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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



   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




Blacklisting Candidates in Asia

 Blacklisting and the Do-Not-Hire File


"Blacklist" Candidates


When people have a bad customer experience at a restaurant or an automobile dealership, they naturally wish not to repeat the experience. They make a mental note not to use the services or products of the offending company again for a period of time -- they "blacklist" it, in other words. The same sensible response occurs when hiring managers have bad experiences with candidates.

Most companies do not keep formal do-not-hire lists since many countries have ambiguous legal regulations surrounding the practice. The sharing of candidate blacklists between companies, for instance, is outright illegal in many countries.

But whatever well-meaning politicians do to limit the practice, we can be sure that informal candidate blacklists will forever be kept inside the minds (and sometimes the computers) of all hiring managers. They logically desire to keep liars, losers and misfits out of their organizations and so they should. This noble objective is especially important for senior management roles that have much greater impact on the lives of other people and society as a whole.

Below are some of the main reasons hiring managers could exclude certain candidates from being considered for senior management positions with organizations in Asia.

1. Past Corruption Scandal

As economic progress continues upward across Asia, problems with graft and corruption continue to decline. Multinational companies that were active participants of corruption in the past have become particularly diligent at eliminating all forms of sleaze in their global operations because of regulations making corruption a criminal offence in many countries.

That is all well and good but in emerging countries, being as they are, corruption scandals will occur from time to time. Senior managers in organizations where scandals are uncovered are naturally tainted in the eyes of the business community. Those implicated can have their careers severely disrupted because no credible organization will consider hiring them.


2. Too Closely Affiliated

In most emerging countries, elite families have large, sprawling conglomerates with sizeable interests in various business sectors. In the past, most senior positions in the enterprises were held by family members and close friends of the patriarch. Today, however, non-family professional managers are being promoted on a meritocratic basis and occupying the most senior positions in many of these formerly closed organizations.

The problem that occurs for these non-family managers has to do with career growth and transferability. When people become too closely associated with strong-willed patriarchs and their family members, it can become impossible for them to move outside the organization. The reasons behind this are very interesting.

First of all, few in the local business community would believe such people are legitimate candidates. Most would think they will eventually return to the patriarch's enterprise and bring as much confidential information as they can with them. Conspiracy theories will even allege that the managers are specifically sent by the patriarch for that very purpose. Such lack of trust makes job change difficult to say the least. 

The second concern is the probable likelihood of a severe negative reaction by the patriarch and his family. The departure of a senior manager in some organizations is treated like an act of treason against the family. Some autocrats become inflamed with anger over the potential loss of confidential business information and personal privacy, and will do what they can to destroy the traitor's career and the organization that hired him.

(To outsiders from genteel countries, this may sound far-fetched and even grotesque but this author has dealt with similar situations in the past. Gladly, it is becoming a less common problem as economies continue to expand and become less controlled by a small number of dominant players.)

The unfortunate result to all of this is that high quality professional managers will usually spend the rest of their lives reporting to family members and cronies of the patriarch. Their only alternative is to migrate to another country and start a new life.


3. Argumentative with Hiring Managers

Some candidates can be overly aggressive in their demands for employment terms, schedules and compensation. These people may have an inflated view of their abilities and value in the market or have a confrontational personality and enjoy the competitive nature of arguments. Candidates displaying excessive arrogance and/or combativeness toward the wrong people in Asia can find themselves out of the interview process and onto the do-not-hire list of the employer for years to come.

Asian candidates can usually be counted upon to be courteous and diplomatic in most situations, and rarely create problems of this kind for themselves. Candidates from other regions, particularly the west,  destroy their careers in Asia on a regular basis by conducting themselves like ill-mannered jerks or obnoxious know-it-alls. 


4. Substance Abuse

It is rare for senior Asian managers to be abusers of either alcohol or recreational drugs. However, most experienced executive recruiters in Asia are aware of certain expatriate groups whose members are considered to be at high risk of alcohol addiction with the resulting severe decrease in work performance over time.

In past decades, Asia was known for a business culture of late-night "entertainment" and some expatriate groups relished in it long after the practice had disappeared in their home countries. Today, most hiring managers have come to the conclusion that regular and excessive drunkenness is destructive to the individual and the organization, and are less keen to put up with it.

Executive recruiters and hiring managers in the region have come up with various techniques to judge the risk profile of candidates for alcohol abuse. Interviews with candidates from high risk communities should be scheduled late in the day or immediately after lunch (when drinking may have occurred). Interviewers manoeuvre to stand as close to candidates as possible to smell their breadth. They look closely at skin tone to determine if there is discolouration and dehydration (common conditions for excessive alcoholism). As well, alcohol tends to dilate capillaries creating blood-shot eyes and visible red and purple veins around cheeks and nose (especially in fair skinned people).

Similarly, interview questions are asked about the personal life of the candidates: What clubs and sports do they participate in? What do they do on weekends? Who do they spend time with?, and so on.  Experienced recruiters will know which clubs and groups are locally known for being of greater risk. (Team sports like rugby and football are more conducive to alcohol abuse than individual sports like long-distance running or mountain climbing, for instance.)


Reference checking can also be very helpful since candidates usually give the names of close acquaintances who may be known alcoholics in the community -- birds of a feather...


5. Not Showing Up

Senior managers are generally highly dependable and organized people  -- that's why they are called senior. Therefore, it is considered a serious concern if one fails to show up on time for a confirmed meeting without giving notice. If this occurs more than once without extremely good explanations, most recruiters and hiring managers will demote the candidate or eliminate his or her file.

More serious are those people who accept positions and then fail to turn up on the start-date. This happens much less rarely at the senior level but it does happen more often than most people would imagine. In such cases, candidates can be sure their CV will be spending a lot of time in the do-not-hire bin and more than one person will hear about it in the industry.


6. Becoming Incommunicable

Candidates sometimes get enticed into an interview process because they are flattered by the attention and curious about what might offered in other organizations even if they have no sincere desire to leave their current employers. After a period of infatuation, most of these "tire-kickers" will give notice to their recruiters to end the process in a ways that are professional and polite.

However, a minority of between 5% and 10% behave in seemingly immature ways for people in senior management positions. Candidates can suddenly refuse all contact requests and seem to disappear in a very late stage of the recruitment process (sometimes even after receiving a job offer).  The result is they leave hiring managers in a difficult situation and destroy months of other people's work.

Some candidates will use the job offer to negotiate an increase at their current employer and have no interest to move. More often though, they are sincere people with great fear of saying the word "no."

The phenomenon is alleged to be more common in Asia than in other regions because of the cultural stereotype that Asians avoid confrontation. Whether it is more common in Asia is not clear, but it is clear that the behaviour is dying out with the current generation of Asian managers. Nevertheless, it occurs enough that most active hiring managers have a dozen or so executives on their personal blacklists because they were left in the lurch in the past.


7. Previous Failed Candidates

Candidates who were assessed in the past by one manager but deemed unsuitable can usually be considered again by another manager or department in the same company. The exception is when the candidate fails the reference check, background confirmation or some other important indicator of past performance or integrity. The result can be a checkmark in the do-not-hire box beside the candidate's name in the company's HR system.


8. Applying for Unsuitable Positions

Submitting multiple CV's for positions a candidate clearly does not qualify for is an obvious way for someone to be downgraded in the eyes of hiring managers. Senior executives are supposed to have superior judgement and especially an ability to put the right people into the right jobs. If they are too desperate or dim-witted to determine their own suitability, this is a serious black-mark indeed. If hiring managers see resumes turn up too often for dissimilar positions, they will understandably decline the candidate for current and future positions.


9. Overstating Qualifications


Candidates sometimes push the limit on exaggeration when trying to fit into a position. Most hiring managers become alarmed when a senior person twists a story to inflate his personal success in a project or seniority in a department. By trying too hard to take all the credit, candidates risk becoming designated for the do-not-hire list of the recruiting professional, whether they are otherwise qualified or not.


10. Stalker Candidates

Most executive recruiters and hiring managers do not have enough time to respond to all the email and telephone messages they receive every day. A supposedly senior manager, who pesters a hiring professional more than once per week on a regular basis, is showing a lack of experience at dealing with other senior professionals or his desperation for a job. This is another sure way to severely downgrade the assessment of a candidate in the opinion of a hiring manager.


Next Page - Blacklisting Candidates




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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!






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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