. Next-Generation Talent and the Evolving Workplace DynamicsWe’re witnessing a very interesting time in the Thai labor market. There is a changing demographic ratio of the current labor force, which has given rise to a more competitive and robust labor market, as well as the following:Language capabilities of candidates. This remains a top requirement for recruiters and hiring companies alike. As the language of ASEAN, and the lingua franca of the business/ corporate community, English remains imperative for those seeking a career with any MNC. Candidates without such skills will continue to encounter barriers to career progression;Changing workplace dynamics. In overall recruitment trends, we see a bit of a culture clash. The new generation of workers that are entering the workforce at the corporate level increasingly demonstrates an entirely different and evolving mindset from their predecessors. This new fleet of professionals has had more exposure to overseas education working environments and mindsets which have influenced their working style. Many MNCs have tried to act as a bridge between this clash of cultures, but the truth of the matter remains that this independent, more modern style of working is in stark contrast with the traditional hierarchical structure of many Thai workplaces;The recruitment processes. How we recruit new talent is constantly changing. Everything from the mediums we advertise through to the length of the entire process is being called into question. While Facebook and online job boards have been lauded for bringing on-the-go recruitment to the masses – they too are becoming obsolete. It’s not enough to simply have a page with text, you need strong branding and a clear concise voice to attract quality talent;Job descriptions (JD). According to a study conducted by the job-search firm theLadders, fourty-four percent of job-seekers claimed to spend only one to five minutes reading job descriptions before deciding whether to pursue them or not. It wouldn’t be a stretch to say then that the lengthy, convoluted job descriptions lose candidates because they fail to concisely summarize their expectations. In an age of increasingly agile talent, traditional JDs also can be seen as having a silo-effect for candidates who may be looking at cross functional or project-based work. I can safely say that when approaching assignments, a job description is usually representative of fifty percent of the role’s requirements at best! Aspects such as workplace culture, adaptability, and the potential for career growth are always major components of the hiring company – areas which are rarely covered in a job description.Social Recruiting: The Need for Employer-Business Membership OrganizationsWhile Thailand’s strict defamation laws are in place, companies like Glassdoor – a site that allows candidates to review their company – may yet be held at bay. Currently, roughly fifty percent of RLC Recruitment’s executive placements are fulfilled using a hybrid approach of technology, referral networks, and proactive approaches to potential candidates.Thailand’s recruiting sphere remains one that often involves gate-keepers and word of mouth referrals.However, in today’s digitally conscious, social, and research-driven workforce, it will become easier to find out about a company’s operations and standing in the local community. The legal changes seen in the way companies are able to communicate with their target demographic, such as GDPR, mean that sooner or later we will need to build strong communities that people will want to actively join. This will eventually mean an overhaul of the way recruitment companies operate leading to the use of more tech, fewer clients, but closer relationships.T-AB (THAI AMERICAN BUSINESS) – JOURNAL OF THE AMERICAN CHAMBER OF COMMERCE IN THAILANDBY ZIPPORAH GOETZE AND RICHARD JACKSON

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