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Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, VietnamExecutive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam

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 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

 

 

 Media & Publicity

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." 


 

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 EXPOHeld 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 HayGroupRichard 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

  


 

 

Motivating Recruiters to Focus on Your Positions

 Getting the Attention of Recruiters

 

Motivating Recruiters to Focus on Your Positions


 


Many executives complain that their important open positions are either ignored by recruiters or pushed down to junior staff who don't understand the requirements and send unsuitable candidates. They are frustrated and perplexed at how to attract the time and attention of experienced recruiters who can source the high quality candidates they desperately need to move their organizations forward.

 
To understand how to motivate recruiters, it is important to first consider the daily conflict most face. Experienced recruiters do not suffer from a lack of open positions to work on, they mainly suffer from a lack of QUALIFED job openings on which to focus their time.

 
Some hiring managers seem to throw requirements in large numbers to their recruiters under the assumption that more is naturally better. Since there is no initial cost or risk to the hiring manager, they have nothing to lose -- or so they think.

 
Recruiters are under a lot of pressure to meet demanding metrics such as fill-rate, time-to-hire, offer-acceptance ratio, cost-per-hire and so on. It should be obvious that, in order not to lose their jobs or go broke, they can only focus their time on job requirements that have a reasonable probability of being filled.
 

Recruiters in most organizations complain that many of the "open" positions assigned to them by clients (internal or external) are not open at all but are better categorized under titles such as the following:

 
1. Positions that might become open in the future but aren't actually open now.
2. Positions the client sincerely wants to hire but their interview process is so long and convoluted that they usually lose candidates they want to hire.
3. Positions that have been passed down to junior HR people to fill but who lack the skills or motivation to do so.  
4. Positions the client has already filled but forgot to tell us.
5. Positions the client doesn't have hiring authority for but will try to get it if we find the right candidate.
6. Positions that don't exist but the client needs resumes to create a bid document.
7. Positions that don't exist but the client wants to benchmark his internal talent.
8. Positions the hiring manager has discarded but no one has told us. 

 
Recruiters naturally become discouraged when they feel their time and efforts are being wasted, or at least not respected.

 

 
How to Captivate Recruiters
 

There are 2 main methods to capture the focus of experienced recruiters who can fill job orders successfully. The first is rather easy while the second is more complicated.

 
Tactic 1:

Pay for Their Attention
 

People with many years of successful experience in a profession generally expect to be paid for their services. Doctors, lawyers, architects, engineers and so on all expect to be paid for their time and expertise whether you decide to use their advice or not. Senior executive search professionals work in a similar manner. If a hiring manager wants devoted focus of an experienced executive recruiter for his or her open positions, it is easiest to sign an exclusive search agreement and pay the up-front retainer required.

 

 
Tactic 2:
Provide What They Want

  

The nature of recruiting is such that it is highly stressful with appallingly severe highs and lows. This is naturally so since career decisions are among the most important of people's lives and loaded with all of our strongest emotions: fear, greed, ego, impulsiveness, etc.
  
Anything that improves the predictability of the recruiting process will naturally capture the attention of recruiters.  

  

   

Assessing Job Openings

 

There are 4 main methods used by experienced recruiting professionals to assess the quality of job requirements and decide where to focus their time.  

  

Factor 1:

Exclusivity

  

Some hiring managers reasonably feel that the more sources of candidates they use, the greater the probability the right person will be found. They instruct their HR department to post the positions online and promote them to staff through the candidate referral program. The job requirements are then sent off to a half dozen "preferred" recruiting vendors. Hiring Managers also call their friends to see if they know anybody and may even spend some time on LinkedIn.
 

Such good intentions work well for filling junior positions but it is the road to ruin for management roles. There will typically be a small number of suitable candidates for senior roles in most industries. In Asia, they will also be extremely concerned about confidentiality, the perceived importance of the positions and the seniority of the people they interact with. It is impossible to meet any of these requirements when a stampede of people are involved in the search. High-quality candidates will simply decline participation -- although desperate and unemployed candidates will eagerly take their place.
 

Experienced recruiters naturally place high value on open positions assigned to them on an exclusive basis and much less on those open to general recruiting public. 

 

  

Factor 2:

Access to Decision-Makers

 

A search engagement led by the hiring manager who the successful candidate will report to is always considered more positively than one led by even the most competent recruiter from the HR department. Unhindered access to senior decision-makers is always a significant indicator of how important an open position is to an organization and how it will be treated by an experienced recruiter.

 

  

Factor 3:

Relationship

 

The recruiter's past experience with the employer will be a strong consideration for determining how valuable the recruiter's services are to the hiring manager and how their work will be treated.

 

  

Factor 4:

Urgency

 

When recruiting for junior and even many middle level positions, urgency is generally considered a good attribute since the more urgent the requirement, the more responsive and flexible will be the hiring manager. The problem is that it is also an easy attribute to fake. Today, most job openings are labelled as "urgent" by employers who worry they won't get attention otherwise.
 

More significantly, urgency can be a double-edge sword when it comes to executive search assignments. Experienced executive recruiters are often cautious of organizations that have too much urgency with senior positions. It may indicate poor internal processes if urgent positions result from high turnover, bad succession planning, endless restructurings and similar reasons. The obvious risk to a recruiter is that their "critically urgent" search assignment can just as easily become a quagmire of hurry-up-and-wait scheduling, changing job requirements, failed hires and candidates that lose trust in future opportunities from the recruiter.
 

It is true that urgent job openings are always preferred to those that no one seems to care about. But what is most preferred are positions that are considered important and systems are in place to attract and retain suitable candidates.  
 

 
Hiring managers who improve the quality of their job orders by addressing the above 4 criteria will no longer find themselves feeling ignored and having to beg for candidates. Over time a relationship develops such that the recruiter becomes an extension of the organization and a valuable lifetime asset to the hiring manager.

 
 
 





Next Page - Retained vs Contingency



 

 

Hiring Leaders

 

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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.  

 


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

 

Attributes of Expatriate Managers in Asia

 

Attributes of Expatriate Managers in Asia

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