I do not think that this is a problem that attaches itself to Thailand alone. In the UK 30 years ago the company graduate entry scheme for a worldwide computer mainframe company fell under my remit. Rather than permit my junior managers take care of recruitment - and telling the Personnel department that they would play no part in the process - I handled selection myself. I refused to do 'the milk round', visiting universities to tell students what a great opportunity was available to them, my attitude being that there were 3 million unemployed in the UK and those seeking a good job should be hammering on my door rather than me handing out lucrative employment on a plate. Every letter of application which contained more than one spelling mistake or misspelt the company name was instantly rejected. That took care of about 90%. Those that passed the first hurdle attended our offices in tranches of 30 where they sat a two hour examination. The paper contained questions such as 'if a right angled triangle has sides of 3 and 4 metres how long is the hypotenuse, explain the difference between the meanings of the words discrete and discreet, how many nanoseconds are there in a millisecond'. On average, forty minutes into the examination half the candidates had given up and left.

Those that were selected for interview, usually about 50, were a mixed bunch. Many turned up wearing jeans and were turned away at the door. One lad that sticks in my mind arrived 20 minutes late and eating a hamburger. He said that he had a busy schedule and hoped that I didn't mind. After telling him that I too had a busy schedule and he had been instrumental in keeping me from my lunch, and I certainly did mind, he was on his way. Another told me that he was the best thing since sliced bread but then couldn't give the correct answer to 'what is 66.6 divided by one third to the nearest whole number?' Faced with simple mental arithmetic most asked if they could use their calculators.You would think that they would have taken more care over the contents of a letter, and shown some initiative in researching a possible future employer, particularly one that would impact greatly on their futures. What we were offering was a starting salary of 6K UK pounds when the average UK salary across industry was about 4.5K pounds. After completing the course sucessfully their salaries as software engineers would be 8K pounds plus and they would have the benefit of a company car. There would also be generous travelling expenses and opportunities for travel abroad, particularly to the US for advanced courses. In the three years that I held the job about 50% of those accepted into the scheme had not attended university and performed well compared to the graduates taken on. Their drive and commitment to attaining a better life for themselves and their future families carried them through.

In my experience the junior staff under me when I was transferred to the US were no better. They had little commitment to excellence and getting things right the first time, and few traces of the Anglo-Saxon work ethic. To counter that, in case some ultra sensitive souls think that I am 'Yank bashing', some of the senior US staff were awesome and I had the greatest respect for them.

The need to get the right people in the right jobs.

Yes, indeed.

You could start with the politicians, civil servants, police and the military.

Rather than a bunch of corrupt, money grabbing thieves and liars, you could always get people who really care about Thailand and its people.

Good point, there are any number of average Thais willing to step into those jobs who can steal and ferment corruption just as well as those there now. Personally I would love to be pressured into paying kickbacks to some new, fresh faces. Now that is change you can believe in.

I do not think that this is a problem that attaches itself to Thailand alone. In the UK 30 years ago the company graduate entry scheme for a worldwide computer mainframe company fell under my remit. Rather than permit my junior managers take care of recruitment - and telling the Personnel department that they would play no part in the process - I handled selection myself. I refused to do 'the milk round', visiting universities to tell students what a great opportunity was available to them, my attitude being that there were 3 million unemployed in the UK and those seeking a good job should be hammering on my door rather than me handing out lucrative employment on a plate. Every letter of application which contained more than one spelling mistake or misspelt the company name was instantly rejected. That took care of about 90%. Those that passed the first hurdle attended our offices in tranches of 30 where they sat a two hour examination. The paper contained questions such as 'if a right angled triangle has sides of 3 and 4 metres how long is the hypotenuse, explain the difference between the meanings of the words discrete and discreet, how many nanoseconds are there in a millisecond'. On average, forty minutes into the examination half the candidates had given up and left.

Those that were selected for interview, usually about 50, were a mixed bunch. Many turned up wearing jeans and were turned away at the door. One lad that sticks in my mind arrived 20 minutes late and eating a hamburger. He said that he had a busy schedule and hoped that I didn't mind. After telling him that I too had a busy schedule and he had been instrumental in keeping me from my lunch, and I certainly did mind, he was on his way. Another told me that he was the best thing since sliced bread but then couldn't give the correct answer to 'what is 66.6 divided by one third to the nearest whole number?' Faced with simple mental arithmetic most asked if they could use their calculators.You would think that they would have taken more care over the contents of a letter, and shown some initiative in researching a possible future employer, particularly one that would impact greatly on their futures. What we were offering was a starting salary of 6K UK pounds when the average UK salary across industry was about 4.5K pounds. After completing the course sucessfully their salaries as software engineers would be 8K pounds plus and they would have the benefit of a company car. There would also be generous travelling expenses and opportunities for travel abroad, particularly to the US for advanced courses. In the three years that I held the job about 50% of those accepted into the scheme had not attended university and performed well compared to the graduates taken on. Their drive and commitment to attaining a better life for themselves and their future families carried them through.

In my experience the junior staff under me when I was transferred to the US were no better. They had little commitment to excellence and getting things right the first time, and few traces of the Anglo-Saxon work ethic. To counter that, in case some ultra sensitive souls think that I am 'Yank bashing', some of the senior US staff were awesome and I had the greatest respect for them.

My guess is that your mentioning the generation X and generation Y theory, now well proven.

In essence:

- Generation X born just at or after the end of the second world war - knew full well that life was a battle, and knew full well that you had to study hard / work hard to achieve, and no expectation of being handed things on a silver platter.

- Generation Y, expect to have it easy, expect that they can be lax / lazy / expect that they are entitled.

This is a world wide phenonima.

I saw it strongly in both my farang / japanese, and Thai staff of this age group. One example 'I don't do that sort of work, it's not in my career path'. And quite shocked when somebody challenged their demands.

Edited December 15, 201213 yr by scorecard

A simple view of this is to look at the govt. i.e. the head of heath has no background in health care, the zar of education has not background in education the problem is systemic in Thailand and S.E. Asia where the buddy system plays a major factor on who gets what.

I do not think that this is a problem that attaches itself to Thailand alone. In the UK 30 years ago the company graduate entry scheme for a worldwide computer mainframe company fell under my remit. Rather than permit my junior managers take care of recruitment - and telling the Personnel department that they would play no part in the process - I handled selection myself. I refused to do 'the milk round', visiting universities to tell students what a great opportunity was available to them, my attitude being that there were 3 million unemployed in the UK and those seeking a good job should be hammering on my door rather than me handing out lucrative employment on a plate. Every letter of application which contained more than one spelling mistake or misspelt the company name was instantly rejected. That took care of about 90%. Those that passed the first hurdle attended our offices in tranches of 30 where they sat a two hour examination. The paper contained questions such as 'if a right angled triangle has sides of 3 and 4 metres how long is the hypotenuse, explain the difference between the meanings of the words discrete and discreet, how many nanoseconds are there in a millisecond'. On average, forty minutes into the examination half the candidates had given up and left.

Those that were selected for interview, usually about 50, were a mixed bunch. Many turned up wearing jeans and were turned away at the door. One lad that sticks in my mind arrived 20 minutes late and eating a hamburger. He said that he had a busy schedule and hoped that I didn't mind. After telling him that I too had a busy schedule and he had been instrumental in keeping me from my lunch, and I certainly did mind, he was on his way. Another told me that he was the best thing since sliced bread but then couldn't give the correct answer to 'what is 66.6 divided by one third to the nearest whole number?' Faced with simple mental arithmetic most asked if they could use their calculators.You would think that they would have taken more care over the contents of a letter, and shown some initiative in researching a possible future employer, particularly one that would impact greatly on their futures. What we were offering was a starting salary of 6K UK pounds when the average UK salary across industry was about 4.5K pounds. After completing the course sucessfully their salaries as software engineers would be 8K pounds plus and they would have the benefit of a company car. There would also be generous travelling expenses and opportunities for travel abroad, particularly to the US for advanced courses. In the three years that I held the job about 50% of those accepted into the scheme had not attended university and performed well compared to the graduates taken on. Their drive and commitment to attaining a better life for themselves and their future families carried them through.

In my experience the junior staff under me when I was transferred to the US were no better. They had little commitment to excellence and getting things right the first time, and few traces of the Anglo-Saxon work ethic. To counter that, in case some ultra sensitive souls think that I am 'Yank bashing', some of the senior US staff were awesome and I had the greatest respect for them.

My guess is that your mentioning the generation X and generation Y theory, now well proven.

In essence:

- Generation X born just at or after the end of the second world war - knew full well that life was a battle, and knew full well that you had to study hard / work hard to achieve, and no expectation of being handed things on a silver platter.

- Generation Y, expect to have it easy, expect that they can be lax / lazy / expect that they are entitled.

This is a world wide phenonima.

I saw it strongly in both my farang / japanese, and Thai staff of this age group. One example 'I don't do that sort of work, it's not in my career path'. And quite shocked when somebody challenged their demands.

Back to recruitment, my experience here in Thailand, and in Japan can be shared very simply:

- Companies / employers much more interested in:

- The name / prestige of the university,

- Then the GPA score.

Little to zero interest in:

- Past achievements

- Behavioral competencies

Ridiculous measurment of English language ability (where that's important). Examples both here in Thailand and in Japan:

- Candidate cannot hold even a simple conversation past the first simple line / simple question, in English.

- Candidate then says 'but I have 'A' for English'! (meaning of course 'A' for grammar.)

- My retort 'But you can't speak English, how can you communicate with offshore clients / work colleagues, etc etc?

- Candidate says 'But that's not fair' I got 'A' for English.

- Question repeated 'but how can you communicate with offshore.....

- Repeat of 'But that's not fair I got 'A'.....

- In extreme cases (both Japan and Thailand), retort from candidate 'Other people should be forced to learn Japanese / Thai'.)

Another factor: company receives 50 / 100 CVs for a job advert. All CVs given to a junior employee / maybe the junior receptionist who doesn't even know what products / services the company offers / doesn't understand the concept of, or have knowledge of the competitive advantage factors the company relies on, etc etc. Receptionist now expected to decide the best 10 CVs for interviews.

Perhaps even worse, in my numerous experiences in Thailand and in Japan, the HR manager / senior staff have no understanding of these factors.

Example: on a big consulting job, CEO insisted that the current HR manager join an interview panel. I invited this person to lead the interview, no questions whatever on the knowledge / skills / work experience needed to do the job, and no questions related to behaviors. Just more and more questions (to a 40 yr old candidate) why he left his first employer. Candidate has already answered but still more questions from the HR manager on same point, to the point where everybody around the table is embarrassed.

I also asked whether the candidate had been given some details of the outputs expected from the position (other then the job title) before the interview. Answer 'what for'?

Edited December 15, 201213 yr by scorecard

The need to get the right people in the right jobs

Right! Why not start with "journalists"!

Especially the Nation.

I do not think that this is a problem that attaches itself to Thailand alone. In the UK 30 years ago the company graduate entry scheme for a worldwide computer mainframe company fell under my remit. Rather than permit my junior managers take care of recruitment - and telling the Personnel department that they would play no part in the process - I handled selection myself. I refused to do 'the milk round', visiting universities to tell students what a great opportunity was available to them, my attitude being that there were 3 million unemployed in the UK and those seeking a good job should be hammering on my door rather than me handing out lucrative employment on a plate. Every letter of application which contained more than one spelling mistake or misspelt the company name was instantly rejected. That took care of about 90%. Those that passed the first hurdle attended our offices in tranches of 30 where they sat a two hour examination. The paper contained questions such as 'if a right angled triangle has sides of 3 and 4 metres how long is the hypotenuse, explain the difference between the meanings of the words discrete and discreet, how many nanoseconds are there in a millisecond'. On average, forty minutes into the examination half the candidates had given up and left.

Those that were selected for interview, usually about 50, were a mixed bunch. Many turned up wearing jeans and were turned away at the door. One lad that sticks in my mind arrived 20 minutes late and eating a hamburger. He said that he had a busy schedule and hoped that I didn't mind. After telling him that I too had a busy schedule and he had been instrumental in keeping me from my lunch, and I certainly did mind, he was on his way. Another told me that he was the best thing since sliced bread but then couldn't give the correct answer to 'what is 66.6 divided by one third to the nearest whole number?' Faced with simple mental arithmetic most asked if they could use their calculators.You would think that they would have taken more care over the contents of a letter, and shown some initiative in researching a possible future employer, particularly one that would impact greatly on their futures. What we were offering was a starting salary of 6K UK pounds when the average UK salary across industry was about 4.5K pounds. After completing the course sucessfully their salaries as software engineers would be 8K pounds plus and they would have the benefit of a company car. There would also be generous travelling expenses and opportunities for travel abroad, particularly to the US for advanced courses. In the three years that I held the job about 50% of those accepted into the scheme had not attended university and performed well compared to the graduates taken on. Their drive and commitment to attaining a better life for themselves and their future families carried them through.

In my experience the junior staff under me when I was transferred to the US were no better. They had little commitment to excellence and getting things right the first time, and few traces of the Anglo-Saxon work ethic. To counter that, in case some ultra sensitive souls think that I am 'Yank bashing', some of the senior US staff were awesome and I had the greatest respect for them.

My guess is that your mentioning the generation X and generation Y theory, now well proven.

In essence:

- Generation X born just at or after the end of the second world war - knew full well that life was a battle, and knew full well that you had to study hard / work hard to achieve, and no expectation of being handed things on a silver platter.

- Generation Y, expect to have it easy, expect that they can be lax / lazy / expect that they are entitled.

This is a world wide phenonima.

I saw it strongly in both my farang / japanese, and Thai staff of this age group. One example 'I don't do that sort of work, it's not in my career path'. And quite shocked when somebody challenged their demands.

Back to recruitment, my experience here in Thailand, and in Japan can be shared very simply:

- Companies / employers much more interested in:

- The name / prestige of the university,

- Then the GPA score.

Little to zero interest in:

- Past achievements

- Behavioral competencies

Ridiculous measurment of English language ability (where that's important). Examples both here in Thailand and in Japan:

- Candidate cannot hold even a simple conversation past the first simple line / simple question, in English.

- Candidate then says 'but I have 'A' for English'! (meaning of course 'A' for grammar.)

- My retort 'But you can't speak English, how can you communicate with offshore clients / work colleagues, etc etc?

- Candidate says 'But that's not fair' I got 'A' for English.

- Question repeated 'but how can you communicate with offshore.....

- Repeat of 'But that's not fair I got 'A'.....

- In extreme cases (both Japan and Thailand), retort from candidate 'Other people should be forced to learn Japanese / Thai'.)

Another factor: company receives 50 / 100 CVs for a job advert. All CVs given to a junior employee / maybe the junior receptionist who doesn't even know what products / services the company offers / doesn't understand the concept of, or have knowledge of the competitive advantage factors the company relies on, etc etc. Receptionist now expected to decide the best 10 CVs for interviews.

Perhaps even worse, in my numerous experiences in Thailand and in Japan, the HR manager / senior staff have no understanding of these factors.

Example: on a big consulting job, CEO insisted that the current HR manager join an interview panel. I invited this person to lead the interview, no questions whatever on the knowledge / skills / work experience needed to do the job, and no questions related to behaviors. Just more and more questions (to a 40 yr old candidate) why he left his first employer. Candidate has already answered but still more questions from the HR manager on same point, to the point where everybody around the table is embarrassed.

I also asked whether the candidate had been given some details of the outputs expected from the position (other then the job title) before the interview. Answer 'what for'?

You are so spot on and your observations and experiences are not lonesome, i too have the same or similar experience with employing staff and managing them.

In my advert is states must speak, write and read English, Uni graduate comes for an interview, no wai or any "local" respect factors.

Anyhow, my question " Do you want to work day shift or night shift"?

Answer "where?"

My questions again(perhaps she does not know the meaning of shift) "Do you want to work day or night"?

The answer is "where?"

My question " do you speak English?"

Answer "yes"

So my question again "you want work day or night?"

Answer "where?"

As you can imagine, i was slightly frustrated so i provided an answer to the question "where", my answer was "at 7-11"

Her response " no understand"

One of the main problems i found, is that people do not have much desire to work or learn or progress in life, when they come for an interview they do not bother to prepare, a large majority do not even have a resume, the ones who do, have too many pages to sort through because they change jobs too often.

They do not bother to do little research on the company which can be found through simple google search, they do not even bother to look up the map so they know how to find it.

Do not even bother to ask questions like " why do you want to work for our company" because the answer is "because i see you advertise"

I try not to ask anymore why they left the old job because answers are frightening.

To be honest in 3 years, i have never come across even 1 applicant who i thought was really suitable, but there is no choice and you have to deal with what you get.

When i first came to Thailand, i could not understand why businesses do not train the staff or do things differently, but NOW I understrand that it is not possible as staff too often can not follow simple rules or procedures and no training is enough because they simply do not learn

A simple view of this is to look at the govt. i.e. the head of heath has no background in health care, the zar of education has not background in education the problem is systemic in Thailand and S.E. Asia where the buddy system plays a major factor on who gets what.

True, the current deputy Pm who doesn't want to go South was once the health minister. When the melomine in milk (from China) scandal happened he did nothing whatever. No first statement, no action to get it off the shelves, nothing, totally nothing.

When pushed by the media he said: don't talk about it, we don't want to upset China.

1. How about educating those with education how to call and come for Interview.

2. Educating those with education simple work place manners , which includes NOT using mobile phone at an interview and all day while at work

3. Educating those with education that they can not demand high pay when they have no experience or demand a wage rise after working for 2 months

Thailand does not have a shortage of labor or skilled people, Thailand lacks work ethics and basic understanding of the meaning of the word work, along with lack of responsibility and accountability

Certainly agree with your point # 2.

One year back we interviewed several people for a vacant mid level supervisor position. One candidate (mid twenties) entered the interview room already talking and laughing on the phone, and at the same time sucking on a big take away iced coffee container. She made no attempt to greet anybody in the panel (Thai CEO and me), and no attempt to finish her call. Dumped her very big handbag in the middle of the table, then stood up and disappeared.

Why, she went to look for the maid to get some more water added to her iced coffee, Reappeared 10 minutes later, still on the phone and walked to a window, looked outside and continued her call, other people in the room still ignored.

The interview proceeded no further - she was told politelly (by the CEO) that her interview was cancelled and there would be no further appointment.

She called me later in the day to ask why. I explained honestly, she said she was shocked at being treated in this way and wouldn't want to work for a company like this anyway.

Further I called the so called international / professional recruitment agency who sent her and said I was not satisfied. The very young

'consultant' commented ' your out of touch with young people'. We changed to a different agency.

Also interviewed a candidate for the HR officer position. Against my judgement someone was appointed. It had been explained during the second interview that there was a problem with a number of staff arriving late and all HR staff were expected to be role models for good time keeping.

First 2 days the new person came on time, then quickly 10, 20, 40 minutes late, always with a phone call about next door neighbour sick, traffic, helping people at accidents and more.

This person was counselled a number of times but simply refused to listen, and always showed some anger about the whole matter, with comments like 'why can't the company be flexible, etc etc. Didn't pass probabtion.

lol, welcome to my life. only i have also had some come with their kids, sitting the kid in my chair and i guess expecting me to sit on the floor.

had some come with a friend, yes friend along with them

had many ask for 30% higher salary than the advertised, yet no experience or presentation

and my latest one, just yesterday, demanded that i address him as Mr, while he called me "you'

PS. With lateness, i introduced "late fees" 1 hour late from memory is around 400 baht, that kind of solved the problem of lateness(lateness is charged in 5 min intervals). but i do like the comments of "flexible" i guess employees would not mind to stay back for a few hours for free, after all its about being "flexible"

I would call him Mr alright, "Mr Unemployed" they wanna keep foreigners down and out thats why they talk like that but they are just doing themselves a dis-service look at the place, most of it crumbling and poor infrastructure, thats what keeping foreigners out has bought them. Said it before and say it again, would never invest a cent in a country that has view of foreigners that why Singapore is doing so well, they dont care who is doing the work as long as it gets done and done well, hats off the SG.

Must say I've experienced many of the same issues most of you had posted as well.

A few experiences I have are the following

1. a recent university graduate came to apply and brought her mom to help her as well to answer questions for the job interview and help her fill out the application.

2. A person applying for manager that deals with foreigners on a daily bases and can't speak any english

3. Many CV that had little or no information and quite a few with poor working histories meaning changing jobs a lot

4. Applicants that never showed up for there job interview

5. A lady who came to do a job interview wearing only her shorts and t-shirt

6. People who've applied for a high salary jobs with zero work experience

7. One lady who came and did a job interview was telling me how good she was, and how any company would be lucky to have her and then she tells me she couldn't understand why no one would hire her

8. One lady who applied for a job but didn't work anywhere for 1 year, after asking about the lack of a job for 1 year she came back and responsed I didn't feel like working so I stayed at home

9. Another person who wanted salary as a full time employee but only wanted to work 5 hours a day

As for being late when staff show up late we deduct service charge every time there late to the point where they have no service charge. I found this tends to work well in reducing staff showing up late

It's more like, seeking for the highest paid job among the most greedy, corrupt family lords and enjoy under the table blood money for the rest of their lives, at the cost of the poor and defenseless...

Must say I've experienced many of the same issues most of you had posted as well.

A few experiences I have are the following

1. a recent university graduate came to apply and brought her mom to help her as well to answer questions for the job interview and help her fill out the application.

2. A person applying for manager that deals with foreigners on a daily bases and can't speak any english

3. Many CV that had little or no information and quite a few with poor working histories meaning changing jobs a lot

4. Applicants that never showed up for there job interview

5. A lady who came to do a job interview wearing only her shorts and t-shirt

6. People who've applied for a high salary jobs with zero work experience

7. One lady who came and did a job interview was telling me how good she was, and how any company would be lucky to have her and then she tells me she couldn't understand why no one would hire her

8. One lady who applied for a job but didn't work anywhere for 1 year, after asking about the lack of a job for 1 year she came back and responsed I didn't feel like working so I stayed at home

9. Another person who wanted salary as a full time employee but only wanted to work 5 hours a day

As for being late when staff show up late we deduct service charge every time there late to the point where they have no service charge. I found this tends to work well in reducing staff showing up late

Have had all of the above , this one was a winner in my opinion.

She came for a job interview to work as a maid. Advertised salary was 8500/month.

She stated she wants 12 000 with experience of working for 1 year cleaning someone's house.

I was not sure if she was serious, so i asked, You have no real experience, hardly speak any English and want 4000 baht more per month is that correct?

The answer was, " Yes,i take care, clean house farang, he boom boom me sometime, give me 12 000"

Sounds ridiculous but is the reality.

A few in the last month, uni educated did not know where to put the dot in salary, ie they want 15.000 baht but write 1.5000. Mistake? may be, but not when it happens more than once.

The references usually from business that have closed down or from people who no longer work there.

Another rather interesting part i found, when i call their previous work places to get some info and reference, i have never been able to speak with someone who actually knew this people, either because of staff turn over or they must be lying .

One thing i find most fascinating is an open admission to changing jobs every 2 or so months with explanations like

-i wanted something new

-had to go take care mother/father/sister/buffalo

-wanted holiday

-had boyfriend/girlfriend

-boss no good, swear too much

-boss not give bonus

-boss not give day off when i want

and the list is endless

The need to get the right people in the right jobs

right in their face. their own goverment to begin with, what else?

I've had a great time reading all the posts, particularly the ones from posters who have had problems with either employees or applicants. I must admit I've been flexible in my work hours at times but then that has been at both ends of the day and the middle as well to be honest. In further defence it usually ends up to the advantage of my employer.

I'm a little surprised at the amount of posts complaining about the poor standard of English shown by some candidates which contain many mistakes of their own. I realise we all make mistakes (yes even me) and some short posts are sent from a phone which is never easy. Some may also be from members who are not native speakers but some of the mistakes are simple and repeated, even in the same post.

One poster always uses 'there' instead of 'their' and there's an example of multiple use of 'i' instead of 'I' In fact 'i' even shows up as incorrect whilst I'm writing this.

Anyway rant over.

I've never been in an interview situation in Thailand so all this is new to me although of course I've witnessed the phone glued to the ear syndrome many times.

While I agree that we should be careful with critisism of the language abilities of others when we can't always get it right ourselves, the challenges when interviewing Thai staff are often on another planet. When I was in charge of a company in Bangkok, all job ads were in English and they all said very specifically that English, spoken as well as written, was a must to get the job. Still, a large number of the candidates who came for interview, probably 50% or more, had so little understanding of the English language that any attempt of communication was futile. All of the candidates had a bachelor degree as a minimum.

Another problem was that many of those who can speak English reasonably well, have problems understanding even simple sentences spoken by a European or American. I suspect that is at least partly due to the way many students learn English in Thailand: As if it were a Thai dialect with tones and all. If the tone is different from what they practiced when learning the language, they don't catch it. That is one of the big downsides of rote learning. The students only learn exactly what the teacher says. And if you think that rote learning doesn't exist at university level in Thailand, think again.

Edited December 17, 201213 yr by zakk9

1. How about educating those with education how to call and come for Interview.

2. Educating those with education simple work place manners , which includes NOT using mobile phone at an interview and all day while at work

3. Educating those with education that they can not demand high pay when they have no experience or demand a wage rise after working for 2 months

Thailand does not have a shortage of labor or skilled people, Thailand lacks work ethics and basic understanding of the meaning of the word work, along with lack of responsibility and accountability

Re your point 1.

I was asked to assist in a 'CV / work / interview preparation' program at the so called prestigious uni where I lecture part time.

The 'CV / work / interview preparation' program had existed already for about 20 years, established and run by one old Thai female lecturer (late 50's) who had never worked outside of academia. She spoke a little simple English.

The dean, just changed, realized that the existing program had zero value.

The preparation program has two items:

A. Prepare a CV.

Standard format, in both Thai and English, usually 15 to 20 pages long, containing:

- GPA score

- Listing of every course completed for the degree just finishing, plus very possible detail of each course: start date / finish date, lecture days and times, room no, etc. The only thing missing was the lunch selection for every day.

- Dancing events

- Excursions (for fun): date, time departure campus, venue, waterfall trips, etc.

(The English contained numerous errors in construction, tense, etc.)

That's it!

I tried very carefully to explain what detail a prospective employer would want to see to the old ajahn. She was insulted. Plus, several other older ajahns confronted me in the teachers lunch room and said 'why are you upsetting ajahn xxxx, leave her alone'.

B. Interview preparation:

Students coached en masse by the old ajahn, who has quite poor / limited English conversation ability, to make a rote presentation (Thai and english), all spoken like a robot:

"My name is .......... ..........., I am 20 years old, I graduated from kindergarden in xxxx with a GPA of XX and on and on ...........

If you interupt the 'presentation' with a question, many of the students just start the 'presentation' again.

I quickly made an excuse to get out of this activity.

The same 'CV / work / interview preparation' program still goes on.

Edited December 18, 201213 yr by scorecard

1. How about educating those with education how to call and come for Interview.

2. Educating those with education simple work place manners , which includes NOT using mobile phone at an interview and all day while at work

3. Educating those with education that they can not demand high pay when they have no experience or demand a wage rise after working for 2 months

Thailand does not have a shortage of labor or skilled people, Thailand lacks work ethics and basic understanding of the meaning of the word work, along with lack of responsibility and accountability

Re your point 1.

I was asked to assist in a 'CV / work / interview preparation' program at the so called prestigious uni where I lecture part time.

The 'CV / work / interview preparation' program had existed already for about 20 years, established and run by one old Thai female lecturer (late 50's) who had never worked outside of academia. She spoke a little simple English.

The dean, just changed, realized that the existing program had zero value.

The preparation program has two items:

A. Prepare a CV.

Standard format, in both Thai and English, usually 15 to 20 pages long, containing:

- GPA score

- Listing of every course completed for the degree just finishing, plus very possible detail of each course: start date / finish date, lecture days and times, room no, etc. The only thing missing was the lunch selection for every day.

- Dancing events

- Excursions (for fun): date, time departure campus, venue, waterfall trips, etc.

(The English contained numerous errors in construction, tense, etc.)

That's it!

I tried very carefully to explain what detail a prospective employer would want to see to the old ajahn. She was insulted. Plus, several other older ajahns confronted me in the teachers lunch room and said 'why are you upsetting ajahn xxxx, leave her alone'.

B. Interview preparation:

Students coached en masse by the old ajahn, who has quite poor / limited English conversation ability, to make a rote presentation (Thai and english), all spoken like a robot:

"My name is .......... ..........., I am 20 years old, I graduated from kindergarden in xxxx with a GPA of XX and on and on ...........

If you interupt the 'presentation' with a question, many of the students just start the 'presentation' again.

I quickly made an excuse to get out of this activity.

The same 'CV / work / interview preparation' program still goes on.

that is just scary, that is all i can say

"How old are you?" -Fine, thank you, and you?