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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




Employee Retention in Asia

 Retaining Key Managers in Asia


Employee Retention

in Asia


Since all managers are judged by the output of the people who report them, keeping talented people employed in their organizations is an important duty for all executive managers. Employee retention in Asia has similar concepts as in other regions but naturally comes with some important differences.
The following are some of the more successful methods to retain key staff as reported by managers with experience in the region.

Strategy 1: 
Hiring through a Respected Intermediary


Most agree that personal relationships and status are more important in Asia than in other regions. People genuinely don €™t like upsetting their friends or making them look bad, especially if they have high standing in the community. Therefore, when managers are hired as a result of referral from close friends or high status individuals, the chances of them remaining in the roles are much higher. Asians know this intuitively and often hire through friends and family contacts since they can expect greater loyalty and resolve to make the position succeed.
An employee referral program is an obvious formal way to attract loyal employees since money and reputation is on the line for the employees who do the referring. High profile search consultants can also be used for this purpose since managers hired through such people do not want to be seen to fail or be quitters since they worry about the long-term impact on their careers.

Strategy 2: 
Connect with Family


A good practice for all managers in Asia is to become introduced to the family and other important people in the lives of valued employees. Relationships among family and friends are strong in Asia and such people are often consulted about major decisions such as employment change. Many managers in emerging countries in Asia are youthful and parents often have strong influence over their adult children.  Parents have even been known to veto employment change decisions.  
Therefore, connect with the families of your key people either through formal company events where families are encouraged to attend or informally through dinner parties and personal invitations. If family members come to know and believe in the senior manager who their bread-winner reports to, they can usually be counted upon to support employer loyalty.

Strategy 3: 
Something Bigger than Ourselves


Most people have a deep inner longing to work toward goals that impact a great number of people and go beyond their own person ambitions. Corporate goals such as €œto grow by 15% € or €œto be the preferred vendor for our customers € are not going incite much enthusiasm. Find a mission that will have an emotional impact on your people.
In Asia, people are excited about the tremendous economic advances being made in their countries over the past decade. They are intensely excited to participate in noble undertakings that highlight their country €™s success and show they are as good as everyone else. Many leaders in the region have reported tremendous success and cohesion in their management teams by challenging their people to attain audacious goals that matched or exceeded what used to be possible only in so-called advanced countries.

Strategy 4: 
Team Building


Activities that build team spirit are important in the emerging countries of Asia. People need to feel part of the group in order to be inspired to work for group goals. In the west, it would be hard to get a group of 15 managers together for a weekend to play games and get to know each other better. In Asia, people can think of nothing better and look forward to such activities. Many international managers (and Asian returnees) often are repelled by the costs in time and money that are spent on team building exercises. €œWhy can €™t they just do their work and go home, € they say. However, international managers who become wholehearted participants have always improved their business and their enjoyment of work lives as a result.

Strategy 5: 
CSR  Activities


Corporate Social Responsibility programs involving groups of people working together for common goals are another means of building team spirit. Examples such as building homes or schools for low income people or raising funds to feed needy children are inspiring for many people and they become justifiably proud of their organization. Like all goals, CSR objectives should be compelling and clear.

Strategy 6: 
Informal Relationship Building

Formal team building events and CSR activities often require a lot of time and resources to undertake and usually take place only a few times per year. It is clear that relationships need to be built and maintained through less formal means in between. In Asia, activities involving food are considered important and psychologists confirm that there is a link between eating together and creating emotional bonds. Instead of eating alone or in front of a computer screen, international managers should eat lunch with their key people on a regular basis. They should also arrange evenings together with managers that include families.

Strategy 7: 
Group Competition


International managers (including Asian returnees) are often dumfounded to discover that initiatives to improve company results by giving rewards for individual performance can have the opposite effect. For example, a competition that rewards individual managers in production, sales or some other important measure can lower motivation and also harm team cohesion.
The reasons behind this are interesting. People in Asia are concerned about the feelings of others and worry about retribution if they are seen to be showing off or putting themselves too far ahead of the group. Talented people will sometimes hold themselves back so group harmony does not suffer (and so they don €™t have to worry about being a target for vengeance).
Managers should group people into teams and have them work together in competition with others. Top performers will often help less gifted team members with the result of better results for all and harmony (and retention) is strengthened.

Strategy 8: 
Group Projects


When involved in key company initiatives such as implementing a new system, working toward a quality certification or helping with an important company expansion, people in Asia will often not want to disappoint the group by leaving before the project is completed. During such projects, senior managers are wise to organize special team building sessions, formal ceremonies for milestones and regular planning meetings that ensure people are engaged. If key managers involved in such projects are targeted by competing employers, they will be thwarted by demands by candidates to delay start dates for many months in to the future when current projects are completed.

Strategy 9: 
Long-term Incentive Plans


Implementing incentive plans that pay benefits over multiple years can be another good retention strategy. Key managers see a big payout as an opportunity worth remaining for. Competing employers who target key managers will have difficulty justifying recruiting them because of demands for large signing bonuses to compensate for the long-term incentive plan.

Strategy 10: 
Paying for Education


People in Asia value education and anything that is free. Companies that support their people through advanced degrees are more likely to keep them. The cost for education programs in emerging countries is often minimal by international standards but retention will be noticeably better. In most emerging countries, contracts can be made such that education costs are reimbursable if employees leave the company within a certain period after completing the program. The result is a happy, motivated employee who is committed to remaining with the organization.

Strategy 11: 
Retirement Benefits


Pension plans in emerging countries are often not expensive by international standards but are considered very important for employees. Key managers with lucrative retirement benefits will generally be more stable than ones who do not have them. Sometimes qualification periods can be shortened so managers deemed critical can be covered. The result are happy employees who feel looked after for the future. Competing employers who may target the high performance managers discover their costs to hire will be high since there will be demands for large payments to compensate for the loss of the pension plan.

Strategy 12: 
Extra Benefits


People in emerging countries value extra employment benefits. Companies that provide extra benefits and can bare the extra administration aggravations to do so, are often rewarded with higher retention rates. For instance, executive healthcare benefits that include extended family members (such as parents) with smaller deductible payments do not cost much to provide but will be well thought of by the entire family (and they can be allies for employment stability). Providing an automobile to key people is another powerful motivator, as is home internet service and regular updates to smart phones (a high status item in Asia). Some companies report that giving days off on birthdays is also a good idea.
Programs that provide low interest rate personal loans for employees to buy a house or automobile is another particularly good retention strategy, although challenging to administer. Qualifying for bank loans is still a difficult process in emerging countries and the result will be a major advance in the employee €™s life. Such loans often become immediately payable if the employees leaves the company and are strong motivators for career stability.

Strategy 13: 


Most so-called advanced countries have passed strict legislation preventing religion from invading the workplace. In emerging countries, such regulation is usually non-existent and people are often more connected to their religion. Managers who are sincere in their faith find that they are able to use religion to bring people together to accomplish noble goals, as it is intended.
That said, religion can also be a divisive force if used incorrectly. A US call center manager from the US bible belt can build enduring relationships with his key people in ardently Christian Philippines. The same person in Muslim Malaysia, will have challenges.


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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