How pervasive is corruption in emerging markets?
"In
the developed world, providing
prospective clients with free meals and sports tickets is not
considered corruption.
In emerging countries, incentives are also
provided to acquire business but to a more extreme degree.
Buyers don't just get free trinkets, they get hard cash, overseas
trips and even free cars.
Experienced
international managers understand the problem and take appropriate
action to minimize damage to their organizations.
Recruitment is one obvious area where there are extra
income opportunities available for unscrupulous HR Managers.
Unless international management is wary, the
results will be higher recruitment costs and poorer access to
qualified candidates. Company morale will be impacted since
not everyone receives a share of the blessings.
Providing
luxurious incentives is expensive and many recruitment firms can't keep up.
This is one reason why a small number of recruitment firms tend to dominate
the market in most emerging countries.
Chalre Associates
is one firm that adheres to international standards of
professional practice. We deal predominately with
international managers and do not provide unusual incentives to
acquire business."
Is the
market for management talent a national or regional one in
emerging countries?
"The
management talent pool in our emerging countries is very much regional. The major
cities (Manila, Jakarta, Bangkok and KL, for instance) dominate their
respective national
markets. There are big steps down in economic
activity when you move to the secondary
cities.
The
situation is somewhat different in the larger emerging
power-houses
like India and China. In these countries, there
are more primary market cities."
Is it
easy to attract top management talent to international companies,
or should a foreign investor consider bringing in an expatriate?
"Importing
expatriates
can be necessary if your business is a new concept in a 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 their international standards.
That said,
expatriates are not considered a good option in the longer term.
Expatriate managers require a lot of time to adapt to a new
culture and lack the personal relationships that are important to
doing business in Asia. As well, traditional expatriates are
rather expensive to be supported by smaller business revenues in
emerging markets.
In the long run, most quality companies seem to localize their senior
management staff.
Asian cultures consider personal relationships to be very
important and deep knowledge of a local business culture can only
be acquired by those who have grown their careers within it.
Locals or local expatriates are the best option for most
companies.
(For those who may not be familiar with the term
'local expatriate,' it means a foreigner who lives in another
country because he wants to.
Such people have decided for their own reasons to live in the host
country and have a strong commitment to it. A typical
example would be someone who has decided to
live permanently in Philippines -- usually because he has acquired
a Filipina wife and genuinely enjoys the country and its people.)"
What advice
would you give to a company planning to do a search in an emerging country?
"Partner with a search firm which has established itself in its
market areas and can bridge the gap between the local environment
and world-class requirements. It is to no one's
surprise that our firm recommends itself as perhaps the premier
provider of Executive Search services in the emerging countries of
the Asia Pacific region."
What is a retained search?
"In the context of
recruiting, retained search is comparable to hiring a highly
skilled professional like an accountant, lawyer or business
consultant specialist to resolve a performance issue or deliver a particular
solution. Organizations in a wide range of sectors retain us to
identify highly qualified candidates for specific senior-level
positions.
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 or personnel staffing agencies."
What is contingency staffing?
"In contingency
staffing, a recruiting firm is typically used to fill an entry- to
mid-level position. The firm operates as a resume promotion
service and is paid only if a hire (a sale) is made. For
this reason, contingency firms tend to quickly provide volumes of
resumes for such positions. The results, however, are often
unpredictable and inconsistent.
Contingency Staffing (personnel
agencies) employ 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."
Does your company
only do Executive Search?
"While our primary expertise is retained
search, we also offer a range of consulting services, including:
-
Outplacement
-
Management Consulting
-
Leadership Assessment
-
Executive Coaching & Training"
Can you help me find a job?
"We have a
commitment to helping our clients while they are giving us
business and after. Someone who has given us business
in past can expect to receive unlimited support when their
time comes for a job search. Our clients are clients for
life and we are committed to supporting these people in any time
of need.
However, we are not
able to provide such a time consuming service to the general
public without a fee. Unless you are an
outplacement referral, we generally do not find jobs for
individuals seeking employment. Our work is to find people for
jobs and not the other way around. However, we want to know
about all senior professionals in the countries we are active and if we become aware of a
company that needs a person with your skills, we will contact
you."
Click for
information about
Our
Guarantees
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.
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
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
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
