Talent Acquisition Strategies to Find the Best Employees

    It can be difficult to find the ideal candidate for a specific position especially in high demand positions in Thailand that have continued to cause many companies to think about their hiring strategies or look to a dedicated Talent Acquisition Firm in Thailand like Smart Search Recruitment Regardless of the state of the economy and your talent pool, to succeed long-term, your business should be able to hire and retain the best, most talented employees, but hiring can be a daunting task, which is why you need a talent acquisition strategy.

    What is Talent Acquisition?

    Talent acquisition is a long-term HR strategy aimed at fulfilling organizational needs by finding top talent and convincing them to bring their unique skills to your company. To succeed long-term, it’s critical you attract and retain talented employees regardless of vacant roles. Talent acquisition can help you do this, while solving for long-term organizational needs.

    Talent Acquisition vs. Recruitment in Thailand?

    Recruitment is used to fill a specific role with a qualified candidate, making it a short-term strategy. Talent acquisition disregards role vacancies, making it a long-term HR strategy that’s used to attract highly qualified candidates. Now that you understand what talent acquisition is and how it differs from recruitment with at Smart Search Recruitment in Thailand have become Thailand’s Talent Acquisition Experts and have put together ten critical talent acquisition strategies to ensure you’re finding the best people in Thailand or your respective country.

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    1. Align with your business goals.

    Consider your business goals for the next one to five years, and use those goals to create a acquisition strategy to meet those needs. While recruitment tends to focus on filling vacancies within departments, talent acquisition is more about considering how your company is going to expand long term and then finding employees who can help take you there.

    For instance, are you planning on expanding into Thailand? If so, perhaps your HR department should focus on attracting candidates with international or regional experience or more importantly have lived or worked in Thailand either currently or in the past.

    Certain roles might not even exist yet, but you’ll want to consider what type of talent you’ll need to hit your business’s long-term goals. Remember, investing in the right candidates will pay off for your company, long-term.

    2. Use data and marketing to create better acquisition materials

    You wouldn’t create a marketing campaign without data, so why should you recruit without it? Talent acquisition should be treated with just as much importance as any of your marketing campaigns. Convincing people to join your company is just as necessary as incentivizing people to buy your products.

    There are plenty of different opportunities to use data to strengthen your talent acquisition strategy. For instance, you might use data to figure out where your top talent came from and use that information to focus your talent acquisition efforts on certain academic programs or professional networking sites. Linkedin and other commonly used talent or recruitment sites have analytics sections to allow companies to use such data or compare competitors’ data to form a

    Additionally, your HR team should partner with your marketing department to refine job descriptions, career pages, emails, and more to not only use your company’s branding but to make your company as attractive as possible for potential new comers.

    Using data, you can figure out if certain questions are deterring candidates from filling out job applications and eliminate those questions. Alternatively, perhaps you’ll find adding images or videos to highlight company culture incentivizes more candidates to fill out job applications or using your company’s own application processes.

    By using analytics and data, you’re able to ensure your job descriptions and career pages aren’t deterring qualified people from applying.

    3. Expand outreach strategies.

    To find better talent, you’ll need to expand your sourcing strategies. Different skill sets require different methods of outreach. You’ll find your best marketers in a different place than your best programmers, so you’ll want to diversify your sourcing approach.

    Rather than spending all your time on LinkedIn or a popular Job Site like Jobs DB, consider other specialized job boards, academic programs, or networking events where you might find a specific group of talented professionals.

    It’s critical you identify where you can find the vast majority of your top talent, whether that be professional events, conferences, online forums, or social networks. Then, focus on strengthening relationships and networking with the right people — not only will you grow your pool of potential hires, but you’ll also grow brand awareness for your company, which will help you attract talent in the future, as well.

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    4. Build your company brand.

    Millennials and older candidates make up the current job force especially in a city like Bangkok, Thailand. This group of potential employees came of age with the internet and social media. In researching your business, these individuals look at social media accounts, websites, and job boards to understand your company better

    When looking into your company, candidates will have questions. What is the workplace culture? Do their employees seem happy with their work? Is there potential for career growth? Leverage your current employees and capitalize the communication strategies of your company’s website and social media Pages. Post images and videos of your employees at work. Encourage employees to interact with your company on its platforms. Congratulate employees on internal promotions and show outsiders that your company care about its workers.

    Note the focus on employees. A company that focuses on the well-being of its staff is a place where people will strive to work. Building your company identity to reflect a positive, expanding environment can be an effective tool in your talent acquisition strategy.

    5. Emphasize the company’s corporate social responsibilities.

    Companies have taken a step back from policies that only benefit them from years past. Your company needs to focus on pursuing its goals while benefiting others. Your company’s corporate social responsibilities are a considerable tool for attracting top candidates aligned with your organization’s values and beliefs and this topic while slow to Thailand is becoming more and more important.

    On the career page for your company’s website, your CSR should be immediately noticeable through images and throughout the page. Employees rarely want to work for a company that contradicts their values and beliefs. Use your corporate social responsibilities to attract like-minded candidates who will be passionate about working for your business.

    6. Offer updated work options.

    The COVID-19 pandemic reshaped the Thailand work model. Talent acquisition specialists adapt their work models to conduct online interviewing versus meeting candidates face-to-face. As the workforce evolves with more technological advances, workers will strive for more work/life balance.

    While some Employees want to work from home others still prefer the social interaction of working amongst colleagues in Thailand. As technology continues to advance, your company needs to adjust and consider incorporating remote or hybrid work models where such models are feasible.

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    7. Design a Competitive Compensation and Benefits plan.

    When it comes to compensation packages, employees may be willing to accept a lower salary if balanced by a comprehensive benefits plan. Adding benefits like a Health Insurance, Fitness Membership Subsidies or a Provident Fund can attractive people to your company as opposed to only looking a Cash.

    Life inside the workplace is not all that matters in talent acquisition. Consider what happens in an employee’s life outside the business. Does your business model allow for a healthy work/life balance? Are your employees able to receive sufficient healthcare when they fall Ill? What kind of career advancement or training opportunities do you offer? Potential candidates will ask these questions about your company when it comes down to the final selection phase.

    8. Promote internal diversity.

    Many industries in Thailand are dominated by men leading to women feeling underrepresented within the company’s culture. While the number of women in the workforce has increased significantly over the last few decades, men still hold most positions of power in most companies in Thailand.

    A Company’s Diversity should be a company-wide model; however, it begins at the top. Educate yourself on various cultural traditions and backgrounds that exist in your company Create a workplace where different perspectives are valued and voiced. Employees tend to follow the example of their boss or manager and setting this example can span internal diversity across your company which can lead to not only a more interesting workplace culture but more importantly a more productive and profitable one.

    9. Partner with local Thai Universities

    To build a pipeline of potential candidates, companies should partner with educational institutions in Thailand as It helps establish a relationship between students and future employers. In Thailand many universities still do not offer “Career Centers” like those in the West to help their graduates find job opportunities, so reaching out to Universities in Thailand especially to Faculties that your company may be an expert in, will help attractive not only Interns, but seasoned Graduates as well.

    Instead of waiting for interested candidates to come across the company, your company should start cultivating relationships with potential applicants while they are still studying. This strategy attracts candidates after graduation and boosts company retention as well.

    10. Add other incentives.

    Large to mid-size corporations use eye-catching bonuses and employee benefits to compete in a global market to attract top talent within the industry, but financial incentives aren’t the only things that matter.

    When talented candidates are comparing companies, they’re going to consider values, culture, and work-life balance, too. By cultivating an impressive employer brand, you’ll attract better talent and find more long-term success.

    To succeed with talent acquisition, consider how you can reframe your branding to focus on the best aspects of your company’s values and culture. You might mention your flexible remote policy and other work-life balance perks, or your company’s emphasis on growth opportunities.

    It’s important to broadcast these unique attributes through employee review sites like Glassdoor, as well as your “About Us” page on your company website. When highly qualified people are contemplating your company over your competitors, it just might be those reviews that end up convincing them.

    Smart Search Recruitment is Bangkok’s leading executive recruitment consultancy. We serve multinational and local companies, sourcing high-caliber candidates and placing them in mid and senior-level roles. For recruitment service inquiries contact us. We are committed to meet our client’s needs by delivering an exceptional level of service. We have insightful HR resources updated everyday. Please keep in touch with us via our social media.

    Facebook: Smart Search Recruitment
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