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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

  


 

 

Retained vs Contingency Recruiting Differences

  Not All Recruiting is the Same

 

Retained Search Vs. Contingency Recruiting:

 

What is the Difference?


 

 

All organizations need to recruit outside management talent from time to time. In doing so, there are 2 alternatives for them to consider. First, they can manage the hiring the process themselves or, second, they can use outside recruiting consultants to help the process. 

In the do-it-yourself option, the hiring manager has the advantage of controlling the entire recruiting process: placing advertisements, screening applicants, interviewing candidates, salary negotiations, reference checking and so on. 

The disadvantage, of course, is that recruiting senior executives is time consuming and requires specialized skills. The most desirable candidates are happy in their jobs and do not actively seek new employment through job postings, career fairs and contingency employment agencies.  Such people usually also have concerns about sending their confidential information to an unsolicited source or directly to a competitor in their industry. 

For these reasons, it is common for organizations to use independent recruiters to fill management positions. The question then becomes whether to use a contingency recruiter or a retained executive search consultant.


Different Services, Different Needs


Most people would recognize that recruiting a General Manager or a CFO is much different from hiring applicants for clerical or menial jobs. As a result of these differences, 2 types of recruiting services have developed over time to cater to each requirement.   

Virtually all junior and entry level positions are filled using the contingency recruiting model.  Common names for the service include: employment agency, staffing & manpower firm, personnel recruitment and placement agency. Contingency Recruiting means their fee is conditional (or contingent) on a placement being made.   


Most senior management roles are filled using the retained executive search model.  Retained Search is provided in a similar manner to professional services such as accountants, lawyers and architects. They are retained for their specialized skills and work exclusively on behalf of the client.  Common names for the service are executive search and retained search. 

 

Important Note: In many emerging countries in Asia, general personnel agencies often call themselves "executive search" since the differences between of management and general recruiting are not well understood.  
 

 
MANAGEMENT RULE 

Contingent recruiters are most used for individual contributor and some junior manager positions.  Retained (executive) search is most used for management and especially executive level roles.  The way to determine the difference is ask the provider whether their fees are “retained only” or “contingent on success.” 
 

 

How You Pay Is

What You Get
 

The manner of payment has a profound effect on the service provided. 

Contingency Recruiters 

These people provide services in the manner of commission-only sales people.  They receive payment only if a placement is made and cannot afford to invest a great deal of time on any one assignment. Theirs is a high volume business and they often serve direct competitors for the same positions. They collect as many resumes as possible from sources like databases, job postings and the like, and then send them as quickly as possible to multiple clients before their competitors do. Interviews are often cursory or conducted by junior staff.  Detailed assessments to compare candidates to others in the industry are not possible.

 

Most people entering the field of recruiting begin as Contingency Recruiters.  


Retained Recruiters 

These people are paid in the manner of other skilled professions such as accountants, doctors and engineers, and expend significant time on filling individual positions.  They typical source Passive Candidates who are not seeking current employment and are considered successful and stable in their jobs.  They will personally interview and assess each candidate for suitability. 

 

Most Retained Recruiters either have many years of management recruiting experience or are themselves former senior managers.  
 
 
When to Use?

Contingency Recruiting
Use when positions are low level and not critical to the organization
Use when many people are likely to be qualified for the roles
Use when filling large numbers of positions
Use when speed is greater priority over quality
Use when the hiring manager wants to control screening process, interviewing and negotiating with candidates.

Retained executive search 
Use when positions are senior and critical to the organization
Use when confidentiality of clients and candidates is important
Use when quality is more important than quantity and speed

Use when a history of career stability is required
Use when professional assistance of recruiting process is required
 

 
Who Works For Who?

Another difference has to do with exclusivity. Retained search consultants spend a lot of time sourcing candidates who are happy and stable with their employers and not actively seeking other employment. They evaluate candidates for a particular client and will not present candidates to more than one client at a time. Therefore, the client will almost never find himself in a bidding competition for a desirable candidate with a business rival. 

The nature of contingency recruiting is such that exclusivity is not possible. A contingency recruiter is in a race against others to present candidates before they do. When desirable candidates are found, they must present them to as many clients as possible to have the greatest chance of making a placement.

Neither contingency nor retained executive search consultants should accept fees of any nature from candidates. However, contingency firms
have incentive to proactively "push" candidates to employers. Retained consultants do not assertively push candidates; they are paid for the process and are expected to be impartial judges of suitability. 



How Long Does it Take?


The contingency recruiting process is straightforward and fast. Recruiters get some basic facts of the job, scan for candidates from resume databases and internet sources, and send the raw resumes to clients as soon as they get them.

The retained search process is more involved and takes longer.. 

  • The consultant will typically meet with the client to learn about his company and its culture, as well as details of the type of candidate desired.

  • The consultant will target candidates who are successful and have a history of career stability from industries identified as suitable by the client.

  • Through this research, a "long list" of candidates who are possibly suitable and interested is collected.

  • Screened candidates are personally interviewed by the consultant to determine suitability and interest.

  • Several qualified candidates are submitted to the client for interviews along with detailed interview notes of the candidate’s background.

  • The consultant conducts references checks from formal and informal sources.

  • The consultant advises on a job offer and mediates acceptance by the candidate.

  • Afterward, the consultant will stay in touch with the candidate to ensure an smooth transition. 
     

 

Comparison Chart:

 

CONTINGENCY

RETAINED

1. Contingency recruiter frequently represents candidates seeking placement and works with competing clients simultaneously..

1. Retained recruiter works for the client only.

2. Contingency recruiter works in competition with other recruiting agencies for the placement.

2. Retained recruiter conducts search assignments on an exclusive basis.

3. Contingency recruiter seeks to fill lower level and some middle management roles and handles many job openings at once.

3. Retained recruiter usually works with a small number of senior management and middle management roles.

4. Contingency recruiter does not need to meet clients or candidates in person and spend less time on initial research and specifications;

4. Retained recruiter must understand the client organization and position details thoroughly. Personal meetings with clients and candidates are required.

5. Contingency recruiter mainly seeks applicants who are highly motivated to change jobs and who, therefore, may be unhappy or unstable in their careers.

5. Retained recruiter focuses on acquiring candidates who are happy and successful in their jobs and not actively seeking new employment.

6. Contingency recruiter works concurrently with a multitude of open job orders and clients from the same industry.

6. Retained recruiter works on only 3 to 5 assignments at any time and is personally accountable for success of each.

7. Contingency recruiter has no guarantee of payment for services performed and cannot afford to invest much time in a search beyond the basics.

7. Retained recruiter invests considerable time for each assignment in screening, interviewing, evaluation and client interaction.

8. Contingency recruiter will present most candidates within 1-2 weeks after obtaining a job order; often submitting less desirable candidates to increase probability of a placement.

8. Retained recruiter usually recommends only 3-8 highly qualified candidates to a client company within 4-6 weeks.

9. Contingency model requires considerable involvement of the hiring manager in screening, interviewing and evaluating candidates.

9. Retained model requires minimal time investment of the hiring manager until interview process.

10. Contingency fees range from 10-20% of annual compensation and are paid after placement is made. 

10. Retained fees range from 20-30% of annual compensation plus expenses with part of fee paid up-front.

11. Decision to choose Contingency recruiter is usually made by Human Resources department.

11. Decision to engage Retained Recruiter is typically made by executive management.

 


Next Page - Retained vs Contingency Recruiting Differences

 

 

 

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

 

Target Executive Search Headhunters in Philippines

 

 

 

 

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

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