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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

 

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

  


 

 

Main Motivations People Resign from Employers

 Main Reasons Key People Leave Employers

 

Major Motivations

People Resign


  

 
Asians share the same basic attributes of all people with regard to leaving their employers. But while the main reasons key employees depart may seem familiar, the circumstances can be a lot different from people in other regions.
 
One problem confronting managers (and especially those who are new to Asia) is that it is hard to get straight answers about people €™s feelings and beliefs. First of all, many Asians believe it is inappropriate to make public displays of their emotions so it is difficult to tell if they are unhappy. Secondly, people will often deny they are upset about something even when taking drastic action like quitting suddenly because they don €™t want to create conflict or make other lose face.
 
What seems confusing to foreigners is usually easy for Asians to figure out and non-Asians should learn from their deep knowledge. Managers with experience in Asia state the following main reasons key people leave their employers.
 

 
Reason For Leaving 1: 
Problems with The Boss

 
It is true in virtually all societies that people more often quit the boss than quit the company or the position. This is especially the case in Asia where managers are given a somewhat exalted status and can even be seen as secondary father (or mother) figures to the people who report to them. As well, employees are generally younger in the emerging countries of Asia and need more hand-holding and micromanagement from the people they report to. In such an environment, employees €™ relationships with their bosses will naturally be central for their level of engagement at work.
 
People who resign because they are unhappy with their managers generally give reasons that fit neatly in the following statement:

 
They did not feel informed, recognized or rewarded.
 

Let us describe each of these categories critical for successful boss/employee relationships

 
A. Didn €™t feel informed
Top performers are logically career-oriented people and crave to know in detail how they are doing, how their work will be measured, what they need to do to be deemed successful and what their career path could be. Managers need to set time aside to talk over performance and career related issues so key people know clearly what they need to do and that their boss is behind them. Positives should be emphasized whereas criticisms should be stated gently or risk harm to the relationship.

 
B. Didn €™t feel recognized
Managers who are successful in Asia report that they spend a lot more time interacting with their key people than in other regions. Team building events and formal recognition ceremonies where top performers are recognized in front of others need to be done regularly. Informal activities such as food breaks together, after-hours invitations and just dropping by to say €œthank you € go a long way to make people feel recognized. A boss is a high-status person in people's lives and any time together to share ideas and experiences is important.

 
C. Didn €™t feel rewarded
Being considered likeable and nice is a great start but managers also need to reward key staff based on contribution. Above average compensation is an easy way to keep people in their jobs in Asia where people are at least as financially motivated as others and maybe a bit more. As long as rewards are tied in clear and understandable measures of results, the outcome in retention can be tremendous. Small gifts and minor promotions regularly given are another manner to build highly engaged people. That said, rewards not directly tied to performance are naturally destructive to the organization since unrealistic expectations will soon take hold. Many managers who are new to emerging countries have created all manner of problems for themselves by giving away unearned raises and bonuses because €œit seems cheap € compared to their home countries.

 
 
Reason For Leaving 2: 
Compensation Too Low

 
High performance people often have high performance ideas about the value of their contribution. Their expectations about compensation can be difficult to manage. The problem is compounded in Asia for many reasons. First, Asia has been the fastest growing region in the world over the past decade and talented people have gotten used to double digit annual increases in base salary and large performance bonuses.
 
Second, in disruptive emerging countries, compensation structures are all over the map. Similarly sized competitors might have pay-scales that are 50% different. Local companies often pay half what international companies pay. It is easy, therefore, for employees to get misleading information and become very distressed when they hear about other companies supposedly paying much higher compensation. Third, people in Asia often have responsibilities to support aged parents or younger siblings and are financially motivated as a result.
 
The combination of high expectations, chaotic salary structures and financial needs makes for a challenging environment to ensure stability but it is made much easier if managers discuss compensation issues regularly with staff.

 

Some managers have reported great success in attracting and retaining talented people by paying above industry levels.
 

 
Reason For Leaving 3: 
Career Growth

 
High performing employees become restless and uneasy unless they are continually challenging themselves and expanding their experience and knowledge. Keeping them busy with projects that are crucial for the organization is an important objective for senior managers. During periodic slowdowns in operations, key people should be sent on training programs to keep them as active as possible. If they feel their skills are languishing and their work not important, you can be sure they will be in contact with other organizations ready to make better use of their time.
 

 
Reason For Leaving 4: 
Outside Experience

 
It is common sense that managers want to keep their top performing people close to them and working in areas where they have proven abilities. However, it can happen that employees feel stifled if they spend too long in one position or under the wing of one manager. Even if people are well rewarded and appreciated, they will eventually leave unless there is an opportunity to expand skills upward or outward. Large companies with well-established management career track programs allow (actually force) them to work in different departments to gain rich understanding of the entire organization. Smaller companies struggle to provide this opportunity since they have less flexibility but accommodations need to be made.
 
If not, managers will need to accept that career-minded people will probably leave -- unless of course they are willing to give up their own positions so others can be promoted. Senior managers need to maintain relationships with talented people and hope they can be hired back in the future when appropriate roles become open for them.
 
 
Reason For Leaving 5: 
Set up to Fail

 
There are times when talented managers fail at important duties or projects. Sometimes the problem has to do with the personality required to do the job. For instance, a hard-driving sales person might be bogged down with as assignment requiring a lot of detail. However, it is overly common in Asia that people are given responsibility to oversee tasks but not the authority, tools or training to accomplish them.
 
Most visitors to Asia notice this when dealing with customer service issues in many emerging countries. They can see immediately that staff members and even junior managers are well-intentioned and hard-working but they have no support systems to provide carry out what is necessary. The obvious result is high turnover rates among managers and staff.
 
  

 





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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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