Frequently Asked Questions

 

 

 

Read below for fast information about Chalre Associates: 

 

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 What is the focus of your firm?

"Everyone knows that "respectable" Executive Search firms focus their services on the "Big 5" regional centers in Asia (Singapore, Hong Kong, Tokyo, Sydney and Shanghai).  This is where the big searches and the big fees originate. 

Chalre Associates is unique in that it is active in countries that traditional firms are not represented.  Regional Managers are underserved in emerging countries counties like Philippines, Indonesia, Thailand, Malaysia and Vietnam.  Senior level recruitment in such countries can be more difficult to undertake since world-class management talent is often less readily available.  As well, there is much greater necessity for comprehensive background confirmation and related activities." 

 Are your clients mainly multinational companies?

"Yes, our work is predominantly senior engagements for international companies with active businesses in the Asia Pacific region.  Locally-owned companies within emerging countries do not often use Executive Search since they are often family-owned enterprises and usually hire members of their own families or people well known to them.  We are starting to see change as these organizations seek to join the global market.  More and more of the leading family-owned conglomerates are interested to hire world-class talent to run their major business groups.  While this bodes well for the future, we expect the bulk of our work to continue to be with multinational companies." 

 What is different about recruiting senior managers in emerging countries as opposed to larger commercial centers?

"Recruiting world class managers in any country is challenging.  In emerging countries the process is made more complicated because, in the first place, fewer world-class senior managers have yet been developed.  Secondly, background confirmation can require more time (and discretion) and strong personal relationships need to have been developed ahead of time.  Thirdly, we find we need to remain involved in the placement after it is completed.  And lastly, senior managers in emerging countries are paid less than managers in the Big 5 markets (Singapore, Hong Kong, Shanghai, Tokyo, Sydney).  Therefore, executive search fees are lower."  

 Is retained executive search understood in emerging countries in Asia?

"No, in emerging countries (Philippines, Indonesia and Thailand, for instance) most general personnel staffing agencies call themselves "executive search."  To their credit, many of these firms are ideal for hiring non-management personnel since this is their field of focus.  However, they have little knowledge of senior management requirements of multinational corporations.  In the emerging markets that are our focus, there are very few of what would be called retained executive search firms as the concept is understood in major commercial centers."

 How pervasive is corruption in emerging markets?

"In the developed world, providing prospective clients with free meals and sports tickets is not considered corruption because the practice is transparent.  In emerging countries, incentives are also provided to acquire business but to a more extreme degree.  Buyers don't just get free trinkets, they get hard cash, overseas trips and even free cars.  Experienced international managers understand the problem and take appropriate action to minimize damage to their organizations. 

Recruitment is one obvious area where there are extra income opportunities available for unscrupulous people.  Unless international managers are wary, the results will be higher recruitment costs and poorer access to qualified candidates.  Company morale will be impacted since not everyone receives a share of the blessings.  

Providing luxurious incentives is expensive and many recruitment firms can't keep up.  This is one reason why a small number of recruitment firms tend to dominate the market in most emerging countries. 

Chalre Associates is one firm that adheres to international standards of professional practice.  We deal predominately with international managers and are transparent in our business practices."   

 Is the market for management talent a national or regional one in emerging countries?

"The management talent pool in our emerging countries is very much regional.  The major cities (Manila, Jakarta, Bangkok and KL, for instance) dominate their respective national markets.  There are big steps down in economic activity when you move to the secondary cities. 

The situation is somewhat different in the larger emerging power-houses like India and China.  In these countries, there are more primary market cities." 

 Is it easy to attract top management talent to international companies, or should a foreign investor consider bringing in expatriates?

"Importing expatriates can be necessary if your business is a new concept in an emerging country since local management talent may not yet exist in ample supply.  An expatriate may be the only option if a company is to ensure that a new branch office meets international standards.

That said, expatriates are not considered a good option in the longer term.  Expatriate managers require a lot of time to adapt to a new culture and lack the personal relationships that are important to doing business in Asia.  As well, traditional expatriates are rather expensive to be supported by smaller business revenues in emerging markets.

In the long run, most companies localize their senior management positions.  Asian cultures consider personal relationships to be very important and deep knowledge of a local business culture can only be acquired by those who have grown their careers within it.  Locals or localized expatriates are the best option for most companies.   

(For those who may not be familiar with the term 'localized expatriate,' it means an expatriate who decides to live and work in another country for an extended period.  Such people have decided for their own reasons to live in the host country and have a strong commitment to it.  A typical example would be someone who has decided to live permanently in Philippines -- usually because he has acquired a Filipina wife and genuinely enjoys the country and its people.)" 

 What advice would you give to a company planning to do a search in an emerging country?

"Partner with a search firm which has established itself in its market areas and can bridge the gap between the local environment and world-class requirements.  It is probably no surprise that our firm recommends itself as perhaps the premier provider of Executive Search services in the emerging countries of the Asia Pacific region." 

 What is a retained search?

"The process of engaging a retained search firm is similar to hiring an accountant, lawyer, architect or other skilled professional to perform a complex task. Such professionals are "retained" on an exclusive basis and compensated periodically.  Organizations in a wide range of sectors retain us to identify highly qualified candidates for specific senior-level positions.

Retained search (Executive Search) enables you to confidentially explore candidates who would not otherwise be identified by advertisements, job postings, or employment agencies. Retained executive search is a selective recruiting technique that sources candidates through direct means.  In this method, senior candidates are attracted who are happy and successful in their careers and who do not send their resumes to job postings, online databases or personnel staffing agencies."

 What is contingency staffing?

"In contingency staffing, a recruiting firm is typically used to fill an entry- to mid-level position. The firm operates as a resume promotion service and is paid only if a hire (a sale) is made.  For this reason, contingency firms tend to quickly provide volumes of resumes for such positions.  The results, however, can be unpredictable and inconsistent.

Contingency Staffing (personnel agencies) employ what is called passive recruiting methods to source candidates.  Examples include: job advertisements, career fairs, resume databases of people who are either unemployed or unhappy (and unsuccessful) in their current roles.  Such sources are generally a good choice for filling entry-level, junior and even some intermediate level positions.  However, when a position is senior in nature and critical to the success of an organization, such sources are clearly not adequate."

 Does your company only do Executive Search?

"While our primary expertise is retained search, we also offer a range of consulting services, including:

• Outplacement

• Management Consulting

• Leadership Assessment

 Can you help me find a job?

"We have a commitment to helping our clients while they are giving us business and after. Someone who has given us business in past can expect to receive unlimited support when their time comes for a job search.  Our clients are clients for life and we are committed to supporting these people in any time of need.

However, we are not able to provide such a time consuming service to the general public without a fee.  Unless you are an outplacement referral, we generally do not find jobs for individuals seeking employment.  Our work is to find people for jobs and not the other way around.  However, we want to know about all senior professionals in the countries we are active and if we become aware of a company that needs a person with your skills, we will contact you." 

 

 

 

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Asia CEO Forum

 

Asia CEO Forum presented by PLDT ALPHA Enterprise is the largest regular business event in Philippines and considered one of the most important in the Southeast Asia region. The forum serves as a hub for the spreading of ideas that help executive managers overseeing enterprises across the Asia Pacific region. 
  
Attendees are both expatriate and Asian management personnel overseeing multinational and regional organizations.  Held in Philippines, presenters are leaders in their industries and engaged in momentous pursuits of significance to the entire region.  

 

Asia CEO Forum is operated as a CSR (Corporate Social Responsibility) activity of Chalre Associates, one of Southeast Asia's most prominent senior management executive search firms, to promote Philippines as a premier business destination in the Asia region.  

 

Click Here to go to Asia CEO Forum now!

 

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Asia CEO Awards

 

Asia CEO Awards presented by Aseana City represents the grandest alliance of local and international business people ever created to promote Philippines on the world stage. As one of the largest events of its kind in the Asia Pacific region, it is considered a must-attend occasion for business leaders active in Southeast Asia. 

The star-studded Board of Judges of Asia CEO Awards give away 10 awards to many of the most accomplished leadership teams and individuals currently operating in Philippines and the region. The awards recognize extraordinary leaders who have demonstrated outstanding achievement for their organizations and contributions to others. 

As one of the fastest growing nations on the planet, the world's business leaders have their eyes on Philippines like never before. The annual gala was established as a natural outgrowth of Asia CEO Forum, the largest regular networking event for the business community in Philippines. 

 

Click Here to go to Asia CEO Awards now!

 

 

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SPECIAL DOWNLOADS:

 

Media organizations throughout the world call upon the Principals of Chalre Associates for thought leadership.  Below are some examples of published material written by our consultants or international journalists who refer to them.  For a complete list of published work, Click Here.  

 

 

Getting Ready For The Deluge: Outsourcing in Philippines

by Chalre Associates senior staff

 

Download [PDF file, 62KB]

 

The Economist Intelligence Unit of the Economist magazine asked Chalre Associates' Chairman, Richard Mills, to write a chapter about the Philippine outsourcing sector in its annual Business Guide Book.  The material provides a Executive Briefing on the progress and major issues facing this industry that is certainly one of most significant growth stories in the world.  more

 

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Asia Pacific Mining Conference 2007 - Report

by Chalre Associates senior staff

 

Download [PDF file, 28KB]

 

The 7th Asia Pacific Mining Conference put on by the Asean Federation of Mining Associations was perhaps the largest such event in the region.  Richard Mills, Chairman of Chalre Associates gave this report on what was said by the prominent mining people who presented. more

 

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The State of BPO in Philippines: Dan Reyes Speaks

by Chalre Associates senior staff

 

Download [PDF file, 31KB]
 

Richard Mills, Chairman of Chalre Associates, interviewed Dan Reyes of Sitel for ComputerWorld (US) recently to get his views on the state of the BPO industry in Philippines. Dan presented US readers with compelling information to support his view that Philippines is currently seen as the "Number 1" option by global companies sending BPO work to offshore destinations. 
 
Dan Reyes is easily one of most experienced Business Process Outsourcing (BPO) managers in the Asia Pacific region and the world. He is head of the extremely successful Philippine operations of Sitel, the world's largest call center organization. Among other things, he is a founder and former president of the Business Processing Association of the Philippines.    more