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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

  


 

 

Rules of Executive Interviewing in Asia

 Senior Manager Interviewing 

 

The Rules of

Executive Interviewing

in Asia 


 

 

Conducting interviews with senior managers is quite different from those with junior candidates mainly because the people involved are different. Junior candidates are often called Applicants because they are usually applying for new employment. In interviewing these people, the emphasis is on the candidate to sell himself to the employer. 
 
Desirable senior candidates are the opposite. These people are generally successful and satisfied in their current positions and have no urgent need to change jobs. Confidentiality is of critical importance and they do not send resumes to job postings or employment agencies nor do they attend career fairs -- be worried if they do. Nevertheless, such people can be enticed to discuss a career opportunity if approached in an appropriate manner by people who they consider respected and trusted in their business community. Interviewing these people requires greater emphasis on the employer to provide strong justifications for career change. 
 
 
Rule 1:    

Executives Interview Executives
 

Senior managers need to be interviewed by people who are senior in the organization. In status conscious Asia, recruiting department staff who are great for interviewing individual contributors are usually not involved in meetings with senior managers who will be above them in the organization. Veteran executives should only be assessed by other veteran executives. There is probably no better way to turn off a desirable candidate than to have him be interviewed in a cubicle by someone holding a clipboard. 

 

Rule 2:    

Candidates, not Applicants
 

Successful managers are almost always employed and self-actualized in their current positions, and don't change jobs often or easily. In order to recruit them, tremendous effort must be made to demonstrate that the candidate is highly valued and his career would prosper in the new organization. He is not an applicant applying for a job -- he is a gifted manager who could be critical to the success of the organization. If such a person is told to fill out an application form and left alone in a dreary waiting room, you may find nothing except a pile of ripped up paper when you return.   

 

 
Rule 3:    

Be Concerned about Confidentiality
 

Senior candidates are stable career professionals with a history of long-term employment relationships and are not desperate for work. They are also well-known and recognizable in their business communities. For these reasons, they take a very real risk at being interviewed by another employer.  Attention needs to be taken to ensure their confidentiality. If they ever come to feel their privacy could be at risk, they will discontinue the interview process or, at the very least, down-grade their interest in the organization. 
 

 
Rule 4:    

Use a Conversational Style
 

Senior managers have many years of experience interviewing others for their own positions. You will do yourself no good by using a set of questions that you would use for junior applicants. Manage the interview as an intelligent conversation between industry professionals. 
 

 
Rule 5:   

It’s Not a Beauty Pageant
 

Research has proven conclusively that tall, good-looking candidates and good-talkers get the most job offers. Senior candidates, especially, can be utterly captivating because they have developed their personality skills over many years. A charming facade is certainly not a bad attribute but it does not necessarily make the person an ideal candidate. Don’t let this one quality overshadow the huge number of other important requirements necessary for management success. 
 

 
Rule 6:   

Ignore “New-and-Improved” Tactics
 

As in other industries, consultants to the HR sector create novel interviewing concepts regularly to catch each new generation of hiring managers -- rather like fashion cycles. Many of these "highly-innovative" interview systems employ techniques to either intimidate or relax candidates in order to trick them into giving information they might not otherwise have provided.

 

These should be ignored. Similarly, interview questions like, “Give me a sales pitch for my tie,” or “What kind of animal would you like to be?” are unsuitable for senior managers (or probably anyone else). There are no shortcuts or sure-fire systems to assessing candidates. It is a long process and a comprehensive interview is just one component. 
 

 
Rule 7:   

Sell the Opportunity AND Yourself
 

Hiring Managers are naturally more used to interviewing candidates for less senior roles and sometimes assume everyone they meet will plead to work for them. Desirable senior managers are almost always  successfully employed and happy in their careers. They don’t need a job but are interested to improve their situation. 

 

Many interviewers are so focused on evaluating the candidate that they forget it is a 2-way street – candidates are evaluating them just as much. Effort needs to be made by hiring executives to describe the opportunity, the organization and its people in a compelling but realistic manner.  Most importantly, don’t forget to sell yourself.  Senior people understand that the “who” is more important that the “what.” 
 

 
Rule 8:    

Be Friendly But Non-Committal
 

In selling-the-opportunity, it can be tempting to become overly enthusiastic about “what can be achieved” if the candidate joins the firm. Remember that if you give a range of income or bonus opportunities, the candidate will almost always remember only the top end of the range. It is no exaggeration to say that more than 50% of all hiring processes are harmed (and sometimes destroyed) by exaggerated expectations through such miscommunications. 
 

 
Rule 9:    

Consistency is Your Friend
 

Unlike junior candidates, desirable senior managers are usually in no urgent need to change employers. They understand that decision processes require time. That said, a confusing or disordered interview process that takes too much time will harm the candidate’s impression of the opportunity and the organization. The hiring process should be straight-forward and proceed at a pace that is consistent and credible. 
 

 
Rule 10:    

People are Mainly Honest

 

It is our experience that most senior leadership people are essentially sincere. Something that helps keep them so is that most industry sectors are small communities where people know each other -- this is especially so in the relatively small economies of Southeast Asia. While there are exceptions, the pressure to “say anything to get the job” is overwhelmed by the stronger coercive pressure to not get caught telling exaggerations. 

One obvious mark of a deceitful candidate is a person who rarely admits to past failures or meaningful flaws. They will either use verbal calisthenics to evade “weakness” questions or they will twist around a negative attribute to make it seem positive: “I allow myself to get burned out because I work so hard.” 

 

People who don't admit to their own faults are actually admitting to many. 

By using your own highly developed people skills and some commonsense, it is possible to find high-quality people. It starts once you connect with the candidate on a personal level and then the 2 of you work together to determine if the job you have is, or isn't, best suited for the candidate. 
 

 
 


 

 

 

Next Page - Rules of Executive Interviewing

 

 

 

Hiring Leaders

 

 Download this e-book to learn all you need to know to

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. 

 

DOWNLOAD Hiring Leaders now!

 

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

 

Target Executive Search Headhunters in Philippines

 

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

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