In 2022, many companies implemented new digitally-driven policies to remain competitive. While they were initially implemented to adapt to pandemic-led restrictions, they proved to be ideal and may be here to stay.
For example, the effectiveness of flexible work policies has prompted many companies to relook at work arrangements for employees and potential hires. Supatsee Limpraprutkul, Manager of Tech & Transformation, Robert Walters Thailand, shares: “Flexible work options implemented during the pandemic have shown employees they can be productive without the need to report on-site.”
Many businesses reduced spend to cope with market uncertainty, leading to a preference for in-house IT teams over third-party vendors. “The change has had a positive impact on job seekers, as many would prefer the stability of working for an in-house team over a vendor,” she says. Some companies tackled uncertainty by diversifying into separate entities or expanding their portfolios to other industries, creating new job opportunities.
Read on as Supatsee shares her expectations of the labour market and hiring trends for Bangkok’s tech and transformation professionals in 2023.
Supatsee expects that the hiring market for tech professionals will be highly competitive in 2023. Companies will be offering attractive compensation and benefits to skilled IT talent while placing emphasis on employer branding and culture to attract prospective and future candidates. “Some businesses may look towards grooming new graduates amid the limited talent pool, as training and courses are now easily accessible to all,” she shares.
While technical skills will continue to remain limited and in high demand, many companies will place increasing priority on connecting technical and business languages. Supatsee explains, “Professionals with the ability to communicate in both business and technical terms interchangeably are going to be in high demand as businesses have recognised it is essential to project management and successful outcomes.”
Apart from technical skillsets, businesses will also favour hiring IT professionals who are agile with a positive mindset.
Uncertainty from the pandemic and cost-cutting measures may lead to negative employee perceptions and job insecurity that should be addressed and managed to retain talent, says Supatsee.
“Companies should ensure employees are still aligned with organisational goals and not forget to check in on them. Besides team culture and career growth, employees will need to feel valued and cared for, or they will begin looking elsewhere for opportunities.”
Clear and consistent communication between managers and employees can also increase team cohesiveness and lead to overall higher levels of motivation and engagement.
Besides team culture and career growth plans, employees also need to feel valued and cared for.
Supatsee expects market competition and inflation to affect salary increases in 2023, with rises of 40-50% may be expected for job movers. However, salary increments will have to be factored in with fringe benefits such as full-time remote work arrangements or short-term promotions as rewards.
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