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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




Advancing Your Executive Career in Asia

 Career Advancement in Asia


Advancing Your Management Career


Many people ask us for advice on what they can do to improve their careers and become more valuable to employers. It is a noble objective and important for all societies that people desire to improve their situation.
Most management people are hard-working and smart but often don €™t have well defined strategies for their own career progress. They seem to put all their faith in their organizations to provide the right experience, guide them on training and promote them regularly. In Asia over the past couple decades this strategy has worked for many people. Fast economic growth has lifted millions of people farther and faster than at any time in history. However, counting on being in the right place at the right time is not a sustainable strategy for long-term career success.
The key for ambitious managers is to think how to differentiate themselves from the crowd of other qualified people €“ most of whom are also smart and hard-working. Since virtually all people are promoted or hired into positions after being compared with other options, this only makes sense. Decision-makers always keep their eye out for who stands out.
If you happen to have remarkable skills in something important like sales, leading people or innovation, then your strategy is clear €“ continue developing these skills to be the best in your industry and you will stand out. But most of us have to be content with being only a bit above average in some things and perhaps a bit below average in others. It is for this vast majority of people that the strategies below are written.
Here are some of the main tactics that will differentiate you from the crowd of other candidates whether you are trying to be promoted in your own organization or move to another.

Strategy 1: 
Build Relationships


Most people would agree that top people tend to be well known in their industries and business communities. This is not an accident. They need to know people so they can get things done. Successful people have close contacts with suppliers, customers, government and even competitors so they can get contracts signed, disputes resolved and know where to hire the best people.
If you desire to be a senior executive, you need to build the same relationships with people who could support you and rely on you in return. It is not enough to be a good Sales Leader or Plant Manager. Relationships magnify your abilities many-fold and especially so in Asia where almost anything can get done if you know the right people.
In addition, senior management positions are positions of trust and people naturally trust those who they know or are familiar with. This fact is true anywhere but more so in Asia for various cultural and other reasons.
Therefore is it any wonder that when deciding on who to promote or hire from a group of similarly skilled people, the person who is better known will more often get the job. Not only are they more useful to the organization because of their relationships but people trust them more.
Too many Asians seem to believe that developing relationships is something that can only be done by having attended the right schools or being born into certain families. Gladly these beliefs are changing with the younger generation.
There are various methods to build relationships with like-minded people. We counsel up-and-coming young executives to schedule themselves to attend 1 or 2 business-related functions per week. The obvious ones are industry related events but also try to diversify into general business functions such as various chambers of commerce, Rotary Club, and so on.

Strategy 2: 
Expert In Your Field


The old saying that leaders are learners continues to be true. People who proactively advance their skills by completing relevant courses or certifications are always considered highly. Become an expert in your industry and your chosen profession without waiting for your boss or HR department to tell you to do so.
Many people are promoted quickly in the early stages of their careers because of natural ability or charisma and seem to think it will continue.  Later, however, they are overtaken by those who studied and persevered, and eventually became recognized as authorities in areas important for their organization.


Hard-working nerds will always leave behind those who rely only on personality and genetic gifts.

Strategy 3: 
Acquire New Skills


Sometimes a manager cannot easily differentiate themselves through the expert-in-your-field strategy above. Certainly all managers need to be very knowledgeable of their chosen fields but senior managers also need to be well-rounded. A sales manager or software development head who completes an MBA is an obvious example of this well-roundedness concept. Other examples are accounting managers who become experts with IT systems or HR managers who acquire law degrees. Such people will always stand out over the crowd of people with skills in one area.
An interesting trend that makes this 2-for-the-price-of-1 strategy particularly compelling is called position bundling. Many companies are combining 2 or more functions with one manager. People who can take on such responsibilities are always more valuable. As well, such people become candidates for top management because they are naturally more useful to organizations.

Strategy 4: 
Employment Stability


Many talented young managers have destroyed their careers by changing employers too often. During the past decade of fast economic growth in Asia, job-hoppers have thought themselves clever by jumping from one employer to the next to get increases in compensation €“ often 10-15% per jump. Employers will play this game while they are desperate to find anyone who can manage anything. When normal rates of growth return, job-hoppers will discover that they are priced higher than others in the market. They will be out the door after the first restructuring and will have difficulty finding other employers interested to pay above market rates for below market stability.
Senior management positions, more than any other, are high-trust positions. It is impossible to trust someone to manage a key business unit who has had 3 jobs in the past 4 years. Senior management positions also require long periods to learn how to deal with complex business issues. Senior managers are generally stable in their careers and loyal to their employers, customers and people reporting to them.

Strategy 5: 
Become Known


We have noticed that people who take an effort to become known as experts in their field are usually actually experts in their field. Many start off writing articles for industry journals or association websites and later write columns in newspapers or magazines. Others host radio programs for people to call in for business, financial or career advice.
Another strategy is to get involved in your industry association or other volunteer organizations that are of interest. Start by joining one of the committees and progress to lead it. As your reputation grows, run for a place on the board of directors. It is important to make a positive contribution to the organization and not just a show of it. Key activities of such organizations to consider becoming involved with are: attracting new members and sponsors, newsletter and website production, events management, administering training programs and regulatory affairs.

Strategy 6: 
International Experience


In the near future, it will be difficult to imagine an executive being called senior who doesn €™t have international experience (or very strong international exposure). The globalisation of multinational companies is already well underway. Within Southeast Asia, extensive regulatory integration is scheduled for 2014 and the impact will be profound over the next 5 to 7 years. People with proven ability to lead people across different countries will be valuable. Conspire to gain any international experience or exposure you can.

Strategy 7: 
Small Companies, Big Experience


We see many highly talented managers become stuck in middle management positions of large organizations as they wait for promotions to senior management. Top executives, however, often delay retirement and when the positions finally become open, second line executives who waited years for their chance find they are passed over for younger managers.
It can be beneficial for middle managers to leave the comfort (and higher salary) of large organizations to work for smaller ones if they are given broader management responsibility. In so doing, executives become more valuable because they bring ideas about managing both large and small companies. 


Strategy 8: 
Small Countries, Big Experience


Related to the above, another more adventurous idea that we have seen work is to relocate to a newly emerging country like Myanmar, Vietnam, Cambodia and Laos as long as it is for a more senior position. In these countries, people with experience in more advanced countries like Malaysia, Philippines and Thailand can bring valuable skills and ideas. This option is best for single people without children.

Strategy 9: 
"Boss" Stamp of Approval


A concept to understand for people who aspire to move up in their careers is that each time a manager is promoted to a higher role, he or she seldom moves back down again unless something drastic happens like a serious failure on the job or general economic turmoil. Psychologists and marketing people call the phenomenon mental imprinting . Once a person obtains the post of CEO, CFO, CIO or similar top management role, he or she will forever be thought of as that. It will usually be more difficult to move back down than it will to move up.
It is for this reason that it is important to gain the senior post you desire (and are qualified for) sooner rather than later.

Strategy 10: 
Asian Multinationals


In the past, most international managers and many talented Asian managers would not consider working for €œlocal € companies. They were convinced that such organizations would be managed in stereotypical third-world manners: overly centralized decision-making, promotions based on loyalty not performance, poorly qualified friends and family of patriarch in key positions, etc. There are still many Asian companies that are run in traditional styles but more and more they are changing.
In particular, Asian multinationals often have a younger generation of family members in key positions. Most of these people have been educated abroad and many have worked abroad or for international companies. They often bring the best of both worlds into their businesses. These keen managers are updating systems, empowering their people, and pushing hard on non-performing groups. They also know how to run businesses cost effectively (unlike many multinationals) and take better advantage of home country knowledge.
At a time when many international companies are cutting back or being timid about expansion, Asian multinationals are gushing with cash and expanding aggressively. It is time for both expatriates and Asians to start judging organizations by what they can offer rather than being snooty about their local label.


Strategy 11: 


In most emerging countries in Asia it used to be that managers managed and workers worked. It was considered improper and even undignified for senior managers to get their hands dirty working beside junior managers and individual contributors. Asian managers without international experience tend to follow this practice more than others.
While it is certainly true that senior managers are supposed to delegate to others rather than doing the work themselves, a hands-off management style often doesn €™t achieve the best results. Workforces in Asia tend to be younger than in other regions and need much more support and coaching to accomplish tasks. Being an active part of projects to encourage and motivate team members is critical to success in Asia. Managers who get their hands dirty generally accomplish far more than those who keep them clean. 



Strategy 12: 
Be First In


In emerging countries, people tend to be late starters. They often arrive to the office in a tardy manner and justify themselves by claiming to be more productive later in the day. Whether or not, they actually are more productive is an open question. However, perceptions are what is most important in this situation and, in this globalized world, international partners, clients, suppliers and bosses tend to believe that people are more productive when starting the day at the stated time.  And, like everyone else, managers should be on-site as an example to others.
Therefore, managers who are reliably early to work tend to be perceived as most productive, trustworthy and disciplined, and their future prospects will be bright. 



Strategy 13: 
Say and Do What is Required


In Asian society, it is often thought rude for junior managers to speak their minds in the presence of more senior people. While it is true that forcefully arguing your opinions with traditional Asian managers is not a good idea, most younger Asian managers, returnees and expatriates crave input and ideas from their people. An easy way to stand out is to speak up when there are issues to be discussed and actively participate in debates.
Similarly, too many Asian managers have been conditioned to wait to be told what to do rather than do what they know needs to be done. The current generation of senior business leaders are impressed by personal initiative and responsibility to take proactive action. Mistakes made by doing too much are easy to forgive. Mistakes made by doing too little are another matter.


More Difficult Times to Come
Asia has experienced outrageously high growth rates over the past decade or so as most everyone would agree. The result in many countries has been a large expansion in the number of managers and management levels in organizations that are well above what would be acceptable in other regions. It seems reasonable that when more normal rates of growth return, restructurings to severely reduce the number of middle and senior managers will be inevitable.
The best time to improve your odds of employability is when times are good. 


Next Page - Income Structures in Asia



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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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