Apr
28

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

Apr
21

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

Apr
7

In today’s highly competitive hiring environment, businesses across sectors like manufacturing, logistics, infrastructure and life sciences need more than transactional recruitment support. Hiring the right talent now requires strategic planning, deep industry insight, and a streamlined approach that connects every stage of the process from initial strategy to final onboarding. This is where RaaS™ Recruitment (Recruitment-as-a-Service) stands out. By delivering end-to-end hiring solutions tailored to each client’s needs, RaaS transforms recruitment from a reactive function into a long-term strategic advantage. What Is RaaS™ Recruitment? RaaS™ Recruitment is a subscription-based hiring model designed to provide businesses with continuous, scalable recruitment support. Unlike traditional contingency recruitment, where payment is based on a successful placement, RaaS™ is built on long-term partnerships. The model prioritises proactive planning, consistent talent pipelining, and strategic alignment with the employer’s objectives. Think of it as having an embedded recruitment team that understands your company culture, growth plans, and hiring needs without the overhead of building and managing an internal department from scratch. Strategy: Starting with the End in Mind The success of any hire begins with the right strategy. One of the standout features of RaaS™ Recruitment is how it shifts the conversation from transactional hiring to long-term talent planning. Before a single CV is screened, experienced RaaS providers sit down with internal stakeholders to define what success looks like for the role and the company. This could involve workforce planning, market mapping, employer branding audits, and defining candidate personas. With a recruiter’s insight into hiring trends, salary benchmarks, and competitor activity, the strategy phase becomes a critical foundation for efficient and effective hiring. For instance, when a high-growth tech company partners with a RaaS™ provider, they’re not just reacting to growth, they’re building a scalable recruitment plan that supports future demand, minimises hiring risk, and protects employer brand equity. Sourcing and Talent Engagement: A Quality-First Approach Once the roadmap is clear, the focus turns to sourcing. RaaS™ Recruitment excels in passive candidate engagement, tapping into hidden talent pools and nurturing relationships over time. This is where recruiter expertise shines. Rather than relying solely on job boards or LinkedIn ads, seasoned RaaS™ recruiters use headhunting techniques, tailored outreach, and ongoing talent nurturing to bring in high-calibre candidates. What’s more, they understand that top candidates aren't just looking for jobs, they're seeking opportunities that align with their values, career aspirations, and lifestyle. Through personalised engagement and transparent communication, RaaS providers help position your organisation as an employer of choice. Selection and Evaluation: Consistency and Precision Selection is often where time is lost and bias creeps in. RaaS™ Recruitment eliminates these issues through a structured evaluation process rooted in best practice. From designing competency-based interview frameworks to running psychometric assessments or technical screenings, RaaS™ recruiters ensure that every step reflects your organisational values and business objectives. Instead of rushing to hire based on availability, RaaS promotes decision-making based on alignment with skills, mindset, and cultural fit. This leads to longer retention, higher productivity, and better overall team cohesion. Moreover, by managing the end-to-end process, RaaS ensures consistency in candidate experience. Every touchpoint from initial outreach to post-interview feedback is managed professionally, reinforcing your brand and leaving candidates feeling respected and valued. Onboarding and Integration: Completing the Circle Hiring doesn’t end when the offer is signed. A true RaaS™ Recruitment model supports onboarding and integration, ensuring new hires are set up for long-term success. This might involve pre-start engagement, onboarding checklists, probation reviews, and feedback loops with hiring managers. By maintaining involvement post-placement, RaaS™ providers bridge the gap between recruitment and retention. For example, if a new hire starts showing signs of disengagement within their first 30 days, a proactive RaaS™ partner will identify the issue early, facilitating intervention and reducing turnover risk. It’s a level of care that goes beyond placement, focusing on long-term outcomes. Why RaaS Recruitment Works for Growing Companies RaaS™ Recruitment is especially valuable for businesses experiencing growth, expansion into new markets, or transformation in their operating model. Instead of building an internal team from scratch or relying on inconsistent agency help, RaaS™ delivers a strategic, cost-effective solution. Some of the most common benefits include: Reduced time-to-hire through proactive sourcing Improved quality of hire by aligning recruitment to business strategy Cost predictability with subscription-based pricing Greater flexibility and scalability in changing business climates This model not only reduces pressure on internal teams but also drives hiring efficiency and enhances candidate experience all while building a strong, sustainable talent pipeline. Recruitment that works like part of your business RaaS™ Recruitment isn’t just a hiring solution; it’s a partnership that transforms the way businesses attract, evaluate, and retain talent. By embedding strategy into every stage of the hiring process and supporting businesses through to onboarding, RaaS™ ensures that recruitment becomes a growth enabler not a bottleneck. At JacksonGrant, we champion this integrated model by combining industry insight, recruiter expertise, and a deep understanding of our clients’ needs. Our RaaS™ solutions help companies in Thailand and across Southeast Asia navigate talent challenges with confidence, speed, and strategic clarity. Whether you're scaling fast, entering new markets, or rebuilding your workforce after a restructuring, JacksonGrant’s RaaS™ Recruitment service ensures you get the right talent every time, end to end. Contact us

Mar
17

Thailand’s engineering talent shortage is creating major hiring challenges for businesses. As the country strives to become a regional hub for manufacturing and technology, the demand for skilled engineers continues to rise. However, the supply of qualified professionals is not keeping pace, making it difficult for companies to fill crucial roles.  In this article, we explore the key factors driving this shortage, its impact on businesses, and the strategies companies can adopt to navigate this challenge. Keep reading to discover how organisations can stay ahead in Thailand’s evolving hiring landscape. Key Factors Driving the Engineering Talent Shortage 1. Rapid Industrial Growth Thailand’s industries, particularly in automotive, aerospace, electronics, and infrastructure, have expanded rapidly. Government initiatives, such as the Thailand 4.0 strategy, are encouraging technological advancement and digital transformation, increasing the need for highly skilled engineers. However, the number of qualified professionals entering the workforce has not kept up with this rising demand. 2. Aging Workforce and Skills Gap Many experienced engineers are approaching retirement, leaving a gap that younger professionals are not yet equipped to fill. The lack of specialised training in robotics, artificial intelligence (AI), and smart manufacturing further exacerbates the issue, as employers struggle to find candidates with the necessary skills. 3. Shortage of STEM Graduates While Thailand has a strong education system, there is a declining interest among students in science, technology, engineering, and mathematics (STEM) fields. Many graduates lack the hands-on experience required by employers, leading to a mismatch between academic training and industry needs. 4. Competition from Other Sectors and Countries With the rise of the digital economy, many engineering graduates are choosing careers in IT, fintech, and software development instead of traditional engineering roles. Additionally, global competition means that skilled engineers are being recruited by companies in other Southeast Asian nations, further depleting the local talent pool. How the Engineering Talent Shortage Affects Businesses Increased Hiring Costs Employers must offer higher salaries, attractive benefits, and additional training to secure top engineering talent, driving up hiring costs. Delays in Project Completion A lack of skilled engineers can lead to delays in major infrastructure and manufacturing projects, affecting economic growth and business expansion. Reduced Innovation and Competitiveness Without access to skilled professionals, companies struggle to innovate, integrate new technologies, and stay competitive in global markets. Strategies to Overcome the Engineering Talent Shortage 1. Upskilling and Reskilling Programmes Investing in employee training through partnerships with universities and technical institutes can help bridge the skills gap. 2. Leveraging Professional Recruitment Services Specialist recruitment agencies, such as JacksonGrant, can assist companies in finding and securing high-calibre engineering talent through extensive networks and industry expertise. 3. Promoting STEM Education Encouraging students to pursue STEM careers and providing scholarships or apprenticeships can help develop the next generation of engineers. 4. Attracting Foreign Talent Easing work permit regulations and making Thailand an attractive destination for international engineers can help mitigate the shortage. The engineering talent shortage in Thailand is a pressing issue that impacts businesses across industries. Without access to a strong pipeline of skilled engineers, companies face increased hiring costs, project delays, and reduced competitiveness. Addressing this challenge requires a multi-faceted approach, including investment in workforce development, promoting STEM education, and attracting international talent.   To navigate this complex hiring landscape, companies must adopt proactive strategies to secure top engineering professionals. Partnering with a specialist recruitment firm like JacksonGrant enables organisations to access a network of highly skilled engineering professionals, reducing hiring risks and ensuring the right talent is secured efficiently. With a deep understanding of Thailand's recruitment landscape. Partner with JacksonGrant to optimise your recruitment efforts and build a workforce that drives long-term success.

Mar
11

Securing senior roles in Thailand’s competitive job market can be a challenging task, especially for professionals looking to advance their careers. Whether you are an experienced executive or a specialist aiming for a leadership position, working with a professional recruiter can significantly improve your chances of landing your ideal role.  Here’s how recruitment experts can support your job search and enhance your career prospects. How Recruiters Help You Secure Senior Roles in Thailand 1. Access to Exclusive Senior Roles Many top-level positions are not advertised publicly. Companies often prefer to fill senior roles through confidential searches or internal referrals. Professional recruiters have access to these hidden opportunities, connecting you with high-profile employers that you might not find on job boards. 2. Industry-Specific Insights Recruitment agencies specialising in executive placements have deep industry knowledge. They understand the skills, experience, and qualifications required for senior roles in Thailand’s key industries, including manufacturing, life sciences, logistics, and infrastructure. Their expertise ensures that you are matched with roles that align with your career goals. 3. Tailored Job Search Strategy A recruitment agency can provide personalised job search strategies. They assess your experience, strengths, and career aspirations to position you as a strong candidate for senior roles. Additionally, they can offer guidance on market trends, salary expectations, and career progression opportunities. 4. CV and Interview Preparation Standing out in the selection process is crucial for securing senior roles. Recruiters can help you refine your CV, highlight key achievements, and tailor your application to specific job openings. They also provide interview coaching, helping you navigate competency-based interviews and executive assessments with confidence. 5. Negotiating Competitive Packages Negotiating salaries and benefits at the executive level can be complex. Recruiters have experience in salary benchmarking and can advise you on securing the best possible compensation package. They act as intermediaries between you and potential employers, ensuring a fair and beneficial agreement for both parties. 6. Expanding Your Professional Network Recruiters have extensive networks within Thailand’s business landscape. Partnering with a recruitment agency can introduce you to influential industry leaders and decision-makers, increasing your chances of being considered for senior roles even before they become available. Securing a senior role requires more than just experience—it demands a strategic approach, industry knowledge, and access to the right opportunities. Working with a professional recruiter can streamline your job search, enhance your marketability, and provide you with the competitive edge needed to stand out in Thailand’s job market.  At JacksonGrant, we understand the complexities of securing senior roles in Thailand and are committed to connecting top talent with leading employers. Whether you need access to exclusive job opportunities, expert career guidance, or strategic salary negotiation support, partnering with JacksonGrant ensures that you are well-positioned for success.  Take the next step in your career with confidence—let us help you secure a leadership role that aligns with your aspirations.

Mar
3

In today’s fast-evolving job market, businesses must adopt agile and cost-effective strategies to secure top talent. RaaS™ Recruitment (Recruitment-as-a-Service) has emerged as a transformative solution, offering companies a flexible, data-driven, and sustainable approach to hiring. By leveraging technology and expert recruitment insights, RaaS Recruitment is reshaping talent acquisition for modern enterprises. What is RaaS™ Recruitment? RaaS™ Recruitment is a flexible, on-demand hiring model that enables organisations to outsource all or part of their recruitment function. Unlike conventional staffing agencies, RaaS™ operates as a subscription-based or pay-as-you-go service, allowing businesses to scale their hiring efforts according to fluctuating workforce demands. This approach ensures a continuous pipeline of top talent while reducing overhead costs and administrative burdens. The Advantages of RaaS™ Recruitment 1. Scalability and Flexibility Traditional hiring methods often struggle to keep up with changing business needs. RaaS Recruitment offers an agile alternative, allowing companies to adjust their recruitment strategy in response to market conditions, project demands, or seasonal fluctuations. This is particularly beneficial for industries like manufacturing, logistics, and technology, where talent requirements can vary significantly. 2. Cost-Effectiveness Hiring in-house recruiters or relying on costly contingency-based staffing agencies can quickly drain resources. RaaS™ provides a more sustainable financial model, enabling businesses to pay for recruitment services only when needed. This reduces the risk of overspending while ensuring access to high-quality talent. 3. Access to Specialised Talent Pools One of the key benefits of RaaS™ Recruitment is its ability to connect businesses with highly skilled professionals. RaaS™ providers leverage advanced recruitment technologies, AI-driven talent matching, and industry expertise to source candidates who are not just qualified but also the right cultural fit for the organisation. 4. Enhanced Employer Branding A strong employer brand is essential for attracting top talent. RaaS™ providers often incorporate branding and recruitment marketing strategies into their services, ensuring that businesses present a compelling and attractive image to potential candidates. This helps in reducing time-to-hire and increasing retention rates. 5. Data-Driven Hiring Decisions By using AI-powered analytics, RaaS™ providers can track key recruitment metrics such as time-to-fill, candidate quality, and cost-per-hire. This data-driven approach allows businesses to refine their hiring strategy, ensuring more informed decision-making and better long-term hiring success. RaaS™ Recruitment: The Future of Sustainable Hiring As organisations navigate economic uncertainties and skill shortages, RaaS™ Recruitment offers a sustainable, future-proof solution. Its ability to provide cost-effective, scalable, and data-driven talent acquisition makes it an essential tool for businesses looking to stay competitive in an evolving job market. At JacksonGrant, we specialise in providing tailored recruitment solutions, ensuring businesses can access top-tier talent efficiently and sustainably. Our expertise in RaaS™ Recruitment enables companies to optimise their hiring strategies while minimising risks and costs. Whether you're a startup, SME, or large enterprise, partnering with JacksonGrant ensures you stay ahead in the race for top talent.  Contact us today to discover how our recruitment solutions can transform your workforce for long-term success.