Header 1

Thailand 4.0 - Here we come!

Author

May Sanguanchati
May Sanguanchati
Director

Author

May Sanguanchati
May Sanguanchati
Director
21.06.2018

There are a few hot topics that are going around in Thailand today. Actually, the coverage of the topic is well beyond our country alone, it is the talk of the region. As for us the turning 4.0 has put a different spin on how we do our job as a Executive Search Consultant. 

Like any changes, the way to survive is to get on with the program, and as a small group of Thai citizen, we do welcome this change with wide open arms. We have seen a joint effort between the public and private sectors supporting each other promoting and changing their working process for this turn around events. Our part would be educating ourselves about this trend and what could be involved along the process.

And Yes, we are a little slow and behind (Germany or Korea), but we are now living and breathing in the air of what we see as an era of Thailand 4.0.

Most of our recent experience in recruitment is related to this transformation, this word itself is one of many we often hear a lot from our clients, “Transformation” seems like every company is transforming, nothing we feel pretentious about their moves but rather a very serious and highly invested effort by all parties. Our clients from retail, banking, consumer, the industrial sector are looking for the candidates with online experience, people with a digital skill set now, seems as important as a person’s ability to speak another language. 

Business Intelligence, Machine Learning, Data Analytics, E-Commerce, Fintech and Digital, anybody with these disciplines whether through academic or professional experience are now in high demand. One thing we experienced is the shortage of the supply of this workforce, while many roles normally open with local preference, these skills are more welcoming towards the foreign professionals, so we have seen many companies open their access to the talents in this specific area, from a different country. 

Unfortunately, our academic sector has not reacted to this demand in time.  Hence the skills that the market is looking for are now being incubated and developed behind the academic fences. The attempt from the corporate to train and develop their talents may present a possible pool but locating these people will not be as straightforward.

As for us, our priority is to identify these potentials, being homegrown or import, quickly; our clients are relying on us to tell them what are the available pool.

The recent support we provided to one of our clients is to help them reach out to the academic sector local and abroad, initiating the partnership between the Corporate and Professor for a fast track talent development programs. Our approach is becoming more proactive, and no longer supporting our clients upon their requests but simply making a forward suggestion on what would be the possible solutions for them.

Our understanding and recruiting vocabulary also need to be updated, to understand how these roles are becoming a key mechanism in driving our clients business is something we need to be clear to engage with the candidates confidently and offer the opportunity attractively. 

This article may not be full of facts and figures but simply the journey we have seen as to what has been ongoing and it is a continous process.

Please feel free to share with us your journey towards change, what are the pros and cons you are experiencing, we would love to get connected and hear from you. You can reach us at may@kienbaum.com.sg