Overview & Economic Context
- Thailand’s economy is facing modest growth in 2025 (around 2.2–2.3% growth forecast), with pressure from weak domestic demand, high household debt, and global trade headwinds. Reuters+1
- Because of this uncertainty, many Thai businesses are being cautious with hiring. They are restructuring, delaying large expansions, or favouring more flexible work arrangements. hays.co.th+1
Key Trends in Staffing / Recruitment
- Skill shortages
- Over 70% of organisations in Thailand report facing moderate to extreme shortages of skilled workers — among the highest in Asia. hays.co.th+1
- Positions hardest to fill are intermediate-level roles and management positions. hays.co.th+1
- Shift toward flexible employment
- The adoption of contract, part-time, and temporary roles is rising as firms try to manage risk. Permanent full-time hiring has slowed. nationthailand+1
- In large companies (100+ employees), part-time permanent positions have increased (from ~20% to ~42%), and contract/part-time roles have also risen significantly. Bangkok Post
- Rising importance of AI, digital skills & tech sectors
- In Thailand, demand for tech/AI/digital skills is accelerating. Many companies expect employees to have competency in AI tools and related technologies. adecco.co.th+2nationthailand+2
- Sectors like IT, cloud computing, data centres, cybersecurity are seeing strong hiring demand. adecco.co.th+2Bangkok Post+2
- Employee retention & benefits becoming more central
- Because hiring is harder, many organisations are investing more in keeping existing employees—through enhanced benefits, work-life balance, flexibility. hays.co.th+1
- Examples: more leave types (paternity, family care, birthday), better well-being offerings, etc. Bangkok Post
- Job insecurity & turnover
- With economic headwinds, job insecurity is rising. A significant proportion of professionals are considering switching jobs; many already have. hays.co.th+1
- Employers are more likely to do restructuring, cost cutting, or freeze hiring for certain roles. hays.co.th+1
- Foreign and migrant labour dynamics
- Thailand is adjusting its foreign labour policy, partly in response to labor‐shortage issues. For example, recruiting workers from Sri Lanka to offset decline in workers from Cambodia. Reuters
- New BOI (Board of Investment) rules coming into effect in late 2025 will impose minimum salary thresholds for foreign experts and requirements related to the ratio of Thai employees for certain promoted companies. Belaws
Opportunities & Challenges
Opportunities:
- Talent supply in high-tech & digital transformation: Training programs and government incentives (for EV, AI, semiconductors, etc.) will create demand. Companies that invest in upskilling will be well placed. Reuters+1
- Flexible workforce models: Employers able to use contractors, part-timers, hybrid remote workers can adapt more quickly to changing business conditions.
- Enhanced employer branding & benefits: Organisations that offer strong benefits, flexibility, and invest in employee experience may win the competition for talent.
Challenges:
- Cost pressures: Matching rising expectations for pay, benefits, and digital skills — while coping with economic slowdown — will squeeze margins.
- Skill mismatch & training gap: Many candidates lack experience in skills in demand (AI, data analytics, etc.). Reskilling and education will be key but take time.
- Regulatory changes: The new BOI rules for foreign hires may complicate recruitment for companies relying on foreign experts. Belaws
- Job insecurity: Could reduce morale, increase turnover if not well managed.
What to Expect for 2025 (Late Year) Staffing Market
Focus on employee retention will drive investment in benefits, culture, flexibility.
Continued growth in recruitment for tech, AI, data centres, and digital services.
More hiring in sales, finance, HR, especially roles that intersect with digital transformation and cross-border business.
A growing share of part-time and contract employment. Full-time permanent roles will grow more slowly.
More companies using AI in hiring (resume screening, matching) and using remote/hybrid work to widen candidate pool.
