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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

  


 

 

Sourcing Managers in Asia

 Where to Find Management Talent

 

Sources of 

Experienced Managers


 

 

In the past, managers could get away with looking for candidates only when there was a clear need, either because of an open position or as a solution to a problem. These days, the sourcing of high-value candidates should be a never-ending process for successful managers who wish to be considered high-value in their own organizations. A manager's commitment and ability at continual candidate sourcing will be a primary determinant of his or her career success.

 

Below we describe the various options for sourcing candidates in order of typical preference. 

 

 

 

 

1ST CHOICE
RECRUIT FROM INSIDE
 

 

Most of us would agree that elevating our own employees is preferable to hiring from outside the organization. Promoting from within rewards performance and stability in current employees, and motivates others to do what's necessary to qualify for their own advancements.

Internal promotions also save on the time of many people involved in the hiring process and recruiting costs.  Hiring outside managers is naturally more risky than working with people whose strengths and weaknesses are already known in an organization. 

2ND CHOICE
RECRUIT FROM OUTSIDE 

 

Sometimes hiring from outside the organization is necessary for management level positions. If an organization is growing quickly or entering a new market, there may not be enough time to develop veteran managers internally. Hiring experienced outside managers will be the only option. 

There are also times when non-aligned people bring new ideas and open minds to allow an organization to move forward. Outsiders are less likely to be emotionally and politically tied to the past and are perceived to make fair decisions regarding difficult problems. 


1. Hire From Competitors

If what is needed is industry experience, then the most obvious option is to recruit people from the same industry. It is always worthwhile to consider hiring people with relevant knowledge of your sector and relationships that can be beneficial. 

It is important to keep in mind that this needs to be done with sensitivity or risk retributive action from competitors if your actions are perceived to be attacking someone else’s business. 


2. Hire From Related Industries
 
Companies that are suppliers or clients of your company or your competitors are often good sources of candidates since such people have experience working with your industry in ways that are different and can bring fresh ideas and opportunities. 

As above, it is important that the hiring process be done with compassion for your industry partners. Reckless hires can damage your relationships with clients or suppliers with negative consequences for years to come. 


3. Hire From Unrelated Industries

 
People in professions like finance, HR and IT have skills that are more transferable.  It is common for them to move to entirely different industries and still perform well.  In functions like sales and operations, it can be more difficult for senior professionals to change industries. As an example, it might be possible for a finance manager to move from a heavy equipment company into cosmetics but a sales manager can’t. 

Some industries are more related than they seem. For instance, many product-focused multinationals hire Country Managers whose main job is to oversee a sales & distribution network. Someone who has experience with running a high-end confectionary business can sometimes be just as good at branded garments. 


4. Hiring Nearby Asians


Within Southeast Asia, it is becoming more common for Asian managers to move from one country to another. In doing so, they become able to work at international levels but retain the streetwise sense of how business is done in Asia. 

 

Malaysian and Filipino managers, in particular, seem to do well almost anywhere. Singaporeans have superb skills but don't always want to be posted to less developed countries.  Indonesians and Thai managers can be first-rate in their own countries but language abilities can hinder them from being considered for outside postings.  Indian managers are another very good source of highly productive and adaptive people.    

 

One hindrance to relocating Asian managers to other countries within Southeast Asia has to do with compensation expectations.  When relocating for postings in Singapore or the Gulf region, it is common for Malaysian and Filipino managers to double their current income levels.  Many have come to believe they should receive similar increases when relocating to less prosperous countries. Clearly, few developing countries within Southeast Asia can support such high incomes. Therefore, explanations are required up-front to reduce unrealistic income expectations. 


5. Asian Returnees


Over the years, people from Southeast Asia have dispersed themselves throughout the world. Adapting to any new country is difficult and not everyone is contented in their adopted countries. 

 

It is also natural for immigrants to have an inner longing to return to their home country someday. The grim economic situation in many so-called advanced countries has lately made this desire more intense than usual. 

There are sizeable numbers of Vietnamese, Singaporeans and Malaysians throughout Asia, the Gulf region, and the west, and more than a few would be open to suitable opportunities in their home country or region. Ethnic Chinese and Indians originating from Southeast Asia are often a particularly open-minded group. 

In absolute size, however, there is no overseas group larger than the Filipinos. There are roughly 8M of these pleasant people are working outside Philippines currently and this number includes a sizeable portion of the country's middle and upper class elite. 

There is strong demand for returnees since companies are more hesitant about relocating full expatriates to emerging countries. Returnees are a better option since they are perceived to be able to adapt quickly and are motivated to stay for the long-term. 

 

Returnee managers are more expensive than local candidates but not by much and they usually don’t expect expatriate benefits. Their main desire is to return to their home country and have a suitable job to go to. 


6. “Local Expats”

 
A "local expat" is defined as a foreigner who chooses to live in an adopted country for his or her own reasons. Often, such people were previously posted as full expatriates and later decided to remain indefinitely.  The majority of local expatriates in Asia are male -- it's still a guy-friendly region -- and have married Asian females or have personal business interests.  
 

Local expatriates work at local terms but are usually compensated at higher levels than local managers who lack international experience.  They are often stable employees since there are perceived to be few job opportunities for expatriates in Asian countries and job-hoppers are easily noticed and quickly penalized.   


There is strong demand for localized expatriates since they have already gone through cultural acclimatization and have proven success. The suitability of this group for management positions varies from candidate to candidate. 


7. Full Expatriates
 
Full expatriates are those managers posted to Asia by their employers. It used to be standard that they were provided with luxurious housing, expensive private schools for children, annual fly-backs to their home country, country-clubs and a hardship bonus. Today, these “standard benefits” are no longer standard with most organizations. 

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. 

In choosing people suitable for expatriate postings, there are many elements to consider. It has been found that people with adventurous mind-sets and outgoing personalities are often better suited. Managers who come from immigrant families or who grew up in ethnically diverse environments can also be more adaptable to foreign cultures. 

Another key element is the commitment of the expatriate’s family and, in particular, the spouse. More often it is the trailing spouse rather than the expatriate who will disrupt the overseas posting. That person needs to be part of the determination process from an early stage. 

HSBC is an example of one company that has developed a superb cadre of international-track managers.  They recruit them early in their careers from different countries across the world and mold them into HSBC bankers.  They then spend their entire careers going all over the world spreading the good news about the HSBC-way. 

Another successful company with a different approach is Siemens. Despite the vast size and complexity of its businesses, almost all of their operations throughout the world are headed by German nationals. The few non-Germans in their senior ranks almost always have been Germanized by living for multi-year periods in Germany. 

 

  

 


 

 


Next Page - Where to Find Managers in Asia

 

 

 

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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