How to Attract Top Talent in Southeast Asia’s Competitive Job Market
SEA Labour Market Trends
According to the World Economic Forum’s “Future of Jobs” 2025 Report, the evolving labour markets in Southeast Asia (SEA) from 2025 to 2030 will be driven by technological innovation, an unpredictable economic climate, and global trade disruptions.
To adapt, 96% of employers in the SEA region are prioritising skill development for their workforce and 86% are recruiting talent with new skills. Promoting internal mobility is also a key strategy to develop and retain talent. However, a major obstacle to business growth is recruiting skilled talent, with an increasing demand for regulatory changes to widen the talent pool.
Tips to Attract Talent in 2025
As competition for skilled professionals intensifies, employers must adapt their strategies to recruit and retain top talent in 2025. Consider the following recommendations to attract high-calibre professionals and create a resilient talent pipeline for long-term business growth
1. Cultivate a strong employer brand
Develop an employer brand by instilling your corporate values and promoting a positive work environment. Nurture a company culture that supports teamwork, open communication, professional growth, and employee well-being. Participate in Corporate Social Responsibility (CSR) activities that resonate with local values. Having a distinct employer brand will help attract candidates who are aligned with your mission.
2. Offer industry-standard compensation and tailored benefits
PwC’s Asia Pacific Workforce Hopes and Fears Survey 2024 revealed employees’ top job priorities: Financial rewards (77%), Fulfillment (69%), and Flexibility (64%). Do your due diligence by researching competitive salary ranges within your industry and region. Consult with reputable recruitment agencies or job search platforms.
Aside from the usual government-mandated employee benefits, provide practical perks such as a more comprehensive healthcare coverage, flexible work arrangements, transportation allowances, and other benefits that cater to employees’ evolving needs.
3. Be open to flexible work models
Speaking of work flexibility options, a Stanford University study revealed that employees working from home two days a week are as productive and promotable as their office-based colleagues. Resignations dropped 33%, leading to significant company savings. Consider adopting hybrid working schedules as more Southeast Asian workers are more attracted to companies that offer flexible models for work-life balance. Ensure that they have the appropriate tech tools to work remotely and efficiently.
4. Provide learning & development opportunities
In the same PwC survey, 78% of respondents noted that learning opportunities (or lack thereof) can affect their decision to remain with the company. Offer skills training programs, online learning platforms (e.g., LinkedIn Learning, Coursera), and clear avenues for career progression to upskill your workforce. Mention these in your job postings to attract more candidates.
5. Consider skills-focused hiring
A Deloitte survey found that 72% of businesses are facing talent shortages, pushing them to explore skills-based hiring for better efficiency. This approach delivers results: Burning Glass Institute reports a 25% to 40% faster hiring process, while Deloitte’s Benchmark Report highlights an average 30% reduction in recruitment expenses through AI and pre-vetted talent pools.
Incidentally, according to Outsized 2025 Talent-on-Demand Report, the most in-demand skills in the SEA region are strategy, business transformation, product management, project management, marketing, and data analytics.
By implementing a skills-based hiring strategy, you can expand and enrich your organisation’s talent pool and reduce recruitment errors, leading to more effective hiring decisions. It also promotes diversity by providing opportunities to individuals from underrepresented backgrounds who may lack conventional qualifications.
6. Trust the tech
AI-driven recruitment tools from LinkedIn and JobStreet can boost efficiency in your sourcing and screening efforts. Applicant Tracking Systems software (e.g., BambooHR, Greenhouse) can help streamline job application management by enabling recruiters and hiring managers to efficiently track, filter, and organise candidate resumes, among other time-saving functions.
Optimise your job listings to improve candidate quality while significantly reducing time-to-hire. Use Google Analytics to gather data on how your job postings are performing. Apply relevant keywords in your job listings for Search Engine Optimization purposes to effectively target your ideal candidates.
7. Conduct an Employee Referral Program
The best people can come from your own people. Encourage your employees to refer candidates from their own personal and professional networks. As an incentive, reward the referee if their candidate was successfully hired.
8. Cast a wider net with omnichannel recruitment
Attract top talent more effectively by using a combination of digital platforms, job portals, and social media. This ensures a smoother hiring process, improve candidate engagement, and broaden the reach of your job vacancies for better hiring outcomes. Partner with local universities and vocational schools to attract fresh graduates. Participate in industry-specific forums, LinkedIn groups, and local networking events. Share company updates, job openings, and industry insights on your company’s social media platforms to attract passive candidates.
9. Promote diversity and inclusion
Welcoming diversity and practising inclusive hiring methods gives you a treasure trove of candidates with fresh perspectives and innovative ideas. Make sure your recruitment process is free from bias and foster a company culture that values diversity.
10. Invest in employee retention initiatives
Satisfied employees can become your company ambassadors to attract talent. Encourage your staff to share their success stories from their career journey within your organisation. Implement recognition programs and employee engagement activities to celebrate achievements and boost morale. Regularly check in with your staff to understand their needs and address concerns.
Attract high-quality talent with a reliable recruitment agency
Finding and retaining top talent in Southeast Asia is becoming more competitive, and businesses need to adopt innovative hiring strategies to stay ahead. ASW Consulting, a trusted recruitment agency in Bangkok and Ho Chi Minh City, can provide the expertise and market insights that you need to attract the right candidates. We can efficiently source top-tier professionals in Southeast Asia utilizing our expansive talent pool and our data-driven recruitment methods.
Our team of experienced talent acquisition specialists in Bangkok and Ho Chi Minh City can help you secure the best talent to support your business transformation. Learn more about our client services here and contact us today or visit our headhunting company in Thailand and Vietnam for bespoke talent attraction strategies.
Related blogs:
Thriving Through Change: A Guide for Thai Professionals
The Thai Job Seeker’s Guide to Researching Companies Before Applying
What to Expect in Thailand’s Job Market in 2025
From Clicks to Hires: Optimise Job Listings for Vietnamese Talent
