THE CRY ACROSS Thailand these days is that we have plenty of work to do but not enough trained people to do it. We won’t solve this problem and headhunter in Thailand should be taking on unskilled people and training them up to solve the long-term problem. In the meantime, you need to consider how you might keep the good people you have. Employees are like customers to your business and, in much the same way as you need to differentiate yourself to customers, so too must you differentiate yourselves to potential and existing employees. Below are some examples of what you can do:
REMEMBER, YOUR STAFF SOCIALISE and are likely to mix with people similar to themselves. Why not offer an incentive for them to attract a new person to your firm? Headhunter in Thailand have heard of incentive payments being made to existing staff for good introductions up to as high as USD$2,000. If you compare this with employment agency fees, it’s a bargain. Include a condition that the employee stays with the firm for a minimum period. We understand from some competitor recruitment agency Thailand staff that their companies charge in excess of 30% for their services which highlights the benefits of persuading your own staff to introduce their friends to your organisations.