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Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Vietnam, Cambodia and LaosExecutive Search in Asia Pacific - Philippines, Indonesia, Vietnam, Cambodia and Laos

About Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam Services related to Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam Clients of Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam How to Recruit Managers in Asia Promoting Clients of Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam

 Hiring Leaders

 

INTRODUCTION

   Why Learn to Recruit? 

   About the Author 

   Advancing Your Career

   Key Trends in Executive Careers 

   How is Success Determined?

 

1. PLANNING:

   Bad Hires Cost Plenty

   Planning the Position

  

2. SOURCING:

   Sources of Talent

   Candidate Universe

   Active & Passive

   Talent Mapping

   Candidate Attention

   Blacklisted Candidates

 

3. INTERVIEWING:

   Rules of Executive Interviewing

   Resume Deceptions

   Balanced Interviewing

   Illegal Interview Questions

   Unlawful Questions Made Legal

 

4. ASSESSING:

   The Assessment Process

   Evaluating Asian Candidates

   Differentiating Candidates

   SuperAttainers

   Why Managers Fail

 

5. COMPENSATION:

   Income Structures

   The Expatriate Package

   Pay For Performance

   Uncovering Compensation

   Salary Negotiation

 

6. CONFIRMING:

   Reference Checking

   Reference Check Mistakes

   Lawful Background Checks

   Last Minute Mind Changes

 

7. ONBOARDING:

   Integrating New Managers

   Onboarding Failure

 

8. RETENTION:

   Employee Retention in Asia

   Reasons People Resign

  

9. REJECTION:

   When to Terminate

   Respectful Rejection Notice

   Executive Outplacement

 

10. RECRUITERS:

   Working with Recruiters

   Motivating Recruiters

   Retained vs Contingency

   Executive Search Contracts

   Executive Search Answers

 

11. EXPATRIATES:

   Choosing Expatriate Managers

   Reasons for Expatriate Failure

   Expatriate Culture Shock

   "Gone Local" Expatriates

 

12. CULTURE:

   Business Differences

   Social Differences

   Strategies to Manage Asians

   Actions That Harm Progress

 

13. CORRUPTION:

   Corruption Explained

   Handling Corruption

 

14. COUNTRIES:

   Singapore

   Malaysia

   Thailand

   Philippines

   Indonesia

   Vietnam

   Cambodia

   Laos

   Myanmar

 

15. SPECIAL EXTRAS:

   Famous Recruiting Quotes

   Executive Interview Questions

   Glossary of Executive Search

 

 

 Active & Connected

Chalre Associates is active in promoting the industries and companies we serve.  Examples of these activities are below.

"WE PROMOTE OUR CLIENTS' BUSINESSES AND CAREERS." 

 

  C o n t a c t  U s

 

   Telephone Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam + 632 822 4129

            Email Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam leaders@chalre.com

  


 

Public Addresses

 

The Principals of Chalre Associates are well known and respected within the business community.  Below are some examples of Public Addresses delivered by them at major events throughout the Asia Pacific region.

 


 

Singapore HR Institute - Leading HR Summit - Official Event Brochure

The Chairman of Chalre Associates, Richard Mills, presented at the most recent Leading HR Summit in Singapore.  The event was organized by the Singapore Human Resources Institute (SHRI) - the region's largest HR industry association.  Richard was asked to provide attendees with a detailed overview of the burgeoning field of HR Outsourcing.  

To review Richard's in-depth

presentation, click the icon below.  

Leading HR Summit, Singapore HR Institute - Download Presentation


 

Executive Compensation & Benefits 2007 EXPO - Official Event Details

EXECUTIVE COMPENSATION & BENEFITS EXPO

The Chairman of Chalre Associates, Richard Mills, was the Keynote Speaker of the most recent Executive Compensation & Benefits EXPO.  Held at the Grand Hyatt Hotel in Singapore, the 2-day annual event is of interest to regional business leaders. Other featured presenters included Asia Pacific leaders from companies including Mercer, Gallup and HayGroup.  Richard provided his views on the near term economic outlook for the SE Asia region and its impact on career progress for senior managers.  

Download Richard's detailed presentation by clicking the icon below.  (The event brochure is also available here.)

Executive Compensation & Benefits EXPO - Download Keynote Presentation


Recruiting Senior Managers in Asia - Download Presentation

RECRUITING SENIOR MANAGERS IN SE ASIA

The Chairman of Chalre Associates, Richard Mills, presented recently for the American Chamber of Commerce on the challenges of acquiring and developing senior managers in South-East Asia.  The presentation covers global trends to more specific information relevant to fast growing sectors like Business Process Outsourcing.  Richard's personal comments have been added on most slides.  

To review Richard's in-depth

presentation, click the icon below.

 

 Recruiting Senior Managers in Asia - Download Presentation

 


 

HR Shared Services & Outsourcing Conference - Official Event Details

The Executive Basics of HR Outsourcing

The Chairman of Chalre Associates, Richard Mills, was the Keynote Speaker of this year's Regional HR Shared Services & BPO Conference.  Held in Singapore, the event is the largest in Asia for the booming sector.  To learn about the state of offshore outsourcing in Asia, view Richard's detailed presentation by clicking below. 

To review Richard's in-depth

presentation, click the icon below.  (The event brochure is located here.)

HR Shared Services & Outsourcing EXPO - Download Keynote Presentation


 

Successful Shared Services EXPO - Official Event Brochure

 

The Chairman of Chalre Associates, Richard Mills, delivered the Keynote Address of Successful Shared Services. The event was a region-wide conference held in Singapore. Richard's presentation provided a broad overview of Shared Services as it relates to multinational companies and regional managers. The event featured Outsourcing Leaders from Reuters, Johnson & Johnson, Convergys and others.

 

To review Richard's in-depth

presentation, click the icon below.  (The event brochure is located here.)

 

Successful Shared Services - Download Keynote Presentation

 


 

Strategic Talent Retention & Succession Management - Official Event Brochure

The Chairman of Chalre Associates, Richard Mills, provided his insights on Retention and Succession Management to business leaders in the booming city of Kuala Lumpur in Malaysia.   

Strategic Talent Retention & Succession Management - Official Event Brochure


E-services Philippines Japanese Website

Richard Mills, Chalre Associates Chairman, was a featured speaker of this event, one of the largest IT/BPO related conferences in Asia. 

He delivered a highly motivational presentation to describe the monumental opportunity that exists in the Business Process Outsourcing (BPO) sector. 

The most revealing information to come from the conference was the tremendous quality ratings being achieved by young Filipinos.  Citigroup, HSBC, GXS, Siemens and others reported world beating performance rankings from their Philippine facilities. 

Download presentation on Offshore Outsourcing


 

SEIPI

Richard Mills, Chairman of Chalre Associates, was asked to address the annual convention of the Semiconductor & Electronics industry association (SEIPI) in 2006.  The sector is the largest in Philippines accounting for 70% of the nation's export earnings and 34% of GDP. 

Richard's presentation discussed the future outlook for Philippines and the specific impact of the booming Business Process Outsourcing industry.  He provided an optimistic view of the economic situation over the next couple years.   

To review Richard's in-depth presentation, Click Here.

 

Download presentation on Offshore Outsourcing

 


Business Processing Association of the Philippines

Business Processing Association of the Philippines (BPA/P) organization is the main umbrella association for the Philippines IT-enabled services/BPO industry.  It is the second largest such association in Asia. 

Richard Mills, Chairman of Chalre Associates, was asked to address BPA/P to provide his insight on the fast moving sector in the country.

He spoke along with Beth Lui, Country Managing Director of Accenture, whose company employs 7000 people in Philippines.  Richard's presentation was titled: “Philippines as an Outsource Destination - What CEO's Really Think.

To review Richard's in-depth presentation and to learn more about the current views of Senior Decision Makers in the BPO Sector in Asia, Click Here.

 

Download Richard Mills' presentation of Offshore Outsourcing

 


 

 

  C o n t a c t  U s

 

   Telephone Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam + 632 822 4129

            Email Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam leaders@chalre.com

  


 

 

Assessing Leadership Candidates

  Appraising Managers

 

The Management
Assessment Process:

Is it really only interviews
and reference checks?


 


It has been a 100-year search to find better methods of predicting people's behaviour in positions.  Very smart people have spent billions of hours devising and analyzing the results of personality tests, intelligence tests, aptitude tests, polygraph tests, emotional intelligence tests, on and on.  So far, there is little of substance to show for it.  Each of these techniques, and many more, came into fashion for a while and then slowly disappeared. 

 

After all that has been tried, there remain only 2 methods that are confirmed and widely accepted to be worthwhile in predicting people's performance in jobs.  They are:

 

1. Interviews with Experienced Managers

2. Reference Checking
 

Of these 2, reference checking is not much used as an actual predictor of behaviour but more as a verifier of information obtained from resumes and interviews.  Background confirmation is mainly useful for deciding to eliminate someone from consideration or for discovering information that will help the new employer better work with the person.  
 
That leaves the Interview with Experienced Managers as the preeminent technique for assessing and connecting with professional candidates.  And for good reason, studies done over decades have shown conclusively that structured interviews conducted by experienced professionals have the greatest predictive ability for complex positions.

 

MANAGEMENT RULE:    
The only method shown conclusively to be highly predictive of candidates for leadership roles is interviews with experienced managers, 

 

 
“New-and-Improved” Systems

Over the years, a vast number of new assessment systems have been developed by intelligent and usually well-meaning people.  Some of these techniques, such as personality tests and assessment centers, have proven useful for assessing entry level and junior candidates.  

 

Unfortunately, they have been shown to be too general and simplistic for use in predicting the actions and performance of experienced (and wily) management people for the complex roles they fill.  
 

MANAGEMENT RULE:    
New and "highly-innovative" systems come and go and probably it is best to let them go when assessing senior management candidates.

 
 
Interview Reigns Supreme

Since the only method shown conclusively to be highly predictive of candidate performance in leadership roles is structured interviewing with experienced managers, it is necessary to understand the specifics of this. 
 
There has been much said over the years by HR consultants about the best interview method; structured interviews, behavioural interviews, situational interviews, experiential interviews, and so on.  All have been studied and debated endlessly.  While there are elements of each style that seem useful in particular situations, there has not been any one style shown to be better at assessing all people for all positions.  
 
This is especially so for management roles which are extremely complex and highly unique.  Assessing candidates to run a semiconductor plant is very different from appraising people to oversee an animation studio.  A fast growing start-up company will need very different management skills than a long established one, even if they may be in the same industry. 

 

There will also be great differences within the same organization. Most would agree that the CFO needs to possess very different skills and priorities compared to the VP of Sales if the organization is to prosper.

As well, it should be clear that candidates for senior management positions are some of the cleverest and most enchanting people in the world. They are experts at the recruitment game since it is one of their key abilities as a successful leader. You can bet they will use their experience to their advantage. Therefore, interview styles need to adapt and evolve in order to challenge and interest executive candidates.  
 
 
How Many Interviews? 
 

Given that leadership positions are multifaceted and highly distinctive, it is critical that candidates are assessed by multiple decision-makers with multifaceted backgrounds.  The hiring decision needs to be a consensus among a manageable sized group of experienced senior managers with a direct interest in the success of the position.  

 
The question then becomes what is usually the right number of interviews required to receive the right outcome.  The number needs to be balanced by the needs of the interviewers and the candidates -- both groups being very busy people.  

 
Based on study and years of experience, the ideal is 3 interviews conducted by 3 different managers at 3 different locations.  Let us discuss the different aspects of this practical rule-of-thumb.  

 

THE RULE OF 3:    
C
andidates for management positions should be interviewed 3 times by 3 different senior managers at 3 different locations.
 
 
 
Who are suitable to interview?

 
Interviewers should be more senior in the organization than the candidate being interviewed.  In some cases, a manager at a similar level could be part of the assessment team if that person is critical to the success of the position.  

 

People in positions less senior to that being assessed should not be part of the interview process.  Not only may they not have the experience or suitable personal motivations to make a suitable assessment but their involvement might put the relationship with the candidate at risk.  Few things are more of a turn-off to an in-demand senior manager than being treated like a low-level "applicant."

 

Successful leaders have no lack of options in their careers and are assessing the new organization as much as they are being assessed by it.  If the person is given the impression that either he or the position is of reduced significance, his interest in the role will be similarly reduced.  This is especially so in Asia where people are more status aware.

 

Appraisers should also have somewhat differentiated backgrounds so they can appraise different characteristics.  It is fine for a salesperson to be assessed by a couple of good sales managers, but candidates for the VP of Sales role needs to be assessed for a broader spectrum of skills.  

 

In all cases, the interviewers should have a direct interest in the success of the position.  Studies have confirmed what most people would agree is common sense.  If someone does not view the position as important to his career or is distracted for some reason, he will not make a positive contribution to the selection process.  
 

 

What if less than 3 interviewers are available or suitable? 

 
In many of today’s lean organizations or smaller companies, it is not uncommon that 2 senior people must make hiring decisions on their own.  In emerging countries such as Asia, it is not uncommon that key country management positions are decided upon by a Regional Manager and one other person (usually the regional HR manager or a more senior person from the global head office).

In these circumstances, effort should be taken to differentiate the environment of each interview.  An initial meeting might be held in a hotel business centre, a second in a private office and the third over a meal at an attractive restaurant.  Another very useful idea is for the candidate to be flown to the regional office for final meetings.  
 

What if more than 3 people want to be involved?
 

It happens in larger organizations, in particular, that several people are determined to be important to the assessment process.  In some cases, there may be good reasons for wanting more people to feel they are part of an important hiring decision since numerous people will depend on the success of the new hire.  In some cases, it may be for learning purposes so an internal manager gets experience interviewing management candidates.

There are a multitude of good reasons for increasing the size of the hiring team.  But it should be clear that each additional person beyond 3 will result in added complexity that may not improve the assessment decision or the outcome of the hire.  

The larger the group, the more convoluted and time-consuming will be the overall process.  The cost in executive time increases not only because more people are involved but the amount of time required of each person also increases.  Through all of this, the motivation of interviewers toward the process (a significant factor in success) can be reduced.  

Since many more opinions are involved, the number of candidates required up-front is usually larger since a greater number will be disqualified in the process – for many niche sectors the number of candidates required may be more than are available in the market.  Further to this, an increased number of candidates will resign themselves from the process either because of a bad interview experience or concern about how their time is used.
 
 
MANAGEMENT RULE
The Rule-of-Three-Interviews has statistical backing as the number most correlated with hiring success.  Increases or decreases to this number can be done but at risk to the final outcome. 
 
 
What about Panel Interviews?

Group interviews are often a better idea when a larger number of people need to be involved in a hiring process.  They are generally used at a later stage when a candidate has passed initial screenings.  

Panel interviewers are able to confront each other’s assessments and thus reach better decisions.  The technique also reduces the number of suitable candidates lost due to the duplication and fatigue caused by too many separate interviews.   


The Final Decision

As long as the number of people involved in the assessment is not too many, key decision makers should agree unanimously that a candidate will make a strong contribution to the organization.  If even one assessor has a strong objection to the candidate, then usually this will be deal breaker and the process needs to be started all over again.  
 

 

  


 


Next Page - The Management Assessment Process

 

 

 

Hiring Leaders

 

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get the best people on your bus and drive it to greatness.

A global manager's failsafe guide to dominating any industry

by employing its dominant people. 

 

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New sections are being added so check back regularly.

Send your comments and suggestions to

hiringleaders@chalre.com

 

  


 

 

Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Vietnam, Cambodia, Laos

Executive Search &  Management Consulting:

Chalre Associates provides its Executive Search and Recruiting services throughout the emerging countries of the Asia Pacific region with specific focus on Philippines, Singapore, Malaysia, Indonesia, Vietnam, Cambodia, Laos.  We are proactive and well known in our sectors of focus.  Regional Managers use us to help bridge the gap between local environments and the world-class requirements of multinational corporations.   

 

C o n t a c t   U s

 

Telephone Chalre Associates - Executive Search Headhunters in Philippines  + 632 822 4129     Email Chalre Associates - Management Recruiters in Philippines leaders@chalre.com

 


 

 

 

 

 

Asia CEO Forum - Philippines Expatriate Business Networking Event - The Asia CEO Forum is the largest regular networking event for the international business community in Philippines. The forum serves as a hub for industry networking and deal-making by executive managers from across the Asia Pacific region. 

 

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!

 


 

 

Asia CEO Awards - recognizing international leadership excellence in Philippines

 

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!

 

 


 

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.  

 


Economist Intelligence Unit 

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

 


The Northern Miner Online

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

 


ComputerWorld USA

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

 

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Executive Recruiting in Asia Pacific - Philippines, Indonesia, Vietnam, Cambodia and Laos

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