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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

 

 

INTRODUCTION

   Why Learn to Recruit? 

   About the Author 

   Advancing Your Career

   Key Trends in Executive Careers 

   How is Success Determined?

 

1. PLANNING:

   Bad Hires Cost Plenty

   Planning the Position

  

2. SOURCING:

   Sources of Talent

   Candidate Universe

   Active & Passive

   Talent Mapping

   Candidate Attention

   Blacklisted Candidates

 

3. INTERVIEWING:

   Rules of Executive Interviewing

   Resume Deceptions

   Balanced Interviewing

   Illegal Interview Questions

   Unlawful Questions Made Legal

 

4. ASSESSING:

   The Assessment Process

   Evaluating Asian Candidates

   Differentiating Candidates

   SuperAttainers

   Why Managers Fail

 

5. COMPENSATION:

   Income Structures

   The Expatriate Package

   Pay For Performance

   Uncovering Compensation

   Salary Negotiation

 

6. CONFIRMING:

   Reference Checking

   Reference Check Mistakes

   Lawful Background Checks

   Last Minute Mind Changes

 

7. ONBOARDING:

   Integrating New Managers

   Onboarding Failure

  

8. RETENTION:

   Employee Retention in Asia

   Reasons People Resign

  

9. REJECTION:

   When to Terminate

   Respectful Rejection Notice

   Executive Outplacement

 

10. RECRUITERS:

   Working with Recruiters

   Motivating Recruiters

   Retained vs Contingency

   Executive Search Contracts

   Executive Search Answers

 

11. EXPATRIATES:

   Choosing Expatriate Managers

   Reasons for Expatriate Failure

   Expatriate Culture Shock

   "Gone Local" Expatriates

 

12. CULTURE:

   Business Differences

   Social Differences

   Strategies to Manage Asians

   Actions That Harm Progress

 

13. CORRUPTION:

   Corruption Explained

   Handling Corruption

 

14. COUNTRIES:

   Singapore

   Malaysia

   Thailand

   Philippines

   Indonesia

   Vietnam

   Cambodia

   Laos

   Myanmar

 

15. SPECIAL EXTRAS:

   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.

"WE PROMOTE OUR CLIENTS' BUSINESSES AND CAREERS." 

 

  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

EXECUTIVE COMPENSATION & BENEFITS EXPO

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

RECRUITING SENIOR MANAGERS IN SE ASIA

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


 

SEIPI

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

  


 

 

Counter-Offers and Offer Acceptance

 Counter-Offers and Offer Acceptance

 

Last Minute 

Changes of Mind


 

 

International managers who are new to Southeast Asia can be dumbfounded when a candidate who previously gave acceptance of a job offer later changes his mind and gives seemingly irresponsible reasons such as: 

 
“My boss said I can’t leave right now.” 
 

“I spoke to my family and they told me I should stay.”
 

“My company just gave me a promotion so it wouldn’t be right for me to leave.”

For some managers in Asia, such justifications are thought reasonable and adequate for seeming to go back on their word. 


What is Going On?

There are still some differences in working culture between so-called developed and emerging countries although these are minimizing over time. 

First of all, most large local companies in Asia are family-owned and run, and have limited local competition. In such situations, values like loyalty and trust are well-rewarded while attributes like on-the-job performance are perceived as secondary. 

In such companies, the boss is a patriarchal figure and takes a personal role in the lives of his employees. When someone from this workplace "family" comes with a resignation notice, it is a powerfully emotional situation and full of all sorts of things Asians don’t like – losing face, conflict and so on.   

Some Asian managers will never forgive an employee for betraying the "family" – a big concern if there are only a few companies in the industry. So traumatic is the offense that more than a few careers have been destroyed by bitter senior people seeking revenge.  

A second important factor to understand is the influence of the family in Asia. Large extended families typically have close connections and it is expected that they are part of the decision process for important decisions like career change. Parents, in particular, have much more control over their adult offspring than in the west. If parents or other close relatives have personal relationships with the boss or boss' boss, they can often be a strong force to limit job change. 

A third cause of failed job offer acceptance is simply the desire for a raise at a candidate’s current employer. It is difficult for Asians to ask for raises since doing so creates the potential of conflict, losing face and other things that are uncomfortable. Therefore, it is sometimes easier to use a job offer from an outside employer to help them achieve their purpose in a less direct manner. The boss will provide a counter-offer for the employee to stay and everyone is outwardly happy (although perhaps not inwardly so). 


Early Signs of Problems

There are 3 main indicators that a candidate may be having second thoughts and is at risk of rejecting a job offer. 

 
1. Unusual Delays – Candidates who were previously responsive and enthusiastic but suddenly stop returning calls and repeatedly reschedule meetings may be having second thoughts. Common excuses provided can be important sounding ones like emergency meetings at work or sick family members in the hospital.  Be wary. 

 
2. Unreasonable Requirements – Some candidates will create unrealistic requirements at a late stage of the hiring process rather than admit they are not interested. Income expectations may become inflated, reporting requirements might change, requests for more information may seem never ending, and so on. 

 
3. Increase in Reported Earnings – It can also be common for candidates in a final salary negotiation stage to suddenly "remember" that their real salary is higher than they earlier stated. The most common justifications are a salary increase they “just received” or income items that weren’t described earlier. 
 

  

Why Accepting 

Counter-Offers is Bad?

People in so-called advanced countries have mainly come to the conclusion that accepting counter-offers is a bad idea for both employees (especially) and employers. And, study after study has shown that this is statistically true. 
 
The vast majority of employees who accept counter-offers regret their decision. They depart on their own (usually within 6 months) after it becomes clear their original reasons for considering to leave are not going to change. 
 
Or, they are pushed out by employers (usually within 12 months) when the boss discovers the problems he has created for himself by giving in to providing the counter-offer. Other employees resent a co-worker being rewarded for what they consider disloyal conduct. Previously content staff members suddenly become disengaged and even confrontational.

 

As well, other employees usually start showing up at the manager’s office with their own outside job offers expecting counter-offers and salary increases. The situation can quickly become out-of-control and the most appropriate solution is to eliminate the “conniving” employee who started it all. 

  

 
So Why Do Some Managers Offer

Counter-Offers?

When someone resigns, it is the boss whose ability is questioned and it is him or her who has to clean up the mess. Unless the employee is deemed disposable, the boss will certainly look bad to his superiors since his department’s results will suffer. 
 
A second-rate manager, who may have other problems with performance, might not want something else for his supervisors to complain about. As well, he certainly doesn’t want another crisis to consume his time.
 
As a result, such managers will attempt to manipulate the emotions of a departing employee to keep him or her until he can be released at a time when it is less inconvenient or embarrassing. 
 
It doesn’t matter what the boss says are the reasons for his action. Counter-offers are only given because of a notice to resign and they should be considered as highly dubious. 
 
Well-managed companies and competent managers don’t make counter-offers. They understand the damage that would be done by such self-destructive actions both to their organizations and to their departing employees. 
 

 
Preventing Job Offer Problems

There are 3 steps to take to reduce as much as possible the chance of last minute changes of mind. 
 

Stage 1:  
Discover the emotional reasons the candidate is considering a job change.
 
During the interview stages, ask questions that uncover candidates’ emotional commitment to their employer and uncover current concerns that are deep seated and unlikely to be resolved. Here are examples:

 
A) What do you like most and least about your current job? 

 
B) What is it you enjoy the most and least about your current boss? (
Note: in most cases people quit the boss rather than the company.)

 
C) Describe your most and least favoured jobs that you’ve had in your career?

 
D) Which of all your bosses did you most and least enjoy working with?

Stage 2:  

Walk candidates through the mental process of resigning and starting with a new company.   
 

It is important that people understand what they will face when they attempt to leave their employer – especially if the person is a long-term employee. They must visualize the process so are ready when the time comes.  Questions that allow this discovery include: 

 
A) What is it you will miss when you leave your current company?

 
B) What will be the biggest problems you will face in leaving your current company?

 
C) Has your company ever given counter-offers to employees who resign?

 

Stage 3:

Connect with candidates early and often.
 

Relate with candidates on an emotional level regularly and be attentive to changes in their behaviour or responsiveness. Do not expect candidates keep you up-to-date if they suddenly have second thoughts about changing employers -- especially in Asia. 

 
A) Has anything changed for better or worse at your current company?

 
B) What have your family (or friends) said about you possibly changing jobs?

 
C) Do you think the role we are speaking with you about will be right for you?

 
D) On a scale of 1 to 10, how excited are you to work for our company?

 

These 3 steps should allow you to detect early on whether a candidate will be at risk of declining the role or accepting a counter-offer. It is not fail safe but it will considerably improve the consistency of your hiring process. 
 
 

  


 

 

 Next Page - Offer Acceptance and Counteroffers

 

 

 

Hiring Leaders

 

 Download this e-book to learn all you need to know to

get the best people on your bus and drive it to greatness.

A global manager's failsafe guide to dominating any industry

by employing its dominant people. 

 

DOWNLOAD Hiring Leaders now!

 

New sections are being added so check back regularly.

Send your comments and suggestions to

hiringleaders@chalre.com

 

  


 

 

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!

 

 


 

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.  

 


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.   
more

 

Target Executive Search Headhunters in Philippines

 

 

 

 

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

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