Recruiting and retaining loyal employees in Thailand needs cultural sensitivity. Particularly foreigners often complain about the high turnover rate of their employees in Thailand. Indeed, it is not easy to recruit loyal employees in Thailand and retaining them at the same time. Although this matter is not only a challenge in Thailand, there are cultural backgrounds to have a look at, especially in the Kingdom of Thailand. Sanet CREARING CAREERS points out what to look out for when selecting personnel and implementing personnel policies, especially in Thailand.
The HR manager is a key position especially for international companies investing in Thailand. He has important responsibilities in the company, and yet, recruitment in Thailand is not always HR’s strong point.
Many foreigners investing in Thailand are very keen to fill the managing directors by a countryman. This is basically correct, especially in the early days. The cultural proximity of the person in charge to the local management helps to install smooth processes and good leadership.
Therefore, finding an HR manager is one of the most important tasks. But caution is advised: Qualified recruitment in Thailand is often not the HR manager’s business.
Criticism is often seen as injurious by employees because it is often emotional and generalizing. “No one can really ever rely depend on you!” or “If you don’t improve, you’re going to have trouble here!”
Well, what Boss hasn’t let something slip out that sounds similar? And certainly no one seriously expects devaluations such as these, which are general and personal, to motivate employees.
But even factual critiques are often regarded by employees as personal attacks. Even slight criticism is perceived by many subordinates as an assault on their personality. It doesn’t help to say that none of the criticism is meant in a personal way.
CREATING CAEREERS, Sanet’s German-speaking recruitment agency in Thailand, presents an exciting assessment system as a solution.
The success of a business will stand or fall with its management. This is particularly valid for freshly founded subsidiaries, but also and especially for organizations in a critical situation. It is not uncommon for start-ups failing on this question. Or else they have to accept heavy initial losses until a subsequent improvement is made.
Sanet Legal provides an overview of developments on the free flow of skilled workers and professional services in ASEAN
According to Sanet CREATING CAREERS, the Thai staffing agency for internationally active companies in Thailand, Thai labor market 2023 will have largely overcome the critical phase of downsizing during the COVID crisis. But what does the new situation mean for employers and employees? Sanet CREATING CAREERS gives its outlook for 2023.
As a result of the survey by Asean Eco Research in Thailand, only 14.3% of Thai companies with international business rely exclusively on their own HR department. When it comes to recruiting staff for qualified positions, 85.7% at least occasionally work with recruitment agencies. After management positions (55%) and top technical and technical sales personnel (45%), the focus of interest is on middle management in administration.
Foreigners are often questioning the qualifications of Thai employees. Sanet, by contrast, can report best experiences, a high reputation and broad recognition for its recruited Thai professionals.
More top Jobs: HR-Manager, Sales Account Manager Electronics, IT-Cloud Sales, Process Engineer, Junior Consultant and more
The next round of job offers from CREATING CAREERS, the specialist for cross-cultural job search
What it costs to hire the wrong person. “Try and Error” vs. Cost of an Agency
Sanet Recruiting Agency with Top Rankings on JobsDB – Top Employers chose CREATING CAREERS
Close cooperation between Client Management and Executive Recruiters as a formula for success