many thousands of years, people have been trying to figure out ways to
predict the future actions of human beings. Of the many concepts devised, only one has shown itself consistently
Past behaviour is the best predictor of
future behaviour of people.
If someone has been a superstar salesman for the past
15 years, then he will probably be a superstar for the next 3 or 4 if you hire
him. If someone has been a great ball player all his life, he
will probably continue to be so if you buy his services for your
The basis for Candidate Intelligence is that to determine candidates'
potential to thrive in another organization, it is critical to understand
their career and personal characteristics exhibited over a long period of time.
Checking references provided by candidates are an important step in this discovery process but
such sources almost always provide information that is flattering to candidates.
It is critical to research deeper by acquiring informal background
information from various sources: former supervisors who have moved on,
colleagues, competitors, suppliers and clients. The objective is not
necessarily to find scandalous gossip about the person but to find
information that will help ensure the people's success in a new
doing research for Candidate Intelligence, it is important to use
an informal conversational style when speaking with sources. It is
also important that discussions be
structured and not degrade into idle chit-chat with no result.
We have found the format below to be useful over the
Opening the Conversation
1. Please tell me about yourself and how you came to know the candidate?
2. When did you meet and how well do you know him or her?
II. Basic Information
1. What was your reporting relationship to the candidate?
2. What was the candidate’s title and main responsibilities at the time?
III. General Impressions
1. How was your overall experience working with the person?
2. What would you say are his most important personal qualities?
IV. Leadership skills
1. How would you describe his or her management style?
2. Did he lead any major change in the organization?
3. Did the candidate have profit & loss responsibility?
V. People Skills
1. How did the candidate relate with his staff and other managers in the organization?
2. How does he or she relate to senior management?
3. Do you remember a time he or she had to resolve a serious conflict in his staff or management?
4. How does he motivate his people?
5. How would you rate his overall communication skills?
VI. Strengths & Weaknesses
1. What would you say are the candidate's major strengths?
2. What would you say are areas the candidate could improve?
3. How would you rate the candidate’s attention to detail?
4. How strong are the candidate’s selling skills?
5. Can you describe a situation when he or she worked under a lot of pressure?
1. What do you recall as the candidate’s main achievements while he worked with you?
2. Do you think he had any lasting impact on the organization or others in the firm?
1. Why did the person leave his position?
2. Would you like to work with the candidate again?
3. Do you think the role I described would be suitable for him or her?
4. Is there anything else that should be said about the candidate?
People living in countries with strict anti-discrimination legislation
need to be aware of the legal requirements for conducting background
confirmations. Check your HR department for specifics. The Association
of Executive Search Consultants (http://www.aesc.org) is another source
of information on this important matter.
When hiring senior managers in countries with large populations and
highly mobile work forces, it can be difficult for a few referred
individuals to know everything necessary about a candidate. They
may have worked with the person for a few years only. Therefore,
it can be necessary to separately verify critical details such as the
EMPLOYMENT – check position titles and dates with the specific employers named by the candidates.
EDUCATION – substantiate the person’s university and college degrees and professional certifications.
& CREDIT RECORDS
– In sensitive industries, sensitive information relating to criminal
and credit background is required. Candidates need to be made aware
ahead of time and often their permission must be given in writing.
smaller countries such as those of Southeast Asia, senior executives are usually well known in the
local business community. It is relatively easy to find key people who
have known the candidate for some time. Such people will usually be
able to confirm the career history of individuals.
this e-book to learn all you need to know to
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
New sections are being added so
check back regularly.
Send your comments and
& Management Consulting:
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.
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.
o n t a c t U s
+ 632 822 4129
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
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
Here to go to Asia
CEO Forum now!
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
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
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.
to go to Asia
CEO Awards now!
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,
Getting Ready For The
Deluge: Outsourcing in Philippines
Chalre Associates senior staff
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.
Asia Pacific Mining
Conference 2007 - Report
Chalre Associates senior staff
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.
State of BPO in Philippines: Dan Reyes Speaks
Chalre Associates senior staff
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