2024 was a time of continued recovery for the Eastern Seaboard. As Thailand’s industrial center and key manufacturing hub, the region battled high household debts, elevated interest rates, soaring energy costs and labour shortages – all factors that affected production levels. Output fell among the likes of manufacturers for hard disk drives and chemical products.

Despite these challenges, some industries are set to close out the year posting positive growth rates, states Natiya Saul, Director at Robert Walters Thailand. These include automotive manufacturing and petroleum, industries that are expected to see continued investments, particularly in the Rayong and Chonburi provinces.

Read on to find out more about Natiya’s expectations for the labour market in Thailand’s Eastern Seaboard in 2025.

Healthy demand for talent

Jobs are still consistently being created in the Eastern Seaboard, especially in Rayong and Chonburi, as the region continues to attract investments across various industries. Many foreign entities have also entered the Thai market, establishing factories in the region. As such, demand for talent will hold steady heading into 2025.

In fact, competition for talent is particularly stiff in some industries, with Natiya stating, “There is high demand for experienced candidates and companies are dishing out competitive offers to entice them to move to the region for these jobs. Companies are also looking to keep these talents onboard for the long haul, and they are investing heavily in talent retention to do so.”

Natiya shares that ESG remains an important consideration for job seekers, who will prioritise companies with strong efforts in this domain or roles where they can gain such experience.

Meanwhile, organisations will continue to focus on filling their ranks with senior-level talent, as there is currently a gap between mid-level and senior executive employees.

More tech adoption and sustainability on the cards

Thailand’s industrial sectors are undergoing rapid digital transformation, and this focus on technological adoption shows no signs of letting up.

“Hiring demand for experts in data analytics, artificial intelligence (AI) and Internet of Things (IoT) is projected to go up as businesses enhance operational efficiencies, product quality, decision-making and supply chains,” Natiya affirms. “More businesses are also leveraging automation and robotics, so we foresee increased demand for professionals skilled in robotics engineering, mechatronics and industrial automation.”

Sustainability is another area that is top of mind in the region. More businesses in the region are shifting towards sustainable manufacturing practices, and demand has risen accordingly for professionals who can implement and oversee green technologies, energy-efficient processes and waste reduction strategies. As such, Natiya anticipates growing headcounts for sustainability managers, environmental engineers and renewable energy specialists.

Integrating tech in the recruitment process

Companies have expanded their use of technology in the recruitment process, incorporating new systems and assessment methods to find the talent they need, fast.

Applicant tracking systems are one such tool that has seen increased adoption in recent years. By automating tasks such as resume screening, candidate tracking and interview scheduling, companies have been able to save costs and free up hiring teams for more strategic activities.

Candidate assessment and selection has also become more data-driven. The interview process now often includes online assessments, psychometric tests and coding assignments aimed at evaluating candidates’ skills and qualifications. Besides analysing responses to these assessment tools, Natiya finds that companies now also place more attention on analysing recruitment data to understand how they can improve their talent attraction strategies. “Common metrics they look at are time-to-fill, source of hire and candidate quality,” she notes.

There has also been increased reliance on talent relationship management (TRM) platforms, which help companies to engage candidates and create talent pipelines. As Natiya puts it, “These platforms help companies stay connected with passive candidates who may be a good fit for openings in the future.”

Lastly, Natiya has also seen a greater demand for market intelligence services, noting, “Market intelligence and industry insights give hiring teams a competitive edge. By staying on top of talent trends, market dynamics and competitor movements, they can adapt their own talent attraction and management strategies to meet market conditions.”

Highlight unique opportunities in the Eastern Seaboard

The Eastern Seaboard faces unique challenges in talent attraction and recruitment.         

Candidates today seek purpose in their work, while also seeking to find the right balance between their careers and personal lives. They also care about the perks, career prospects and work culture in a given role or company. For these reasons, they tend to gravitate towards industries like technology and services over the industrial sector. The supply of qualified talent is very limited, a problem that is exacerbated by a widening skills gap as companies incorporate more new technologies into business processes.

To overcome these challenges, companies need to take a holistic approach to talent attraction and retention.         

Natiya highlights the potential impact of a strong employer brand, which could shift candidates’ preconceived notions about working in the industrial sector. Besides career stability and growth opportunities, companies should spotlight their technology investments as these project a commitment to innovation and digital transformation. Companies should also provide upskilling and training opportunities to help employees keep up with industry demands.

Competitive compensation and benefits are also an important piece in the puzzle. Besides regular benchmarking to align salaries to industry standards, performance-based incentives are another way to keep employees motivated and looking ahead.

Companies should also aim to create a positive work environment by promoting work-life balance and recognising employee contributions. According to Natiya, this can lead to a significant uplift in retention.     

Bigger increments for specialised skills

Companies tend to match salary expectations in the Eastern Seaboard as the region remains a candidate-driven market. Typically, job seekers can expect increments of 10 – 20%. However, professionals with specialised skills in high demand areas like automation, robotics, digitalisation and data analytics can command higher increments as the market is scarce for qualified talent.

Find out more

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