Building a Resilient Workforce: How Sustainable Recruitment Elevates Manufacturing in Southeast Asia
Southeast Asia (SEA) is maintaining its momentum as a key manufacturing centre, with Malaysia excelling in semiconductors, Vietnam in electronics, and Thailand in automotive production. To ensure continuous success, the manufacturing workforce should be equipped with advanced skills in processes, technology, and overall supply chain performance. Recognising the need to balance employee satisfaction with cost-effectiveness, 88% of Asia-Pacific CEOs (according to an EY survey) are exploring talent strategies that will boost efficiency and savings.
However, there is a concern amongst the younger generation’s negative attitude towards working in the manufacturing industry. Jobs in this sector are deemed “dull, dirty, and dangerous” to them, which explains why they resist doing technical and physically demanding jobs that seem less fulfilling to them. This discourages them from pursuing a career in manufacturing. Given the ongoing skill and talent shortage, businesses should consider innovative approaches to attract and retain talent. This is where sustainable recruitment comes in.
What is sustainable recruitment?
Sustainable recruitment is like building a strong team. It’s not just about finding the best players. It’s also about finding people who share the team’s goals. In this case, it identifies talent who not only possess the necessary competencies for a role but also embody the company’s environmental, social, and governance (ESG) principles. This approach essentially helps you to attract talent who will be more invested in the company’s success and will want to remain with you for the long haul.
In sustainable recruitment, recruiters consider specific criteria beyond technical skills. Candidates are also evaluated based on their alignment with the company’s ethical and value system, sustainability goals, and potential to contribute positively to the corporate culture. The candidates’ familiarity or involvement with sustainable initiatives, diversity and inclusion, and environmentally friendly programs are crucial determinants in the hiring process.
How do you assess talent through sustainable recruitment?
Sustainable recruitment helps make candidates feel that they’re not merely a cog in the manufacturing machinery. You’ll be able to attract values-driven talent, enhance your employer brand, increase employee engagement, improve your retention rates and reduce costly turnovers, inspire innovation, and build a positive reputation within the industry and among consumers.
For employers, hiring managers, and workforce management consultants in the manufacturing industry, here are ways to evaluate candidates using the sustainable recruitment approach.
1. Evaluate environmental awareness
Ask relevant questions that reflect the candidate’s knowledge of environmental issues, their understanding of sustainable practices, and their ability to implement eco-friendly solutions in the workplace.
2. Determine ethical decision-making
Present the candidate with hypothetical scenarios and evaluate their responses based on ethical considerations, such as fairness, integrity, and accountability.
3. Examine cultural fit
Cultural fit is a key component in building successful teams. Assess the candidate’s alignment with your organisation’s culture and values, including its commitment to sustainability, diversity, and inclusivity.
4. Assess social responsibility
Evaluate the candidate’s dedication to social responsibility by examining their past involvement in community initiatives, volunteer work, or advocacy for social causes.
5. Gauge collaboration skills
Consider the candidate’s ability to work collaboratively with diverse teams and stakeholders to achieve your company’s objectives, such as promoting social equity in the workplace or reducing environmental impact.
6. Appraise past experiences
Examine the candidate’s previous experience with ESG-related roles or projects, including their contributions to environmental initiatives, corporate social responsibility (CSR) programs, or sustainable business practices.
7. Review problem-solving capabilities
Creativity, innovation, and problem-solving skills are essential in the manufacturing sector as sudden changes can happen that may disrupt operations. Assess how they can navigate challenging situations, particularly in the context of developing sustainable solutions to complex challenges faced by your organisation.
8. Consider long-term impact
Assess the candidate’s potential long-term impact on your company’s sustainability goals, including their ability to drive positive change and contribute to the overall success of your business in the long run.
Learn more about sustainable recruitment with ASW Consulting
Sustainable recruitment presents significant opportunities for companies in Southeast Asia’s manufacturing industry. They can effectively build a future-proof talent pipeline, create a more engaged workforce, enhance their reputation, and drive long-term success.
At ASW Consulting, we understand the importance of finding the right talent to fuel your company’s growth. As a trusted recruitment agency in Vietnam and Thailand, we specialise in connecting companies with the best candidates who align with their sustainability goals and values. Our expert talent acquisition consultants in Ho Chi Minh and Bangkok can offer tailored staffing solutions, market insights, and accurate assessment tools to help you recruit the right talent and support a sustainable workforce for the future.
Contact us at our headhunter agency in Vietnam and Thailand to learn more about how our recruitment services can benefit your organisation and take the first step towards building a sustainable future.
Related blogs:
Attract, Hire, Retain: Top 10 Strategies to Hiring Top Talent in Southeast Asia
How is the Manufacturing Industry Driving Vietnam’s Growth?