Innovations in Recruitment of the “Right” Person: Global Trends and Challenges for the Thai Government

Abstract

Since Thailand has become an aging society, a share of the older workforce both in the governmental and private organizations is increasing. When the Baby Boomer (Gen BB) reach their retirement age and leave the organizations, it could be a great lost of experienced and knowledgeable workers, which Generation Y (Gen Y) could be incomparable. Studies has revealed that the average age of Thai civil servants is 43.03 while Gen Y servants account for 39.9 percent of the total number of servants. For these reasons, recruitment of Gen Y as a replacement for Gen BB who are retiring could be challenging for Human Resources professionals. They need to come up with innovations in attracting the ‘right’ Gen Y person to the Thai government, for the purpose of efficiency and effectiveness of the Thai civil service system on the global competitiveness in the 21st century.
According to case studies of innovations in recruitment such as employer branding used by the Singapore Public Service and Gamification employed by HCL Technology in India, the two innovations could attract Gen Y candidates. Accordingly, the Thai government should take these techniques into account to recruit new generations of government officials.