As a multi-specialist we focus on strategic search and recruitment for positions where leadership and management skills are required.
Successfully meeting your needs is our highest priority so when it comes to best hiring practices, taking short cuts for the sake of expediency is not an option.
We’ve successfully found talented candidates for industries such as manufacturing, consumer goods and retail, energy and power, industrial and machinery, and logistics and transport. These candidates have filled a range of functions from sales and marketing team members to engineering, operations and project staff to managing directors and chief executive officers. Our practice areas are presented here.
For permanent positions our approach may at first appear similar to most executive search and selection companies; but what sets us apart is the ability to leverage the knowledge of our contacts in the client's industry to ensure we reach the widest selection of candidates on our clients’ behalf, and as a result, deliver the best available choice.
Our recruitment process consists of a needs analysis, development and implementation of a catchment strategy, the screening and interview process, assessment, personal analysis by a third party, an English test, employment offer presentation, salary negotiation, preparation of a letter of employment, resignation guidance, reference taking, and a pre-employment medical check-up. We work closely with the clients’ top executives, the hiring managers and HR departments.
Retained search not only provides you with a dedicated team for the duration of the search, it also provides value added services that are all included in the fee. Forget contingency recruitment, which is based on speed with little concern for quality – a type of service best described as low-cost recruitment.
A retained recruiter will spend time to get things right and to ensure the processes are in accordance with the firm’s methodology. A contingency recruiter will likely be quicker but will typically deliver more resumes just to improve the odds of having a successful placement. And if a job is not a quick fix, a contingency recruiter gives up and quickly moves on to the next call where they believe they can get an easier win.
Companies not using assessment tools to help in the process of deciding who to hire are really missing out on getting as many angles to a prospective candidate as possible. Reviewing resumes and interviewing candidates should only be the first two steps out of a possible ten. Admittedly, having 10 steps does not guarantee that a hire will work out, but it's proven that many combined activities in the process come a lot closer to predicting work behaviours and performance than just one or two steps.
Being a professional headhunter is the ultimate career goal for staff in the recruitment industry. For 99% it remains a dream because the skill set required is unique and demanding. Few have the perfect combination of influence, persistence, resilience, network, and passion. To help our clients find candidates they can't, our consultants are not only trained in the art of headhunting during the months of onboarding, but continuously receive training and coaching throughout their career at Grant Thornton. We pride ourselves on being a learning organisation and for being the perfect place for people and recruiters to learn the ropes of executive recruitment and executive search.
With more than 20 years in the search business in Thailand, many clients and candidates have praised our service – just look at our credentials and recently completed assignments.
Grant Thornton is duly licensed by the Ministry of Labour and is authorised to provide employment services under the Ministerial Regulations of the Employment and Job Seeker Protection Act B.E. 2528 (1985).