Executive Search - Elevating Your Recruitment

Chalre Associates focuses its Executive Search practice in the emerging countries of the Asia Pacific region.  We believe the greatest need for our services is in countries like Philippines, Indonesia, Thailand and Malaysia that are underserved by traditional firms.  Such markets require different skill sets and methods of Executive Search practitioners, as well as a lower cost structure.  Multinational companies use us to bridge the gap between the local environment and their world-class requirements.    

Executive Search / Contingency Staffing:

What's the Difference?

Retained search (Executive Search) enables you to confidentially explore candidates who would not otherwise be identified by advertisements, job postings, or employment agencies. Retained executive search is a selective recruiting technique that sources candidates through direct means.  In this method, senior candidates are attracted who are happy and successful in their careers and who would never send their resumes to job postings. 

Contingency Staffing (staffing agencies) employs what is called passive recruiting methods to source candidates.  Examples include: job advertisements, career fairs, resume databases and people who send resumes to staffing agencies.  Such sources are generally a good choice for filling entry-level, junior and even some intermediate level positions.  However, when a position is senior in nature and critical to the success of an organization, such sources are clearly not adequate. The selection of the critical manager should not be limited only to candidates who might send their resumes to job postings of employment agencies. 
 
The Executive Search services of Chalre Associates are utilized to resolve a company's requirement to confidentially replace a key executive or to recruit a very specific type of skill, when the candidate's personal characteristics are as critical as the professional experience required.

More Information:

 The Benefits of Executive Search

 

 The Aggravations of Executive Search

 

 The Search Process

 

Examples:
For examples of completed projects, please go to the Sample Projects section of the Chalre Associates website.

WE DO NOT USE OUR CLIENT'S NAMES IN SALES PRESENTATIONS.  

CLIENT INFORMATION IS CONFIDENTIAL.

There are a number of reasons business leaders use us to source candidates for their senior positions. Here are some important ones.

Direct Recruiting Methods
Chalre Associates does not employ passive recruiting methods such as job advertisements, career fairs and resume databases.  Most sophisticated clients can access such candidates on their own.  Many clients worry that candidates who send resumes blindly to such services may not be successful or stable in their careers and therefore not suitable for critical management positions.  Direct sourcing methods used by retained search (Executive Search) are required to reach senior candidates who are happy and successful in their careers and who never send their resumes to contingency staffing agencies and job advertisements.   

Professional Judgment
The nature of retained search is such that it requires experienced staff to perform the service.  Chalre Associates does not employ dozens of poorly trained and often poorly skilled staffing agents as is usual in contingency employment agencies.  Our staff have many years of management level experience and are skilled at assessing the backgrounds of senior people. 

Absolute Confidentiality
A company that needs to replace its CFO or Country Manager usually doesn't want this information to be known by customers, competitors, suppliers or sometimes even internal employees.  Our highly experienced staff understand and are able to execute a search in a confidential manner.  Client names are not released until the client is interested to interview a senior candidate, except in rare circumstances.  Chalre Associates does not use client names in sales presentations. 

Saving Our Client's Time
Our clients do not lose productive time screening unsuitable resumes and interviewing inappropriate candidates.  If all goes well, the client will move to the final interview stage.  The client's time is spent assessing such attributes as personality and culture fit, and not whether the candidate can do the job.

We Don't Stop
We are responsible to find a suitable senior manager for your position.  Whether the search requires 12 days or 12 months, we will not cease until our client instructs us to.   

More Than the Usual Background Checking
References provided by the candidates themselves will almost always provide information that is flattering to the candidate.  It is critical to go one step farther by acquiring informal background information from various sources: former supervisors who have moved on, colleagues, competitors, suppliers and clients. Such people will often provide the most realistic information about a senior candidate.

We Develop You
Chalre Associates act as consultants to management.  We are not resume promotion agents.  As such, we take great interest in seeing our client's succeed.  We take an active role in developing the businesses and careers of the people we serve.       

Protecting our Candidates

As an international company, Chalre Associates adheres to international privacy policies to protect the information of our candidates.  Go to our Privacy Policy page to learn more. 

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Retainer Required Up-front
Executive Search operates in the same manner as a law firm, accounting practice, engineering partnership or other highly-skilled consulting service.  Clients pay by retainer for work performed and not if a "sale" is made.  Executive Search is different from contingency recruitment (staffing agency) who act as a resume promotion service for their candidates.  Payments to a staffing agency are made in the same manner as buying a product -- the customer pays if a sale is made.   

Exclusivity
Nobody would expect to show up in a court of law with 4 lawyers, all competing with one another for access to witnesses and jurors.  The services of most highly skilled professionals such as accountants, engineers and architects are provided on an exclusive basis.  For similar reasons, Executive Search requires exclusivity to be effective.   

 

Conclusion:
Executive Search is suitable for senior level positions or for intermediate roles where contingency recruiting (staffing agencies) has failed to find suitable candidates.  Contingency staffing is ideal for entry-level and junior positions especially and some intermediate positions deemed by management as non-critical to the success of the organization.   

Examples:
For examples of completed projects, please go to the Sample Projects section of the Chalre Associates website.

WE DO NOT USE OUR CLIENT'S NAMES IN SALES PRESENTATIONS.  

CLIENT INFORMATION IS CONFIDENTIAL.

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1. Pre-Search Conference and Position Analysis
   Chalre Associates begins every engagement by meeting with you personally to thoroughly understand the requirements of the position, your corporate environment and the unique personal characteristics you require in your staff.
   

2. Research
   Upon your approval of our proposal, we immediately begin research to determine current information about your industry and those companies which are most likely to yield the best candidates. We rarely use advertising or job postings to identify candidates since our research is based upon our client's requirements, not the availability of candidates. In addition, confidentiality is assumed to be an absolute requirement.
   

3. Sourcing
   Chalre Associates identifies potential candidates through a wide variety of sources including industry experts and senior business leaders. Traditional business sources, databases, and Internet resources are also used to enhance our insight into targeted industries and companies. Our goal is to identify potential candidates based upon their reputation, not their availability. We approach candidates directly by telephone to assess their fit with our client's requirements and to determine their potential for career change.
   

4. Candidate Interviews and Evaluation
   We interview each targeted candidate using your criteria. Interviews may be conducted in person and those who successfully complete this in-depth evaluation are presented to you in a detailed report.
   

5. Reference Checking
   After evaluation and personal interviews, we thoroughly discuss the performance and characteristics of finalist candidates with their former employers. The results of these evaluations are provided to you in confidence.
   

6. Final Hiring
   We assist and advise you in all matters of final recruiting and salary negotiations appropriate for your candidate of choice.
   

7. On-Going Follow-up
   In order to assure a smooth transition, we remain in contact with you and your new employee during the first year of employment in order to resolve any issue which may arise.
   

8. Our Commitment
   Our interest in your company and personal commitment to every assignment forms the foundation of our business relationship with you. Once engaged, we will continue to work on the assignment until completed to your satisfaction. Should a candidate we recruit on your behalf fail during the first six months of employment for reasons not attributable to the employer, we will conduct the search again with no additional fee, outside direct expenses.

WE DO NOT USE OUR CLIENT'S NAMES IN SALES PRESENTATIONS.  

CLIENT INFORMATION IS CONFIDENTIAL.