Innovations in Recruiting Gen Y for Thai Civil Service

Page 1

• Thailand becoming an aging society ➔ loss of Gen BB experience; need to recruit Gen Y.
• Current civil-service stats: average age $43.03$; Gen Y share $39.9\%$.
• Two proven innovations to attract Gen Y: Employer Branding (Singapore Public Service) & Gamification (HCL Technology, India).

Page 2

• Thailand $4.0$ agenda demands knowledge- & innovation-driven workforce.
• 2019 civil-service flow: hires $17{,}375$ vs exits $12{,}122$ (voluntary resignations $48.89\%$).
• HR priority: design strategies that appeal to tech-centric, autonomy-seeking Gen Y.

Page 3

• Gen Y (born $1980{-}1996$): self-confident, crave autonomy & flexibility, favor collaboration, want clear impact.
• Recruitment message: flexible roles, team goals, room for new ideas.

Page 4

• Highly tech-literate; expect cutting-edge IT & online processes.
• Prefer rapid achievement & performance-linked rewards, not seniority.
• Require transparent career paths.

Page 5

• Value work–life balance, location & time flexibility, remote options.
• Non-monetary benefits & authentic relationships with supervisors matter.

Page 6

• Recruitment = 5-step process (plan, define profile, source, select, evaluate).
• Need innovative, proactive methods to reach changing labor market.

Page 7

• Innovation in recruitment: creative, value-adding approaches that competitors can’t easily copy.
• "War for talent" ➔ organizations must strengthen human-capital strategies.

Page 8 (Case 1 – Employer Branding)

• Singapore Public Service positions itself as "First-Class Public Service"; highlights mission, goals, beliefs.
• Communicates teamwork, continuous development, excellence; provides clear training roadmap.
• Aligns perfectly with Gen Y’s desire for challenge, growth, pride.

Page 9 (Case 2 – Gamification)

• HCL Technology uses game with modules on growth, job, innovation, work–life balance, culture.
• Results: post-hire turnover $1.26\%$ vs $10.62\%$ (non-players); savings >$1$ million USD.
• Appeals to Gen Y through technology, realism, detailed truthful info.

Page 10 (Critical Success Factors)

1. Leadership commitment & skilled recruiters.
2. Rich, accurate, concise, user-friendly information; unique brand identity.
3. Adequate budget to implement and sustain innovations.

Page 11 (Implications for Thai Civil Service)

• Employer Branding readily adaptable: spotlight national impact, career growth, teamwork.
• Full Gamification less suitable now due to regulations & cost, but useful for training/simulation later.

Page 12 (Conclusion)

• Within $10$ years Gen BB retirees must be replaced by Gen Y.
• Employer Branding plus tech-based tools (e.g., selective Gamification) align with Gen Y lifestyle and can secure the “right” talent — provided they fit the public-sector context.