"Candidate Universe" Explained
For every
open position, there are a number of people who meet basic
qualifications and can be considered worthy of further investigation. This group is called the
Candidate Universe and creating this long list of every conceivable
candidate is the first step of every search.
The size of the Candidate Universe will vary tremendously by many
factors: job type, industry, geography, organization and hiring manager requirements.
Roles in finance, IT and HR can often consider candidates from
across industries since skills are usually transferable. Specialized fields like sales and scientific research have much smaller
Candidate Universes since skills are not as
transferable -- great sales managers of expensive perfumes do not necessarily make great
sellers of heavy machinery, for example.
As well, a hiring manager who will only consider hiring candidates from his
competitors will have a smaller
Candidate Universe compared to one who wishes to "bring in
outside ideas" to his organization.
MANAGEMENT
RULE:
The creation of the Candidate Universe is the first step
of every management search.
Stability
Separates Candidates
Candidates
in every Candidate Universe can be divided into 3 categories relating to the stability of their employment relationships.
Stability is closely related to success in management positions
since successful managers are generally happy with their employers
and remain for extended periods.
The
size of each group can be best understood by placing all candidates in
the Candidate Universe Triangle as below.
Passive Candidates
(60% to 70% of Candidate Universe)
The top group on the Candidate Universe Triangle are called Passive
Candidates and these are generally considered the most suitable and
desired for
management positions. They have a history of long-term employment relationships and are
mainly happy and successful in their current positions. They are usually at
more mature phases of their careers. Such people have busy
lives and do not send their resumes to job
postings or employment agencies, nor do they attend career fairs.
They are typically highly concerned about confidentiality of
their employment information and can usually only be reached
through time consuming direct personal interaction with trusted
sources.
MANAGEMENT
RULE:
Management
level candidates are generally stable and don't send their resumes
to job postings, career fairs and other non-confidential services.
Semi-Active Job-Seekers
(20% - 30% of Candidate Universe)
The middle group on the Candidate Universe Triangle are employed but still seeking other job opportunities.
They may not be doing well at their current organization and fearful of losing
their jobs or they may be unstable in their careers and change
jobs frequently. Semi-Active Job Seekers tend to research job
postings regularly and send resumes intermittently. They often
become friends with employment agency staff and call them regularly
for updates on the job market. This group of candidates are often
at less mature stages of their careers and are considered of lower
quality for management positions that Passive Candidates described above.
Active
Job-Seekers
(5% to 10% of Candidate Universe)
The bottom and smallest group on the Candidate Universe Triangle are
highly motivated job-seekers. They are usually unemployed (or soon will be)
or very unhappy in their current roles. Young people looking for their first jobs fit this category as do those whose employment was terminated for various
reasons. For most Active Job-Seekers, finding a new job is their
full-time occupation. They send resumes to employment agencies,
respond to job postings, attend career fairs and spend time online
with social networking websites. Active Job-Seekers are usually in the
earliest stages of their careers although more mature candidates
enter this category when economic times are depressed.
MANAGEMENT
RULE:
Junior
level candidates tend to be less stable and easier to reach
through services such as job postings, career fairs and general
employment agencies.


Hiring
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Asia
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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
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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
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Asia
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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
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As one of the fastest growing nations on the planet, the world's
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The annual gala was established as a natural outgrowth of Asia
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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
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[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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