JAC Personnel Recruitment Ltd
Senior Manager
Ryoh Ishiwata
interview=Ken Mitsui | Text=Aya Rikitake | Photographs=Kohei Nishiyama
Commitment to High-Quality Multinational Support Across All Industries
Established in 2004, JAC Recruitment Thailand serves clients from two strategic locations—Bangkok and the Eastern Seaboard (Chonburi)—specializing in recruitment services. Over the past 20 years, the landscape of Japanese companies in Thailand has shifted significantly. What are their perspectives on these changes, and how are they adapting to new challenges? To gain insight, we spoke with Mr. Ryoh Ishiwata, Senior Manager at JAC Recruitment Thailand.
Delivering Comprehensive Multinational HR Solutions Services Across All Industries
―To start, could you share an overview of your company’s business activities?
JAC Recruitment is a global recruitment agency founded in the UK in 1975, now operating with 34 offices across 11 countries. Established in 2004, JAC Recruitment Thailand offers recruitment services from two strategic locations: Bangkok and the Eastern Seaboard (Chonburi). While supporting human resources across diverse industries, we specialize in introducing engineers for the manufacturing sector, mid-to-high-level management professionals, industry specialists, and global talent.
Our recruitment support system is divided into two specialized departments: one dedicated to assisting Japanese candidates, where I work, and another focused on supporting Thai candidates. Although Japanese candidates make up only about 20% of our placements, their higher unit contract prices account for approximately 40% of our total revenue.
―Could you elaborate on any synergies that come from being a member of the group?
Yes, we benefit from having a Japan Desk, which allows us to share information on candidates registered in Japan who are seeking overseas career opportunities. When we face challenges in finding suitable candidates locally in Thailand, we collaborate with the Japan Desk to expand our search to Japan. Regular meetings with the Japan Desk are held to update and align on candidate progress and status.
―What are the main distinctions between the Chonburi and Bangkok markets from your perspective?
In terms of client characteristics, Chonburi is home to many manufacturing sites and family-owned businesses, creating a more homey, personable atmosphere. In contrast, Bangkok is dominated by trading companies and office-work function of manufacturers, giving it a more businesslike environment that favors efficient transactions. We tailor our sales approach to suit the unique characteristics of each area.
Regarding candidates, Chonburi hosts numerous industrial parks, with positions primarily in engineering roles such as factory managers, QC (Quality Control), QA (Quality Assurance), and technical positions. The majority of candidates in this region are over 40, with many in their 60s, boasting long industry careers. In Bangkok, however, the trend leans toward younger candidates in their 20s to 30s, many of whom have less than five years of experience.
―Is it easy to obtain a work visa (Non-Immigrant B Visa) in Thailand?
I believe that obtaining a work visa in Thailand is relatively straightforward. In some countries, visa eligibility may depend on factors such as age or work experience, which can make it difficult for younger individuals to obtain a visa. However, in Thailand, even those in their 20s or with limited work experience encounter little resistance. Additionally, with the presence of many Japanese companies and living conditions similar to those in Japan—including food, clothing, and housing—Thailand offers an easy and comfortable environment for Japanese people to live and work.
Prioritizing Excellence in Quality Over Expanding Operations
―We understand you joined the company in October 2023. Could you share some details about your background prior to joining?
During my university years, I had the opportunity to study abroad for a year at Assumption University in Thailand. After returning to Japan, I worked for about a year and a half before being hired by Orix Leasing, a leasing company in Thailand, in 2013. I worked there as a corporate sales representative until 2020. Initially, I had not considered working overseas, but my exchange program sparked an interest in global business. Additionally, my wife’s family was running a business in Thailand, which led me to move here.
In 2020, I transitioned to a Japanese bank in Thailand before returning to Orix Leasing. In October 2023, I joined JAC Recruitment, initially taking on the role of manager, where I oversaw a team and was also involved in new business development. As the organization expanded with a broader focus on Bangkok, I was promoted to Senior Manager in September 2024. Currently, I am responsible for overseeing the Japanese market across Thailand.
―What prompted you to change jobs twice between 2020 and 2023?
Since starting my career, I have always had the ambition to “aim higher and eventually get involved in management.” I have built my career with this mindset, consistently striving for the next level. While focusing on corporate sales and continuously challenging myself, the period from 2020 to 2023 led to multiple job changes. However, in 2023, I found a company where I could finally realize this goal.
―Could you share some of the sales strategies you have implemented since joining the company?
I reassessed and refined our sales approach and strategy formulation. Specifically, I segmented our customer list and organized targets, then tracked the number of requests and job openings quantitatively. Based on this data, I ranked customers according to their demand levels and tailored our approach for each segment.
―Recently, many human resources service companies have been using salary surveys and HR systems as a way to attract new clients. Is your company approaching this from a different perspective?
We regularly provide salary survey reports to companies, but we don’t treat them as specialized departments or standalone projects. While each company has its own management strategy, as a firm that supports multinational businesses across all industries, our current focus is on enhancing quality to deliver the best possible service to our clients, rather than expanding the scope of our business further.
―Human resources service companies typically either separate responsibilities between account managers for companies and recruiters for candidates, or have individuals handle both roles. Which approach does your company use?
Our company uses a 360º consulting approach, where the same consultant handles both the client company and the candidate. One benefit for candidates is that the consultant gains a thorough understanding of the company’s business, philosophy, and culture before making any recommendations. Since the consultant communicates directly with the client company, they can provide a more specific explanation of why the candidate is a good fit. We often receive feedback from candidates such as, “This is the first company that has researched and explained the company so thoroughly.” For client companies, the consultant’s deep understanding of their business reduces the likelihood of mismatches, ensuring a better fit for both parties.
Base Salary Increases are More Essential for Talent Acquisition Than Bonuses and Benefits.
―Could you share your thoughts on the presence of Japanese companies in Thailand?
The presence of Japanese companies, particularly in Chonburi, has been gradually decreasing, while Chinese companies are increasingly expanding across various industries. Japanese companies tend to offer lower base salaries, compensating with bonuses and benefits, whereas Thai and Chinese companies provide higher base salaries, which are preferred by workers. A higher base salary is often associated with being viewed as highly skilled when changing jobs, and it also makes it easier to secure a housing loan. I believe Japanese companies need to adopt recruitment strategies that align more closely with the preferences of the Thai market.
Additionally, Thailand is facing an aging population, with a decline in the working-age population expected in the future. In this context, even large Japanese companies will need to implement a performance evaluation system that meets local needs if they want to attract and retain Thai workers in their 20s and 30s.
Another challenge for Japanese companies is the speed of decision-making and the approval process. In Japanese companies, even a single request often requires approval from both the local office and headquarters, which can be time-consuming. In contrast, Thai companies, even large ones, make decisions quickly and frequently delegate authority to the local office. This represents a key difference from Japanese companies. As a result, highly capable individuals who are suited for delegation of authority are less likely to choose to join Japanese companies that do not practice it.
Hiring companies are in a position to both choose and be chosen. Before starting the recruitment process, it is crucial to carefully consider whether the salary structure and company culture are attractive to the local market, and whether the company can align with the candidate’s career vision once they join. If these factors are not addressed, the ability to attract top talent will diminish. This is where our company adds value. Our consultants assist in creating job postings, advise on how to communicate the company’s appeal, and effectively convey this message to candidates.
JAC Recruitment Thailand
10F Emporium Tower 622 Sukhumvit Soi 24 Klongton, Klongtoey, Bangkok 10110
https://www.jac-recruitment.co.th/
JAC Recruitment Group is a global recruitment agency operating in 11 countries, dedicated to supporting career transitions for global companies and overseas positions. JAC Recruitment Thailand was established in 2004.
Born in Hiroshima Prefecture, he studied abroad at Assumption University in Thailand during his university years. After graduating, he worked in corporate sales at a Japanese financial company in Thailand for about 10 years, starting in 2013. In 2023, he joined JAC Recruitment Thailand and currently serves as the Senior Manager of the Japan Desk in Chonburi, Thailand.
