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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

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 Hiring Leaders




   Why Learn to Recruit? 

   About the Author 

   Advancing Your Career

   Key Trends in Executive Careers 

   How is Success Determined?



   Bad Hires Cost Plenty

   Planning the Position



   Sources of Talent

   Candidate Universe

   Active & Passive

   Talent Mapping

   Candidate Attention

   Blacklisted Candidates



   Rules of Executive Interviewing

   Resume Deceptions

   Balanced Interviewing

   Illegal Interview Questions

   Unlawful Questions Made Legal



   The Assessment Process

   Evaluating Asian Candidates

   Differentiating Candidates


   Why Managers Fail



   Income Structures

   The Expatriate Package

   Pay For Performance

   Uncovering Compensation

   Salary Negotiation



   Reference Checking

   Reference Check Mistakes

   Lawful Background Checks

   Last Minute Mind Changes



   Integrating New Managers

   Onboarding Failure



   Employee Retention in Asia

   Reasons People Resign



   When to Terminate

   Respectful Rejection Notice

   Executive Outplacement



   Working with Recruiters

   Motivating Recruiters

   Retained vs Contingency

   Executive Search Contracts

   Executive Search Answers



   Choosing Expatriate Managers

   Reasons for Expatriate Failure

   Expatriate Culture Shock

   "Gone Local" Expatriates



   Business Differences

   Social Differences

   Strategies to Manage Asians

   Actions That Harm Progress



   Corruption Explained

   Handling Corruption














   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.



  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


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


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



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




Answers to Questions about Executive Search

 Answers about Executive Search 


Answers to Questions about Executive Search

(that you always wanted to ask)



Do search firms recruit from their clients?
"No client wants to give placement fees to a search firm and then their senior employees are later lured away by the same firm for jobs at competitors. Therefore, almost all search firms provide guarantees against recruiting candidates from clients for a specific time.

The list of current and recent clients is known as the "off-limits" list -- the companies they cannot recruit from. As firms grow, the smaller becomes the pool of candidates they can draw from. Large firms with numerous search consultants can easily be working with half the companies in an industry. Often the most successful companies with the best people are off-limits! The paradox is that the larger search firms become and the more candidates they need, the smaller becomes their candidate pool."


What if 2 recruiters want the same candidate?
"This is another common problem in large search firms. Since their candidate pool is smaller to begin with, there can be disputes between search consultants over the few high value candidates that remain. Most search firms, however, do not allow parallel processing since the result will be that clients are put at a disadvantage. The result is further reduction in the size of the candidate pool at large search firms."

Is this why executive search firms tend to be small?

"Unlike other industries where there are advantages in becoming bigger, recruiting is the opposite. It is a highly fragmented industry and is steadily becoming more so. The biggest reason behind this trend is the problem of the steady and severe shrinking of the candidate pool as firms grow.

Other factors are that recruiting has few barriers to entry and it is a people-centric business. In other words, clients hire people, rather than firms. Search consultants who depart to establish their own businesses find their clients follow them. For these and other reasons, executive search will continue to be an industry where small is the norm."


But there are some big large search firms?
"Yes, there are a group of highly regarded global firms called the "Big 5." These are: Korn/Ferry, Heidrick & Struggles, Spencer Stuart, Russell Reynolds and Egon Zehnder. They focus almost exclusively on the highest profile positions of large companies predominately in the largest cities of developed countries. Despite being high quality search providers, they control a small and slowly declining percentage of the global market."

Are the "Big 5" present in emerging countries?
"As of this time, the big firms have presence only in a few emerging countries. In Southeast Asia for instance, they are in Singapore and Hong Kong but non-existent in most of the rest of the region."

What about others outside the "Big 5"?
"Most other search firms are boutiques and mid-sized companies that are managed by an individual owner or a small group of experienced partners. Many of these owner-operated firms have grouped themselves together with firms in other countries in loosely allied networks to support each other and give the appearance of being global.

These office network systems have become popular and new ones appear regularly. The more established of them include Boyden, Horton, Amrop, Ray & Berndtson, Transearch, Signium, Penrhyn, Stanton Chase, AIMS, among many others. Network systems are not usually counted as individual firms in the same league as the "Big 5" since each office operates as a stand-alone business with varying procedures and standards."


Are my employees going to know about my search?
"Many search engagements are to replace employees currently in place and therefore need to be handled in a very confidential manner. A more common situation is when a senior position is open and internal candidates would like to be promoted into the role. Executive managers, however, have decided they need to consider a broader range of candidates so they can be confident of promoting the best person. In either situation, confidentiality is critical to avoid causing a severe disturbance in the workplace.

Search firms need to be clear about how they will be discrete. Communications should be with suitable hiring managers only and the client names should not be revealed to candidates until they are selected for person interviews."


Are my customers and competitors going to find out about my search?

"It is reasonable to say that most companies do not want the status of their senior positions to be public knowledge. Vacant executive positions can be cause for concern among customers and glee for competitors. As above, client names need to be concealed to all contacts, sources and candidates until clients instruct otherwise. Confidentiality can usually only be assured if a senior search consultant oversees the search with a small number of support staff."

Will details of my search be used for sales purposes?
"This is another sore point for many clients who do not want confidential information about their past open positions to be used to get search business from competitors and customers. Unless specifically granted permission, search firms should never use client names for sales purposes."

Do brand names matter in executive search?
"Clients are the ones who decide this and most clients hire the best person to conduct their search, not the best brand. Like other professions -- medicine, law, engineering -- executive search is a people centric business."

Who will actually do my search?
"This is another important question. Search consultants at boutique firms take a hands-on approach to their search engagements and most of the sourcing, interviewing and assessment work is that of the person who was contracted with.

Large firms, on the other hand, operate like other management consulting organizations. Consultants act as relationship managers while execution is done by less senior associates. Interactions with many firms are through charismatic rainmakers who are experts at acquiring new business. Charming and connected, such people commonly have 15 to 20 search assignments on the go and must constantly be focusing on selling new business.

This approach may still yield good results but clients generally want to know who they have hired to do their work. Clients need to ask how many assignments the search consultant has underway and who else will be involved in the search and what will they do. They also should know who to call for regular updates."


Won't LinkedIn kill the recruiting business?
"The same prediction was made about recruiters when internet job boards became widely used (like Monster.com and Careerbuilder). A decade or so later the recruiting industry has tripled in size and it is the job boards that seem to be in trouble. 


LinkedIn is the newest. It is a popular social media service used widely by professionals to find employers. It is difficult to predict the future but recruiting seems to be an innovative profession and able to adapt as new tools become available.  It seems it will be around a while longer."



Do search firms use deception to find candidates?
"Tactics such as pretending to be conducting a study or writing an article to discover employee names, titles and responsibilities is highly unethical. Deceptive ploys are a show of desperation and inexperience, and most firms using such methods seem disappear on a regular basis."

What if we already have candidates we are considering?
"It is not uncommon for hiring managers to refer internal or external candidates. Search firms are used to expand the number of candidates to gain a more complete view of options and make the best decision."

Should I only work with firms with local offices?

"There are usually great advantages to choosing search firms with deep local knowledge of the market. This is true in so-called developed countries and much more so in emerging countries where information networks are more personal and less transparent.

An exception is when engagements require a region-wide search to be done. For example, in Southeast Asia it is common these days for senior candidates to be sourced from across the ASEAN member countries. In this case, the best recruiter to choose is the one who can bring the best candidates rather than one that is located down the street.

Another exception is in markets that are too small or new to have qualified local providers. Examples are tier 2 (and 3) cities in developed countries or major cities in newly emerging countries. Myanmar is an example of a high-growth country in Southeast Asia with strong demand for senior searches but local firms are not yet able to offer acceptable service levels."


Who uses executive search in Asia?
"Most clients of executive search are international companies in the Asia Pacific region. Locally-owned companies within emerging countries are often family-run enterprises and usually hire people well known to them or promote members of their own families. In recent years, we are seeing big changes as these organizations expand regionally and globally, and need to hire world-class talent to run major business groups."

Is retained executive search understood in emerging countries in Asia?
"No, there are very few of what would be called retained executive search firms as the concept is understood in major commercial centers. Confusingly, most general personnel staffing agencies refer to themselves as "executive search." Many of these firms are ideal for hiring non-management personnel since this is their field of focus. However, they have little knowledge of senior management requirements of multinational corporations."

Is corruption a problem in emerging markets?
"In the developed world, providing prospective clients with free meals and sports tickets is not considered corruption because the practice is transparent. In emerging countries, incentives are also provided to acquire business but to a more extreme degree and non-transparently. Buyers don't just get free trinkets, they get hard cash, overseas trips and even free cars.

Recruitment is one obvious area where there are extra income opportunities available for unscrupulous people. Many recruiters share fees with whoever will help them acquire new business. The results for client organizations will be poorer access to qualified candidates (since only those who play the game will be considered) and higher recruiting fees. Company morale is also be impacted since only a small number receive a share of the blessings and you can bet everyone except the foreign boss knows what is going on.

Providing luxurious incentives is expensive and many recruitment firms can't keep up. This is one reason a small number of recruitment firms tend to dominate the market in most emerging countries."


Is the market for management talent a national or regional one in emerging countries?
"It all depends. In countries like Indonesia, Thailand and Vietnam, executives are resistant to relocating for various language and cultural reasons.  Senior managers from Malaysia and Philippines, on the other hand, are very interested in postings outside their home country. Singaporeans are also interested to relocate but are perceived to be choosy about where.

Is it easy to attract top talent to international companies or should a foreign investor consider bringing in expatriates?
"Importing expatriates can be necessary if your business is a new concept in an 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 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 companies localize their senior management positions. 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 localized expatriates are the best option for most companies in the long-term."




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Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Vietnam, Cambodia, Laos

Executive Search & Management Consulting:font>

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!






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.   



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

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