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​Imagine: You are a tech specialist tasked with conducting in-depth training for the local team in Bangkok on the latest software update. Although this situation is urgent, you are still required to get a work permit in Thailand. This process can be lengthy, involving a considerable amount of paperwork, and it could take up to seven to ten working days to be processed. Such circumstances require a special type of authorization— i.e., an urgent work permit in Thailand.What is an Urgent Work Permit in Thailand?An Urgent Work Permit in Thailand, or UWP, is a legal document that authorizes foreign nationals to carry out professional duties within the country on a short-term basis. To be eligible for the urgent work permit, the applicant must be able to describe the nature of work that needs immediate attention. Most importantly, an urgent work permit will only be issued for a maximum of fifteen (15) days. An urgent work permit in Thailand can be obtained from the Department of Employment within the same day of your arrival. The process usually takes one working day to complete and can only be obtained after the foreign national has entered Thailand. In contrast to the usual work permit, which requires a work visa, foreign nationals can hold any type of visa to be able to get a UWP.Individuals who receive an Urgent Work Permit (UWP) are required to exit Thailand upon the completion of their tasks and refrain from attempting to get a standard work permit. Should they need to acquire another emergency work permit, the applicant must wait 45 days following the expiry date of their initial UWP before submitting a new application.​Certain job functions are considered "urgent" and justify the issuance of such a permit. These can include:Organizing or Setting Up Conferences, Training, and/or Seminars A foreign expert is required to establish or oversee these events to ensure they meet international standards.Conducting Special Educational LecturesAcademics or industry experts may need to deliver lectures that impart critical knowledge not readily available in Thailand.Aviation Superintendent WorkSupervision and urgent inspections in the aviation field demand specialized expertise for safety and compliance.Occasional Internal AuditForeign auditors might be called upon to conduct unexpected financial reviews to align with global company policies.These are a few situations where foreign nationals are eligible for urgent work permit applications. To find out if your assigned duties fall under urgent cases, we recommend you recheck with the Employment Department of Thailand, the Thai Embassy, or consult with your trusted work permit agency.Work Activities That Don't Qualify for  an Urgent Work Permit in ThailandA standard work permit is not required for the following activities:Attendance at Meetings, Gatherings of Information, or Seminars:Engagements strictly involving passive participation are exempt from work permit requirements.Attendance at Exhibitions or Trade Exhibitions: Individuals attending these events as observers or participants do not need a work permit.Visits at Business Operations or Attendance at Business Meetings:Routine visits for operational oversight or business discussions are legally permissibleListening to Special Lectures and Academic Lectures:Those who are in Thailand to attend lectures without providing any services or performing work, do not require a work permitListening to Technical Training Lectures or Seminars:Similar to academic lectures, attending technical training sessions as a listener does not constitute work.Purchasing Goods at Trade Exhibitions:Buying products at trade events isn’t work.Attending a Board Meeting for a Non-Thai Company: You can freely attend board meetings from your home country without needing a work permit.The regulation explicitly states that if a foreign national is visiting Thailand for general business meetings or any "non-working" activities listed, they are not required to obtain a work permit in Thailand. It's crucial, however, that their activities in Thailand are limited strictly to those mentioned.Should you require any assistance in obtaining your work permit, ManpowerGroup Thailand is ready to provide you with a comprehensive service.​ManpowerGroup Thailand’s Work Permit ServiceManpowerGroup Thailand offers a full range of work permit services in Thailand, including consulting, compiling, organizing, and expediting work permit and Non-B Visa applications. We can also assist in obtaining Non-O visas for spouses and children of employees, as well as handling reports to immigration, re-entry permits for overseas travel, and application renewal. At first, it may seem difficult to obtain awork permit in Thailand. Albeit, with ManpowerGroup’s services, issues can be anticipated and solved to make the process as easy as possible.To see more details of our work permit service, click here.Contact usLINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail:recruitmentthailand@manpower.co.th​​

​ในหนังสือ Crucial Conversations เคยเขียนไว้ว่า “Respect is like air. As long as its present, nobody thinks about it. But if you take it away, it’s all that people can think about” (การให้เกียรติก็เหมือนอากาศ ตราบใดที่มันยังมีอยู่ คนจะไม่คิดถึงมัน แต่ถ้าคุณไม่มีมันแล้ว มันจะเป็นสิ่งที่คนนึกถึง)พนักงานของคุณรู้สึกว่าได้รับความเคารพ และให้เกียรติซึ่งกันและกันหรือไม่..?เมื่อถามพนักงานว่าอะไรสำคัญที่สุดสำหรับพวกเขา "การให้เกียรติ และ Respect ในหน้าที่จากผู้บังคับบัญชา" มักจะอยู่ในอันดับต้น ๆ ของรายการ ซึ่งการค้นพบนี้ได้รับการสนับสนุนจากบทความที่ตีพิมพ์ใน Harvard Business Review เรื่อง "Do Your Employees Feel Respected?" และหนังสือ "Energize Your Workplace: How to Create and Sustain High-Quality Connections at Work" โดย Christine Porath ศาสตราจารย์แห่ง Georgetown UniversityPorath ได้ทำการสำรวจพนักงานในองค์กรเกือบ 20,000 คนทั่วโลก และพบว่าการเคารพ และให้เกียรติซึ่งกันและกันในองค์กร เป็นพฤติกรรมที่สำคัญของการเป็นผู้นำ อย่างไรก็ตาม มีรายงานพฤติกรรมไม่เคารพและพฤติกรรมไม่เหมาะสมของเพื่อนร่วมงานเพิ่มขึ้นทุกปี ในโลกที่องค์กรแสวงหาการมีส่วนร่วมของพนักงานและพนักงานเองก็แสวงหาการเติบโตในอาชีพการงาน แต่ประเด็นการเคารพ และให้เกียรติซึ่งกันและกันนั้นยังถูกมองข้ามอยู่บ่อย ๆ ถึงเวลาแล้ว ที่ผู้นำองค์กร หัวหน้าทีม รวมถึงพนักงานทุกคนควรสร้างบรรทัดฐานในการเคารพ และให้เกียรติซึ่งกันและกัน เพราะการให้เกียรตินั้นเป็นองค์ประกอบสำคัญต่อการพัฒนาตัวเองของพนักงาน การออกแบบองค์กรที่ให้มีการให้เกียรติกันยังทำให้พนักงานนั้นรู้สึกพึงพอใจในหน้าที่การงาน และผูกพันธ์กับองค์กรมากขึ้น พนักงานที่รู้สึกว่าตนเองได้รับความเคารพเพียงพอจะทนต่อการเปลี่ยนแปลงใหญ่ ๆ ที่เกิดขึ้นกับองค์กรได้ ทำงานแบบร่วมมือทั้งภายในทีม และระหว่างทีมได้ดี และมีความคิดสร้างสรรค์ในงานต่าง ๆ เอื้อให้เกิดนวัตกรรมใหม่ ๆ ภายในองค์กรค่ะ อ้างอิงข้อมูลบางส่วน: Harvard Business Review

​A message from Jonas Prising,ManpowerGroup Chairman & CEO:“The data for Q4 reveals employers continue to plan measured hiring despite economic uncertainties. Globally, employers are beginning to moderate their hiring post-pandemic with many focused-on recruiting and retaining the business-critical skills they need to drive growth.Those who emphasize upskilling, reskilling, flexibility, and culture will be most competitive in still-tight labor markets. As transformation accelerates - from generative AI to the green transition - investing in people remains key for companies to build resilience and agility moving forward.”-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Key Findings Employers across all 41 countries report net positive hiring intentions with Outlooks ranging from +11% to 41% for the fourth quarter. Overall, the strongest hiring intentions were found in Costa Rica (+41%), Brazil (+38%), and Switzerland (+38%); with employers in Argentina (+11%), the Czech Republic (+11%), and Japan (+11%) reporting the least optimistic Outlooks. Businesses in the IT industry continue to report the brightest Outlook (39%), followed by Financials & Real Estate (33%), Communication Services (31%), Health Care & Life Sciences (31%), and Energy & Utilities (31%). When asked to rank the top drivers of workforce productivity, employers point to: professional development through training, upskilling, and reskilling (40%), establishing clear goals and objectives for staff (37%), and cultivating a positive work culture that includes performance recognition (36%). The lowest factors identified: leveraging new, AI-enabled tools (18%), in-person collaboration (19%), growing adoption of existing tech (20%). In evaluating candidates beyond their technical skills, employers ranked: communication, collaboration and teamwork (39%); accountability and reliability (33%); reasoning and problem-solving (29%); active learning and curiosity (23%); and resilience, stress tolerance, and adaptability (23%) as key soft skills. To overcome talent shortages, employers report being more willing to hire applicants who are older and seeking employment changes (34%), have been unemployed due to caretaking responsibilities (27%), have non-linear career paths (27%), and/or have been long-term unemployed (26%).-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------DownloadsManpowerGroup interviewed nearly 39,000 employers across 41 countries on hiring intentions for the fourth quarter of 2023.​​​

​When starting a business or having a job vacancy, the obvious course of action is to start the hiring process. Most businesses would do it in-house, with HR being the main person doing the recruitment. Still, there is another option, which is using the services of a recruitment agency. They can offer a specialized service in finding the right talent. Partnering with the right recruitment agency in Thailand can be highly beneficial not only to HR but to the company as a whole. Here are 5 key benefits of using a recruitment agency:Advantages of Using a Recruitment Agency1. High-Quality RecruitmentA recruitment agency strengthens your ability to connect with high-quality candidates with the skills and expertise within the relevant industry. A recruitment agency will most likely have access to a talent pool of pre-screened and referenced candidates. This means that you will meet with individuals who have undergone a thorough assessment, sparing you a great deal of time and effort.Moreover, through the use of a recruitment agency, your business is more likely to have access to the leading job-seekers on the market. Why? Job seekers prefer the efficiency and convenience offered by recruitment agencies.2. Faster HiringMost businesspeople agree with the adage that “time is money,” using the services of a recruitment agency can prove to be a valuable time and cost-saving strategy. Recruitment agencies prioritize giving clients a curated list of high-quality candidates. This allows companies to concentrate on other critical aspects of their business. It is no secret that hiring new staff is a complex and time-consuming process. This is especially relevant if you are a smaller business without the capacity to support an in-house team of recruiters.That said, recruitment agencies in Thailand can be an excellent solution to save time, and you can be confident that your hiring needs are being dealt with professionally and quickly.3. Specialist Recruitment KnowledgeRecruitment agencies have a deeper understanding of technical jobs and the skills needed for them. On top of that, they also possess the expertise to spot transferable skills relevant to your job opening.As your business grows and changes, this specialized knowledge of technical jobs can be an invaluable asset in acquiring new employees for a position that requires specific technical skills.4. Knowledge of the MarketIdentifying the right individual who meets specific requirements can be challenging, especially in a market you are unfamiliar with. In such cases, the expertise and market knowledge of the agency are highly valuable.When partnering with a recruitment agency in Thailand, your business will gain access to their expertise in salary rates, available skill sets, career development expectations, contract support, hiring complexities, and sector-specific market trends, insights that might otherwise remain undisclosed to the general public.5. Additional ServicesOne pertinent advantage of using a recruitment agency is the additional services offered. This can range from background checks on candidates, sub-contract and temporary outsourcing, payroll services, and work permit services in Thailand.In summary, you can benefit from recruitment agencies by tapping into their expertise, saving time and money, gaining access to a wider candidate pool, and receiving assistance throughout the hiring process. These benefits can ultimately lead to more efficient and successful talent acquisition, which is essential for the growth and success of your businesses in Thailand.ManpowerGroup, Your Trusted Recruitment Agency in ThailandBy partnering with Manpower, you will gain access to experienced recruiters who will take care of your recruitment needs, ensuring your business finds the right people with the right skills.ManpowerGroup is the world’s leading workforce expert. We offer comprehensive services ranging from recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing such services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com​​

​Excelling in the Spotlight: The Art of Public Speaking MasteryIn our rapidly evolving, interconnected world, leaders aren't just the captains of their organizations; they are also the face and voice that represents their brand to the public. Great leaders of today channel their personal qualities and express them through sharply honed public speaking skills, shaping the public perception of their organization with every appearance. So, what does it take for these leaders to shine on stage and in front of cameras, and what strategies can we use to captivate our own audience?​The Key Attributes of Accomplished Public Speakers:​Confidence: Confidence forms the foundation of successful public speaking. Leaders must exude self-assurance in their words, body language, and demeanor. This not only reflects the leader's self-belief but also fosters trust and credibility among the audience.​​​Authenticity: With so much exposure to media, the public today is better than ever at detecting a put-on. It is much better in the long run to be able to say what you truly believe with grace, and the audience will be able to recognize it even among a sea of imitation.​Clarity: The ability to convey complex information clearly and succinctly is paramount. Whether it’s stakeholders, employees, or the general public, a good public speaker is able to adjust and adapt their message for any scenario.​Composure: Public speaking can be intense, and leaders should remain composed even in challenging moments. When put on the spot with an unexpected question or handling a sensitive topic, good speakers must remain calm, respond thoughtfully, and maintain control of the conversation.​Effective Strategies for Exceptional Public Speaking:​Message Preparation: Leaders should craft their key messages in advance, ensuring alignment with the organization's goals and values. These messages should be adaptable to various contexts while maintaining consistency.​Audience Awareness: Understanding the audience's perspectives, interests, and concerns helps leaders tailor their messages to resonate with the intended recipients, whether it's investors, customers, or the general public.​Public Speaking Training: Public speaking training programs, such as our upcoming Public Persona Workshop, equips leaders with essential skills and techniques. These programs offer hands-on experience, refining everything from storytelling to handling challenging questions.​Active Listening: Effective communication involves not only speaking but also active listening. Leaders should attentively listen to their audience, which includes taking notes and responding thoughtfully, fostering engaging and collaborative conversations.​Step Up Your Game​Are you in charge of your company’s communications? Are you an executive looking to influence the industry? Are you someone who often finds themselves in front of the media? Or perhaps you are an entrepreneur set on making a name for yourself?​Becoming an exceptional leader involves mastering the art of public speaking—a critical milestone on the path to becoming a skilled communicator and an influential figure. This is where our Public Persona Workshop comes into play. Guided by seasoned experts, it provides a platform to practice and refine the skills that set outstanding leaders apart.​Utilize principles of narrative design to tell a compelling storyLeverage narratives as a part of modern corporate identityLeverage Strengths to become a highly effective communicatorLearn to quickly engage and establish rapport with any audienceHandle the media and members of the press in any situationJoin us for a 2-day transformative workshop experience designed to give you powerful skills and tools to take your public speaking to the next level. See additional information HEREor contact us at Line OA: @manpowergroup_th for details and reserve your seat today!​Learn the techniques that top executives use to craft impactful narratives and ace interviews. Elevate your communication game with our 𝐏𝐮𝐛𝐥𝐢𝐜 𝐏𝐞𝐫𝐬𝐨𝐧𝐚 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩! Join us for a transformative 2-day workshop led by industry pros. 𝐖𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐠𝐚𝐢𝐧: • Utilize principles of narrative design to tell a compelling story • Leverage narratives as a part of modern corporate identity • Leverage Strengths to become a highly effective communicator • Learn to quickly engage and establish rapport with any audience • Handle the media and members of the press in any situation 👥 𝐌𝐞𝐞𝐭 𝐎𝐮𝐫 𝐄𝐱𝐩𝐞𝐫𝐭 𝐈𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐨𝐫𝐬: 👉 Bon Jakobsen - Executive Media Coach With nearly two decades of experience, Bon is a seasoned media coach, a certified Strengths coach, and the top talent in public speaking coaching. 👉 Montri Bootnak - Senior Executive Coach Montri has advised executives from many of the world’s biggest multinational companies, helping them shape their personal branding and career strategies. 👉 Chayuti Chetsandtikhun - Learning and Development Manager With over 6 years of experience in program development and communications, Chayuti has extensive experience as a curriculum designer, facilitator, and keynote speaker. 𝐌𝐚𝐫𝐤 𝐘𝐨𝐮𝐫 𝐂𝐚𝐥𝐞𝐧𝐝𝐚𝐫: 🗓️ Date: November 21-22, 2023⏰ Time: 9:00 AM - 4:00 PM 🏨 Venue: Hyatt Regency Bangkok Sukhumvit 🎟️ Limited seats available! Reserve your spot now with the early bird price of 45,900 THB (From 59,900 THB, VAT excluded) at https://bit.ly/3EBdoEzThis inclusive package covers lunch, coffee breaks, and an unparalleled learning journey.For further details, please contact us via Line OA: @manpowergroup_th​​

Course OverviewGiven today’s media landscape, more and more brands are putting their executives at the forefront to communicate directly to their customers—it is critical for those in upper management positions to communicate with the media fluently. The Public Persona Workshop is designed to prepare every participant with tools and frameworks to both craft and deliver their narrative in any situation. The course will be conducted in Thai.​Recommended ParticipantsThis workshop will be the most beneficial to those who frequently communicates with the media and members of the press, or even those who are responsible for the company’s various communication outlets.​Expected OutcomeThe workshop lasts two days and the participants can expect to learn the two halves of communication: narrative and delivery. The first day of the workshop is focused on working with participants to develop narratives using a framework that applies to both personal branding and corporate communications. The second day is all about engaging the audience and using delivery techniques to ensure a good impression and understanding of the message. The 2-day workshop is taught by instructors with extensive media and corporate communications experience.​What you will gain:Utilize principles of narrative design to tell a compelling story​Leverage narratives as a part of modern corporate identity​Leverage Strengths to become a highly effective communicator​Learn to quickly engage and establish rapport with any audience​Handle the media and members of the press in any situation​Lead InstructorsBon Jakobsen - Executive Media CoachWith nearly two decades of experience, Bon is a seasoned media coach, certified Strengths coach, and the top talent in public speaking coaching. ​Montri Bootnak - Senior Executive CoachMontri has advised executives from many of the world’s biggest multinational companies, helping them shape their personal branding and career strategies.​Chayuti Chetsandtikhun - Learning and Development ManagerWith over 6 years in program development and communications, Chayuti has extensive experience as a curriculum designer, facilitator and keynote speaker.​​Date, time, venue, and training fee.Date: November 21-22, 2023Time: 9:00 AM - 4:00 PMVenue: Hyatt Regency Bangkok SukhumvitLimited slots available! Reserve your spot now at the early bird price of 45,900 THB (From 59,900THB, VAT excluded) at https://www.manpowerthailand.com/public-persona-workshop​This inclusive package covers lunch, coffee breaks, and an unparalleled learning journey.​​For further details, please contact us via Line OA: @manpowergroup_th​​

​Thailand is a great place to work and live. The country offers a blend of cultures, warm locals, delicious food, and affordable living. If you are a foreigner and wish to work here, note that Thailand’s work permit application process can sometimes be complex and confusing.Before you start working here, it will be beneficial to know about the fundamentals of work visas and work permits in Thailand. Our guide will help you go through the application process.Step 1: Document PreparationTo legally work in Thailand, you must apply for a work permit. To do that, you must first get the appropriate work visa. Once you have the proper visa, you can apply for a work permit. That said, there are certain documents that you and your employer need to prepare for the application process. Documents Required from Foreign Individuals:Original passport and copies of Non-Immigrant visa page, latest entry page, and biodata pageCopies of work experience certificates from previous employersCopies of educational certificates or degrees A recently issued medical certificate Three photos 3 ✕ 4 cm. in size, taken no more than six months agoOther job-relevant certificates and licensesDocuments From Employer (Company):A work permit application form (WP.3)Company registration certificate and list of shareholdersVAT certificate and filingsSocial Security payment formsCorporate income tax filingsEmployment contract between the company and the foreign individualRemember to sign all copies of your documents, and certain documents might need to be translated into Thai, especially if they are written in a language other than English. So, check that all your documents are readied to avoid unnecessary delays and ensure a smooth interaction with the Ministry of Labour.Step 2: Non-immigrant Visa ApplicationThere are different types of work visas available for foreign nationals to apply for a work permit once they enter the country, such as the Non-Immigrant B visa (Learn more about the types of work visas here). On the other hand, if you enter Thailand with a tourist or other type of visa, you can convert your visa to non-immigrant with 90 days validity at Thai embassies or consulates. The required documents may include:A passport or travel document with at least 6 months validity remainingA visa application formAn approval letter issued by the Thai authorities, such as the Department of Employment, the Board of Investment of Thailand (BOI), or the Industrial Estate Authority of Thailand (IEAT)A copy of the employment contract between the applicant and the employing companyVarious corporate documents of the employer, such as the invitation letter, certificate of incorporation, shareholders list, company affidavit, etc.Please be aware that the list of documents provided above is not exhaustive, and the necessary documents may differ between embassies.Step 3: Work Permit Application Work permits in Thailand are granted by the Department of Labour. You and your employer need to submit all the documents to the office within ninety days before the visa expires. On top of that, both you and the hiring company must meet the qualifications specified by the Labour Department to be considered for a work permit.If the employer meets specific requirements, such as having total assets or registered, paid-up capital exceeding thirty million Baht, and if a management position is being applied for, or if the application is submitted under a BOI-promoted company, it can be processed at the One-Stop Service Center.​Step 4: Work Permit ApprovalAfter submitting all the application documents, you will get a notification slip indicating the date on which the permit can be collected. The official work permit booklet will be issued by the Department of Labour to foreign employees. The process usually takes around 7-10 business days. In the case of an application via the One-Stop Service Center, the document can be processed and issued on the same day.When you get your work permit in Thailand, you must be present with the original passport in hand to get the work permit stamp from the Department of Labour.After getting your work permit, be sure to have your visa extended from ninety days to at least one year.The work permit application process may sound simple, but in reality, it can be tiring, and many issues can arise. You can make the experience better by getting assistance from a work permit service provider like ManpowerGroup Thailand.ManpowerGroup Thailand’s Work Permit ServiceManpowerGroup Thailand offers a full range of work permit services in Thailand, including consulting, compiling, organising, and expediting work permit and Non-B Visa applications. We can also assist in obtaining Non-O visas for spouses and children of employees, as well as handling reports to immigration, re-entry permits for overseas travel, and application renewal. At first, it may seem difficult to obtain a work permit in Thailand. Albeit, with ManpowerGroup’s services, issues can be anticipated and solved to make the process as easy as possible.See more details of our work permit service, click here.About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services ranging from recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com

​Acing the job interview requires that job candidates take the time to prepare. We have done a series on seven tough interview questions, but knowing how to answer common interview questions are equally important. By participating in mock interviews, answering the toughest and most common interview questions, any job candidate can survive even the most difficult and harrowing job interview. We deconstruct each of the seven questions, and provide a possible answer.​Tell me about yourself.This question is usually the ice-breaker that sets the tone for the interview. Provide a complete understanding of your background and your aspirations as they relate to the prospective position. So throughout your response to this common interview question, focus on your knowledge, skills, abilities and experiences that will likely be the most relevant.​What’s your biggest weakness?The interviewer is trying to determine how honest and self-aware a job seeker is. The hiring manager is also trying to identify any big red flag. The one response you don’t want to give is “I do not have any major weakness.”​Where do you see yourself in five years?The interviewer is trying to understand your career goals and possibly your career path. That means they want to see if you have realistic expectations for your career. Do you understand the role and what it entails? They want to know if your goals and expectations for growth are a good fit, and aligns with the organization’s goals.​What do you look for in a boss?The interviewer is trying to determine the job seeker’s personal leadership style to find out if it aligns with the organization’s culture. It’s also a way to discover if the interviewee is promotable.​Tell me about a time when….?In the majority of interviews, hiring managers ask what are called behavioral interview type questions because they want to find out how you behave and deal with specific types of situations that spring from tell me about a time when….? The ellipses could represent - you made a mistake, resolved a conflict, or satisfied a difficult customer.​What would you do in the first 90 days on the job?The interviewer is trying to find out how you solve problems, set goals, and whether you are an overly ambitious person, who sets unrealistic goals. You also want to emphasize in your responses that the first 90 days in a position, is also a time that you will get to know your team and your boss.​What questions do you have for me?It’s unacceptable to say you do not have any questions. During an job interview, it’s a conversation. The employer is checking you out and you should be doing the same thing. Think about the position that you are interviewing for, what information would you like to know that you cannot find elsewhere? Questions about what success looks like in the role, and any about culture are good bets.When responding to questions in an interview, remember to keep it short (no longer than two minutes for each question), keep it positive, and keep it truthful. Any job seeker who takes the time to prepare answers to each of the seven common interview questions and the seven tough interview questions will find that the job interview is less daunting and harrowing.​Advance your career with us CLICK HERE

​Leaders should be alarmed by the lack of employee engagement. Action is needed now.  The numbers are in and they’re not good. ​According to a Gallup report, 85% of employees are not engaged or actively disengaged at work. That means the vast majority of employees in any given organization would rather be somewhere else doing something else. ​This finding has staggering implications. Research shows a powerful link between employee engagement and critical business success factors, including productivity, profitability, customer loyalty, brand strength, and employee retention. Engaged employees are the engine driving innovation and growth, and when they’re vastly outnumbered, that’s a problem. ​Leaders of a company should be alarmed by this news. Companies, however, can’t seem to get employee engagement right despite the time and money invested in surveys and flavor-of-the-month motivational tools and programs. And that’s the crux of the problem. Sustainable improvement is impossible at the programmatic level; it requires a fundamental shift in the employer-employee relationship and a conscious focus on promoting careers within the organization. ​That’s the focus of the white paper Fulfilling Careers Instead of Filling Jobs: How Successful Companies are Winning the Competition for Talent in the Human Age.  ​The paper discusses the critical role that career development plays in employee engagement. In fact, research shows organizations that provide meaningful career development are six times more likely to engage their employees.  Embedding career development in culture sounds like a monumental, big-ticket undertaking that might slow a company down before it speeds it up. It doesn’t have to.   ​Meaningful gains can be made in a modular process over time. In fact, the white paper lists more than 10 things to do now to begin integrating career development into hiring strategies, people management practices, and learning opportunities. ManpowerGroup has helped companies large and small take that first step, using a customized blueprint for action that delivers results without draining their internal bandwidth. ​Organizations need to take action – meaningful action – now.  

​If you made me choose one word to explain what leaders in the financial services industry need today—and tomorrow—I’d go with “agility.” After all, the past three-plus years have seen one crisis after the other. An unprecedented pandemic quickly flowed into worldwide geopolitical and economic instability. All this is set against the backdrop of the more predictable, but perhaps also more impactful, shrinking of the global workforce as Baby Boomers retire. So yes, I’ll go with agility as the most important tool in the toolbox of CHROs and other leaders in financial services. The industry will continue to be tested in coming years. Economic instability continues, and inflation-fighting moves by central banks have begun impacting financial services businesses. Both investors and younger workers have heightened expectations around equality, sustainability & governance (ESG) initiatives. The changing ways people work are affecting commercial real estate. Disruptive technology is further accelerating the urgency behinddigital transformation. And the aging workforce is affecting leaders’ ability to find the talent they need to excel. These are just some of the trends highlighted in our Financials & Real Estate World of Work 2023 Outlook. Is the bloom off the rose?For more than a century, the financial services industry had an ace up its sleeve in the recruitment game: money. If you wanted to earn the big bucks, banking was your destination. Innumerable studies showed that the primary motivator for students and other young people entering the sector was salary. Fiscal goals remain a high priority for those entering financial services as a career, but we’ve witnessed a shift; the 2007-2008 global financial collapse altered perceptions about the sector. Some Millennials and Gen Z workers were turned off to financial services by that downturn, or perhaps by debt-reform issues in general, and student debt in particular.  Let’s face it: workers’ priorities have changed. Money is still important, but as our own research and that conducted by others indicates, younger workers want their employer to have an aggressive ESG strategy. They want to see commitment to social issues. They want to feel their employer has a larger purpose. Banks need to engage workers to whom these issues are very important, and I see many financial institutions working to get ahead on that front. Sure, there are inherent challenges when you’re addressing such topics as remote-work policies, but people are really pushing for work-life balance—and to succeed in a time of talent scarcity, financial services firms need to respond. Meet them where they areWhen I talk with our financial services clients, one recurring theme is the importance of meeting them where they are. What’s interesting is that “them” and “they” refer to both customers and talent.  Banks are racing to provide a great customer experience (CX) regardless of how and where interactions occur. CX is a hot-button topic in most industries, but it raises unique issues for the financial services sector. For example, two-thirds of consumers like to see a bank branch in their neighborhood, and an even higher percentage visit that branch “mainly to solve specific and complicated problems.” So financial services firms—those in the retail arena, anyway—are under pressure to not only maintain a branch presence, but to staff those branches with knowledgeable employees equipped to help customers solve thorny problems. At the same time, the digital imperative is more powerful than ever; the industry needs to provide great CX, maximize revenue opportunities, and trim costs all the while. Regional and demographic differences add additional complications. In other words, banks need to meet consumers where they are. The same goes for workers. One major trend among ManpowerGroup’s financial services clients is that leaders are reevaluating their talent engagement strategy. More than ever, they ask us for information on the worker skills supply everywhere and are willing to engage talent where they find it, regardless of borders. India has long been a hot spot for talent, and it remains one. But banks are looking farther afield—to nations they previously overlooked in Europe, the Middle East and Africa, for example. And certainly to Latin America. Indeed, the latter region has certain major advantages, including shared time zones, for US-centric firms. Many major financial services companies are piloting talent programs right now in Latin America. Grow your ownOver the past decade or more, it’s been fascinating to observe the evolution of the financial services industry into something that looks and acts very much like the technology sector. When you consider the scale of many banks, as well as the volume of data they process, this makes sense.  It’s not surprising that employment strategies in these industries are quite similar. They share a primary pain point: an enormous skills gap. For financial services, as for tech, the future lies in data analytics, blockchain, automation, AI and machine learning (including the generative AI exemplified by ChatGPT and similar offerings), and even quantum computing. The skill-set gap facing banks over the next three years is huge. They need skills that simply aren’t there. So, what do you do? If you want to compete and excel, you fill that gap by any means possible—“beg, buy and barter” is the expression that comes to mind. That’s the reason upskilling is finally gathering momentum in the US financial services sector (Europe is far ahead on up- and reskilling). Leading firms are also opening up to credentials outside the traditional four-year college, such as tech education programs focused tightly on such areas as cybersecurity and database management.  It’s encouraging that this outside-the-box thinking is gaining a foothold in the sector. Banking was once considered a stable, even stodgy industry—bound by tradition, reluctant to adapt. Those days are long gone. Propelled by the digital imperative and rapidly changing macro conditions, today’s financial services leaders have proven themselves capable of imaginative, agile decision-making. And it’s a good thing, because those skills will continue to be needed for the foreseeable future.​About the AuthorJeff Schott is the Vice President of Strategic Accounts for Financial Services at ManpowerGroup, the leading global workforce solutions company. He has over 20 years of industry experience, specializing in workforce strategy, engagement and transformation. Jeff holds a Bachelor of Arts degree from the University of Scranton and is based in New Jersey.​​Find out more about what’s happing in the Financials and Real Estate industries by downloading the in the all-new ManpowerGroup Global Insights report.​​​​​​

​In preparation for your career in Thailand, a work permit is one document you must obtain before legally working there. Before applying for a work permit in Thailand, you need to ensure that you meet the specific requirements for the type of work you intend to perform, and having a job offer from a company registered in Thailand as the employer will play a significant role in assisting you with the application process.To start the application process, you will need to prepare several documents.Preparing the Required DocumentsIn Thailand, employers are usually responsible for submitting the work permit application, which can be done before or after the foreign employee arrives in the country. However, once approved, the employee must be physically present to collect the work permit.Below are the lists of documents needed from both the employer and foreign individual applying for a work permit.​Documents From Employer (Company):A work permit application form (WP.3)Company registration certificate and list of shareholdersVAT certificate and filingsSocial Security payment formsCorporate income tax filingsEmployment contract between the company and the foreign individual​Documents Required from Foreign Individuals:Original passport and copies of Non-immigrant visa page, latest entry page, and biodata pageCopies of work experience certificates from previous employersCopies of educational certificates or degrees A recently issued medical certificate Three photos that are 3 ✕ 4 cm. in size, taken no more than six months agoOther job-relevant certificates and licenses​The foreigner must sign all copies of the original documents. On top of that, certain documents need to be translated into Thai, especially if they are written in a language other than English. So, be sure to prepare these documents ahead of time.​How Long Does it Take to Get A Work Permit in Thailand?​​The Ministry of Labor is responsible for processing and approving work permits for foreigners. Once all documents are filed, the applicant will receive a notification slip stating the date when the permit can be collected. Normally, the process takes around seven to ten business days or roughly one week. ​Though, the timeline can vary depending on various factors, including the workload of the department, the completeness of the application, and the type of work permit being requested. In certain cases, it may take up to three months.​Additionally, after getting a work permit in Thailand, you must also extend your work visa from ninety days to at least one year. ​How Much Does it Cost to Get A Work Permit in Thailand?​​The cost of a work permit in Thailand depends on many things. It depends on the duration of the work permit and other fees such as application fee, translation, and legalization of documents fee. Also, you need to take into consideration the cost of applying for a work visa.​Cost of Getting a Non-immigrant B visa:A single-entry fee: two thousand Baht with three months validityMultiple entry fee: five thousand Baht with one-year validity​Work Permit Application Fees:Application fee: one hundred BahtWork permit fee: seven hundred and fifty Baht for three months validityWork permit fee: one thousand and five hundred Baht for three to six months of validityWork permit fee: three thousand Baht for six months to one-year validity​Please also note that there are other fees, such as:Medical examination feeTranslation & legalization of documents feeAgency or law firm fee​In summary, getting a work permit in Thailand usually takes approximately seven to ten business days, while the work permit in Thailand cost can vary depending on several factors, you might need to pay between four thousand to eight thousand Baht or more.​Still, the overall process can be at times baffling and require solid preparation. However, the process can be made a lot easier with the help of a work permit service provider like ManpowerGroup Thailand.​ManpowerGroup Thailand’s Work Permit ServiceManpowerGroup Thailand offers a full range of work permit services in Thailand, including consulting, compiling, organizing, and expediting work permit and Non-B visa applications. We can also assist in obtaining Non-O visas for spouses and children of employees, as well as handling reports to immigration, re-entry permits for overseas travel, and applications renewal. ​At first, it may seem difficult to obtain a Work Permit in Thailand. Albeit, with ManpowerGroup’s services, issues can be anticipated and solved to make the process as easy as possible.​See more details of our work permit service, click here.​About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services ranging from recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.​Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com​

By the time you step into a room for an interview, nothing should come as a surprise. You should be familiar with the company, its strategic goals, the people you’re meeting and your own strengths and weaknesses. Like an athlete training for game day, the interview is a chance to show all your preparation and let your skills shine. To show up ready, here are six ways to prepare for your interview. ​Research the company and interviewers Prepare a scouting report for yourself. What positions do the people interviewing you hold? Check their LinkedIn profiles or get information from your contacts about them. Find out which issues the company is grappling with and identify the company’s top strategic objectives. ​Bring supporting materials Show, don’t just tell. Bring a portfolio of your work, even if you haven’t been asked to. If you are interviewing for a higher level position, perhaps you can also bring a draft of a 30-60-90 Day Plan. It must outline what you intend to do when hired and demonstrate to the hiring manager that you are the best candidate. ​Prepare answers to common questions Some questions are asked by almost every interviewer you'll encounter. Here's how to answer the most common interview questions. ​Polish your presentation It’s not just what you say; it’s how you say it. Pay attention to how you are going to carry your body posture. If you don't display confidence and professionalism during the interview, you will lose a competitive advantage. Practice how you’re going to present eye contact, handshakes, and even your listening. ​Conduct a mock interview Your answers may make sense in your head, but how do they sound when you communicate them? The career center at your college more than likely will have services to conduct a mock job interview. If this service isn’t available, rehearse your answers with a friend during each step of the interviewing process. ​Have questions Finally, when interviewers give you the opportunity to turn the tables, don't waste it. Know in advance what you want to ask. Here are interview questions to ask hiring managers. ​Preparing for job interviews includes knowing as much as you can about the company, as well as knowing what you have to offer to help it be more successful. Be prepared. Be confident. Be ready.​Uplift your career opportunities with us CLICK HERE or fill in the information below.​​

​The consumer goods industry is continuing to evolve to deliver the consumer more value, more personalization, more connectivity, and a better experience. However, recent years have shown how much the infrastructure which makes it all possible is vulnerable to disruption.​This ManpowerGroup Global Insights report analyzes the top seven trends impacting the consumer goods industry and its workforce today.• How is consumer buying behavior changing?• What are leading brands doing to grow consumer engagement despite economic uncertainty?• What are the workforce implications? ​​To download the full report, please fill in the information below.​​​

As humanity approaches the realm of AI, experts and IT professionals are increasingly interested in how we would cope if AI were to dominate the world one day. However, before we reach that point, as workers, we should find ways to adapt and collaborate with artificial intelligence.​ Technology and the development of artificial intelligence have rapidly advanced in recent years, particularly with the emergence of ChatGPT in late 2022. ChatGPT is a natural language processing system by OpenAI, aiming to create an AI capable of conversing and answering questions in a manner similar to humans.​ ChatGPT utilizes deep learning technology and the GPT (Generative Pre-trained Transformer) model in its operation. However, the development of ChatGPT is the result of a collaboration between researchers and engineers who specialize in artificial intelligence and information technology. Their focus is on continually improving the system to ensure its reliability and maximum effectiveness in responding to user queries.​ Therefore, ChatGPT has become a thinking companion for many workers. Whether you need travel advice, information, problem-solving assistance, or even just a casual conversation, you can ask ChatGPT a question or provide a statement, and the system will analyze and respond with an understanding that aligns with your needs.​ It's important to note that ChatGPT was not created to replace any specific profession but rather to assist and provide information in various areas. It can be applied in different industries and organizations, such as:​ Customer service: ChatGPT can answer customer inquiries, provide information about products or services, and help resolve general issues. Social conversations: ChatGPT can engage in discussions or exchange opinions with users on various topics of interest, such as stories, sports, movies, fashion, and more. Learning support: ChatGPT can assist in providing explanations, answering questions, or offering guidance in various subjects, including science, mathematics, history, foreign languages, and more. Content generation: ChatGPT can help create various types of content, such as articles, stories, or text for different programs. However, there is room for improvement in its Thai language generation. ​Although ChatGPT canassist and support various aspects of content creation, it cannot replace or substitute for professions that require expertise in specific fields or physical skills. Examples include doctors, engineers, scientists, and athletes. The capabilities of ChatGPT depend on the learned information and the generation of text that closely resembles human-like responses. However, the system has limitations, and the provided information or advice may not always be accurate or appropriate. Users should exercise critical thinking and evaluate the information received from ChatGPT before using it. ​ChatGPT is a natural language processing system that utilizes deep learning technology and the GPT model to create an artificial intelligence capable of conversing and providing information on various subjects. Although it possesses human-like capabilities in answering questions and engaging in conversations, it has limitations and requires additional scrutiny and evaluation of the information received. ChatGPT was not created to replace any specific profession but has the potential to enhance language-related problem-solving and information provision in various areas, benefiting organizations and businesses.​ ​

Talent Solutions, a global leader in sourcing, managing and developing workforces as part of the ManpowerGroup (NYSE: MAN) family of brands, has been named a global leader in Recruitment Process Outsourcing (RPO) for the 13th year in the Everest Group PEAK MatrixÒ Assessment. In addition to being recognized for the breadth and depth of its global offerings, Talent Solutions has also been named as a leader in North America, Asia Pacific, and Europe, Middle East, and Africa (EMEA).​​"Talent Solutions RPO has a longstanding history of driving an organization's business strategy through their talent," said Talent Solutions Global Brand Leader Stefano Scabbio. "Through our integrated solutions, enabled by technology and data-driven insights, we are able to uniquely drive competitive advantage for our clients."​This year Everest Group recognized Talent Solutions' robust talent advisory practices while offering a range of consultative services under three broad buckets: talent strategy, talent transformation, and talent sustainability. Additionally, it was recognized for providing detailed DE&I services to clients, including diverse talent sourcing and DE&I partnerships. ​"Our market leadership over time is due to our agility and value delivered to companies in ever-changing market conditions. Now, more than ever, our clients rely on us to help them navigate economic uncertainty paired with the sustained talent shortage, asking for focused expertise in balance with flexibility," Marceline Beijer, Global Brand Leader of Talent Solutions RPO, said. "We are proud to consistently be recognized by Everest Group for our leadership in delivering critical value both globally and within the regions."​Everest Group also cited Talent Solutions' continued investments in its technology stack, including: ​PowerSuite™ - A comprehensive digital platform that integrates various proprietary and partnership tools, offering features such as landing sites, workflow automation, hiring campaigns, candidate engagement, and interview scheduling within a unified technology ecosystem. Rapid Recruit - A powerful tool offering functionality for seamless high-volume recruiting by leveraging automated job feeds, interview automation, and more. IntelliReach - A self-service business intelligence and market insights portal with on-demand dashboards, modeling and predictions, and peer benchmarking capabilities to support data-driven Talent Acquisition. ​"Talent Solutions continues to support its clients through its global delivery network, extensive geographic footprint, and wide range of services," said Arkadev Basak, Partner, Everest Group. "With its strong domain knowledge and strategic investments in technology and analytics, Talent Solutions continues to hold its positioning as a Leader on Everest Group's Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2023 – Global."​The Everest Group PEAK Matrix is a comprehensive evaluation framework based on an assessment of delivery capabilities measured across seven dimensions -- market adoption, portfolio mix, value delivered, vision and strategy, scope of services offered, innovation and investment, and delivery footprint.​Credits: PRNewswire​Need help with your workforce strategy?Business transformation and talent shortages are causing workforce disruption. We can help you solve your most complex talent and workforce challenges.Contact us

​If you are among the many foreigners who view Thailand as an ideal place to stay for the long term, then pursuing employment in this country stands as an excellent and practical choice. As you may already know, working in a foreign country requires a work permit. In order to get a work permit in Thailand, you must first have a valid work visa.​What is the difference between a work visa and a work permit? Aren’t they the same? And what type of work visa can I apply for? ManPower Group Thailand is here to answer your questions.​The Difference Between a Work Visa and a Work PermitWhile work visas and work permits may be considered the same thing for some countries, Thailand follows a different approach. To legally work in Thailand, foreigners need to have both a work visa and a work permit. They are two separate documents and cannot be used interchangeably.Work VisaFor foreigners to work in Thailand, they must apply for a work visa while outside of the country. There are different types of work visas available for foreign nationals to apply for a work permit once they enter the country, such as the Non-Immigrant B visa. On the other hand, if the foreigner is already in Thailand with a tourist visa, they must convert the tourist visa to a non-immigrant visa, valid for 90 days and can be extended once their work permit in Thailand has been issued.Work PermitAs mentioned above, a work visa is required for foreigners to obtain a work permit. It is a legal document issued by the Ministry of Labor outlining the foreign employee’s occupation, position, and the employing company. It allows non-Thai citizens to work or legally establish a business in Thailand. Additionally, note that the work permit application process should be completed within ninety days before the applicant’s non-immigrant visa is expired to avoid having to re-enter the country.​The 5 Types of Work Visas in ThailandOnce you start the work visa application process, you might get overwhelmed by the many different types of visas offered by the Royal Thai Embassy. You must choose the type of visa that best suits your situation (working in Thailand, opening a business in Thailand, etc)and the work you will do.Here are the five types of non-immigrant visas foreigners can apply for work or business-related purposes:​1. Non-immigrant B Visa (Business Visa)Sometimes called “Non-Immigrant visa B,” it is the most common type of work visa issued for foreigners who want to work in a Thai company or conduct business in Thailand. ​You can apply for a Non-Immigrant B visa from your home country, as it will allow you to stay in the country for up to ninety days. Th Once you have completed the application process for a work permit in Thailand, you can apply for a one-year Non-Immigrant B visa.​2. Non-Immigrant B-A Visa (Business Approved Visa)This type of visa is granted to foreigners who invest in a business in Thailand. To get this visa, the associated company must assist in processing the visa on behalf of the foreign investor. However, a Non-Immigrant B-A visa is relatively uncommon, and the issuance depends on the discretion of the embassy or the consulate.​3. Non-Immigrant IB visa (Investment and Business Visa)The non-immigrant IB visa is specifically issued to foreigners who intend to work for companies or projects promoted by the Board of Investment of Thailand (BOI).​4. Non-Immigrant M visa (Media Visa)Suppose you plan to work in the media industry in Thailand, whether in television, film, or online media. The Non-Immigrant M visa is the work visa you should apply for. Please note that further approvals from related authorities may be required to issue this type of visa, depending on the specific media work you will perform.​5. Non-Immigrant O Visa (Accompanying Family Members)Should your family members or spouse come along with you to Thailand, they need to obtain a Non-Immigrant O visa. This type of visa is also granted to “retirees,” or applicants over the age of fifty, foreign nationals engaging in volunteer work, and those who are married to Thai citizens.​Acquiring one of the above-mentioned types of work visas will allow you to get a work permit in Thailand. However, apart from those visas, the kingdom also offers “smart visas” to drive the economy through innovation.​Smart VisaThe Smart Visa is a new visa program established with the goal of attracting talent and technologies with a view to further developing its “S-Curve” industries.​A Smart Visa is designed to attract highly-skilled employees, investors, executives, and startup entrepreneurs wishing to work or invest in targeted industries including: Next-Generation Automotive, Smart Electronics, Agriculture and Biotechnology, Automation and Robotics, Aviation and Logistics, Biofuels and Biochemicals, Medical Hub, Digital, Alternative Dispute Resolution, Human Resource Development in Science and Technology, Environmental Management and Renewable Energy, etc.​Smart Visas offer a range of benefits for foreign nationals, such as a four-year permission to stay in the country, one-year check-ins at immigration (instead of ninety days), work eligibility for spouses and children without the need for work permits, and no need for re-entry permits.​The process of obtaining a work visa and a work permit in Thailand can become overwhelming, thanks to the variety of available work visas. If things seem too complicated, getting support from a professional work permit service can make the experience easier.​ManpowerGroup Thailand’s Work Permit ServiceManpowerGroup Thailand offers a full range of work permit services in Thailand, including consulting, compiling, organizing, and expediting work permit and Non-B visa applications. We can also assist in obtaining Non-O visas for spouses and children of employees, as well as handling reports to immigration, re-entry permits for overseas travel, and application renewal. ​With ManpowerGroup’s services, issues can be anticipated and solved to make the process as easy as possible.​To see more details of our work permit service, click here.​About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services as a premier recruitment agency in Thailand, ranging from recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.​Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com​

​A message from Jonas Prising,ManpowerGroup Chairman & CEO:“This data suggests employers are planning more measured hiring for the quarter ahead as they navigate a range of local and macro level challenges from supply constraints to uneven consumer confidence and rising inflation. That said, attracting and retaining business critical talent remains a priority, and our survey respondents around the world continue to be focused on hiring for in-demand roles.”​​The latest ManpowerGroup Employment Outlook Survey finds employers in 26 countries report a weaker hiring outlook compared with the same period last year, improving in 12, and remaining unchanged in two.​​All regions showed a net positive hiring outlook, though hiring plans are weaker year-over-year globally.​​​​North America continues to hold the strongest outlook (+35%), followed by Asia Pacific (+31%), and South and Central America (+29%), with Europe, Middle East and Africa reporting the weakest (+20%).Digital roles continue to drive the most demand globally with businesses in the IT industry reporting the brightest outlook for the third time this year but weakening -7% compared with Q3 2022.​​KEY FINDINGS FROM THE Q3 REPORT​​​​For Q3 the most optimistic hiring outlooks are reported by organizations in Costa Rica (+43%), the Netherlands (+39%), and Peru (+38%). Employers in Argentina (+6%), Slovakia (+10%), Austria (+11%), and Italy (+11%) report the least optimistic outlooks.Among the world’s largest economies, respondents in the United States (+35%), the United Kingdom (+29%), Germany (+28%), and France (+21%) all plan to hire in the third quarter.Organizations in the IT sector (39%) report the strongest outlook, followed by Energy & Utilities (34%). The least optimistic hiring plans are found in the Communication Services (22%) and Consumer Goods & Services (22%) industries.Year-over-year, employers in 26 countries plan to hire fewer workers, with the NEO declining -4 percentage points. The biggest year-over-year declines are reported in Brazil (-19%), India (-15%), Argentina (-14%), Finland (-14%), and Ireland (-14%).​ManpowerGroup interviewed nearly 39,000 employers across 41 countries on hiring intentions for the third quarter of 2023.​Please fill in the information below to download the full report​

​​​June is Pride Month, the vibrant celebration of diversity, equity, inclusion, and belonging (DEIB). It's a time to recognize and show allyship to our lesbian, gay, bisexual, transgender (transsexual), queer (questioning), intersex, and allied (asexual/aromantic/agender) (LGBTQIA+) family, friends, and colleagues. While many of the festivities are revelatory, they should also serve as a crucial reminder for organizations worldwide to create inclusive workplaces that embrace people feeling safe and welcome to bring their true, authentic selves to work during the other 11 months of the year. Here are some impactful ways to support our LGBTQIA+ colleagues at work, champion inclusivity throughout the year, and ensure that Pride Month is more than just a performative display with a shelf-life lasting June’s 30 days:​1. Build an LGBTQIA+ support networkTo attract and retain LGBTQIA+ employees, it's essential to create visible support within the company. Encourage LGBTQIA+ staff business resource groups (BRGs) and other work-social groups and extend the same opportunities for extracurricular activities. These initiatives provide a sense of belonging and demonstrate your commitment to fostering an inclusive environment 24/7/365. Additionally, you can forge partnerships with local LGBTQIA+ groups, such as community centers, advocacy organizations, and charities. Engaging with these groups demonstrates long-term commitment and offers valuable insights into the challenges faced by LGBTQIA+ individuals. It also paves the way for positive social change. 2. Develop an effective corporate DEIB policyCrafting a clear and comprehensive DEIB policy is crucial to fostering a welcoming, inclusive environment. Explicitly include sexual orientation, gender identity, expression, and sex characteristics/intersex status to reinforce your commitment. The policy should outline both the company's and employees' responsibilities while emphasizing the consequences of policy violations. By establishing and driving DEIB initiatives, you can help improve buy-in from all levels of your organization. Encourage empathy by exposing employees to diverse perspectives and viewpoints. Regularly train them on DEIB, ensuring their familiarity with the policy. A truly inclusive workplace is one where individuals from diverse backgrounds feel seen, heard, and valued. Rather than blending in, they bring a unique perspective that challenges homogeneity in attitudes, values, and beliefs. To foster allyship and equal opportunities for LGBTQIA+ employees, go further than just checking a few boxes. Promote a diverse pool of candidates for senior leadership and board positions, while providing comprehensive training to managers and employees on inclusive behaviors. Seek individuals who possess curiosity, humility, and courage. Leaders who exhibit a passion for learning, the humility to acknowledge mistakes, and the courage to speak out against injustices lay the foundation for lasting change. 3. Leverage technology to establish best practicesDEIB technology has evolved to support companies in implementing inclusive policies and practices. Leverage these tools to gain valuable insights, reduce bias, enhance transparency, and offer timely analytics. The World Economic Forum's Diversity, Equity, and Inclusion 4.0 toolkit provides an excellent resource to explore the myriad opportunities offered by technology. 4. Listen, apologize, and learn from mistakes“To Err is Human; to Forgive, Divine.” - Alexander PopeWe all make mistakes. Recognize that missteps may occur along the DEIB journey. If you're called out for microaggression or an act of exclusion, respond with compassion, concern, and humility. Make a sincere effort to listen and understand, apologize genuinely, and avoid making the situation about yourself. This compassionate response fosters a culture of learning and growth. Know that growing pains are part of the process. If you make a mistake and are quick to right the wrongs, you can build an open, transparent, and more trusting environment where we know mistakes will be made and forgiveness can be doled out. 5. Set targets and track progressHold your company accountable by setting measurable targets and regularly tracking progress. Senior decision-makers should receive frequent updates on DEIB efforts, including employee experience and engagement levels. If you don’t already have one, appointing a senior-level officer to oversee and direct DEIB initiatives, education, and training ensures that inclusion remains a priority. Implementing it at the C-Suite level will show that an organization is taking seriously its role in holding everyone, from the top down, accountable. While these aforementioned tips represent a small fraction of the ways you can make a difference in the lives of our LGBTQIA+ colleagues, you should also take the initiative to conduct research and educate yourself.  A good place to start is with the United Nations Human Rights Office's Standards of Conduct. This is an invaluable resource that provides guidance on supporting LGBTQIA+ rights in the workplace, marketplace, and community. This collaborative effort by numerous companies across sectors ensures a comprehensive understanding of best practices. At ManpowerGroup, we firmly believe that businesses play a pivotal role in driving positive societal change. By intentionally creating diverse and inclusive workplaces, organizations can attract top talent and foster innovation. Supporting our LGBTQIA+ colleagues year-round goes beyond symbolism, generating tangible benefits for individuals and the bottom line. Together, we can build a future where everyone feels valued, respected, and empowered. Let us embrace diversity, celebrate authenticity, and continue championing inclusivity every day of the year. Download the LGBTQIA+ Inclusive #WordsatWork Guide to learn more about proper pronoun usage.​​

​Important AnnouncementWarning! Fraudsters have been deceiving victims by misusing ManpowerGroup's client name or ManpowerGroup's name to have victims work for our client or work for us and transfer money to their bank accounts.​We, Skillpower Services (Thailand) Co., Ltd., Manpower Professional and Executive Recruitment Co., Ltd., HR Power Solutions Recruitment Co., Ltd. and Borderless Talent Solutions Recruitment Co., Ltd. (subsequently "ManpowerGroup" or "us" or "we") have been informed that ManpowerGroup name and trademark are being used by persons who are in no way related to the ManpowerGroup. These persons place job adverts on social media or general market websites using the name 'ManpowerGroup' without our permission to misrepresent that they are our companies' agent and solicit the victims to earn money from a job and deceive the ictims to transfer money to their bank accounts causing personal damage to victims and ManpowerGroup' reputation.​We would like to inform you that ManpowerGroup including employees have no involvement in this fraudulent conduct. Such conduct constitutes a violation of both criminal and civil laws, and our company is in the process of taking legal action against these fraudsters to the end.​Moreover, ManpowerGroup would like to inform you that we have no policy to offer such jobs nor any employment which requires the candidates to transfer money or purchase any products. Please be advised that ManpowerGroup has no policy to charge candidates any fees for seeking any jobs from us.Thus, we would like to inform you to be cautiously aware of the said conduct of the fraudsters and disregard any solicitation or job which requires the candidates to transfer money, and please keep your personal information safety.

​Due to its growing economy, low cost of living, rich culture, and supportive expatriate community, Thailand is a popular destination for foreigners searching for work. If you are reading this article, you may already have a work permit in Thailand and have employment that you find satisfying. But you might wonder what to do when you want to change your job.​As a foreigner in Thailand, switching jobs can be a complex and often confusing process that requires careful attention to the stringent process. ​Can Foreigners Transfer Work Permits in Thailand?If you plan to change employment, you must get a new work permit application. You are not allowed to have a job different from the one you were given a work permit for. You are also not allowed to work with a different employer from the one stated in your application.​If you are terminating your employment, you are required to return your work permit to the Labor Department. You have to do so if you want to apply for another work permit with another company.​As a foreigner, you can transfer your work permit from your previous employer to your new employer. However, it is not “transferring” per se; instead, you must cancel and re-apply for both your work permit and visa. Oftentimes, when foreigners change their jobs they are expected to leave the country before getting a new visa and work permit.​Nevertheless, there is a way for foreign workers to stay in Thailand whilst transferring their work permits in Thailand.​How To Legally Transfer Your Work Permit​​To begin, you have to cancel your current work permit. Coordinate with your employer to inform the Ministry of Labour about your resignation date. This step is crucial to ensuring that your leave from the company coincides with the submission of your new work permit application.​Canceling Work Permit & VisaAfter completing the previous steps, you must terminate your work permit with the Ministry of Labour. Next, take your passport to the Immigration Office to cancel your visa. Your visa must also be canceled the same day that the work permit is canceled. ​It is imperative that when canceling your visa, you leave the country the same day, as the visa is directly associated with the work permit. Also note that when you leave the country the visa is voided and it will affect the work permit. So, immediately after canceling your visa apply for an extension of stay at the Immigration Office This extension will allow you to remain in Thailand for an additional seven days.​​​​Getting a New Work PermitOnce you have canceled your work permit and successfully applied for an extension of stay, the next step is to get your new work permit with the documents provided by your new employer. Timeframe for the approval process can vary, but it usually takes approximately seven days to issue the work permit in Thailand.​While waiting for the new work permit to be processed, you should work with your new employer in preparing the documents for extending the extension of stay from seven days to one year. Furthermore, these documents must be submitted to the Immigration Bureau immediately after obtaining the new work permit within seven days of the extended visa.​If you successfully followed this process, rest assured that you can avoid having to leave the country to re-apply for a new work visa.​A Possible ComplicationWhile applying for a new work permit, there is still a chance you will have to leave and re-enter Thailand. This can happen if the Ministry of Labour does not do the renewal within seven days (within the extension of stay).​What About the Process of Changing Jobs Between BOI-Affiliated Companies?If you are employed at a BOI-affiliated company and wish to switch to another BOI-affiliated company, the process is much simpler. You don’t even have to cancel your work permit. Simply transfer it to your new position.In summary, transferring your work permit in Thailand is doable but can be complicated, and those unfamiliar with the process risk having to leave and re-enter the country, which takes time and could raise even more issues. With assistance from ManpowerGroup, you can be confident that transferring your work permit in Thailand will be a breeze.​To see more details of our work permit service, click here.​About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services as a premier recruitment agency in Thailand, ranging from visa & work permit services, recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.​Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com​