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Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, VietnamExecutive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam

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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



 Media & Publicity

Chalre Associates is active in promoting the industries and companies we serve.  Examples of these activities are below.



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 EXPOHeld 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 HayGroupRichard 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




Different Ways of Working with Recruiters

 4 Ways to Work with Recruiters


Different Ways of

Working with Recruiters


As people move up in their careers into senior management, their hiring practices naturally evolve to meet the new and more complex requirements.

Junior managers tend to hire entry level employees whose attributes are often specified and assessed much like those of a commodity. Since the hiring process is similar to buying a product at a department store, recruiting relationships are similar. Contingency recruiters (also called employment agencies, staffing suppliers, personnel recruiters) are utilized to provide candidates meeting stated attributes and receive payment only if a placement (a sale) is made.

At senior management levels, the hiring process becomes exponentially more complex because the number of attributes expands greatly as does the difficultly to assess them. There are far fewer suitable candidates available to be considered so the stakes are high if any are lost due to mistakes. They are also highly experienced and wily, and will use all their skills to maximize their advantage.

The recruiting relationship to handle such complexity becomes comparable to engaging an accountant, lawyer or other skilled professional. Recruiters are "retained" exclusively and compensated on a project basis or for time spent. Management recruiters don't even use the word recruiter and call themselves search consultants or similar names instead.

At its most basic, there are 4 methods of working with recruiters (and search consultants). Let's describe each of these, starting from the one that is simplest and used for most junior positions and moving up to those used for recruiting senior managers.

Contractual Arrangement 1:

Simple Contingency Recruitment

This arrangement is what most managers first come into contact with. Clients provide job openings and recruiters send off whatever resumes they have immediately available or can source quickly, and hope that somebody might be hired. A client pays a fee only if a hire is made. There is no responsibility on the part of either the client or the recruiter to do anything.

Candidates are sourced through various online job boards and resume databases. Typical candidates are actively seeking employment either because they are not happy at their current employer, out of work or change jobs regularly. There is little time for digging out hard to find passive candidates since their greater stability and employer loyalty requires more effort to find and attract. There is no exclusivity, so highly suitable candidates that are found are sent to multiple clients simultaneously to increase chances of a successful placement. Clients often find themselves in competition with other hiring managers through the same recruiter. 


Contingency recruiting is similar to buying a product at a grocery store. Customers pay only if they make a purchase and suppliers offer the same products to any customer who will pay.


Contingency recruiting is used widely for junior level positions since it is easy to enter into and can achieve fast results.

Contractual Arrangement 2:

Exclusive Contingency Recruitment

Hiring managers typically enter this arrangement to give a chosen recruiter incentive to devote more time to source candidates who are stable, loyal and not under urgent need to change employers. The recruiter is made solely responsible for sourcing candidates within a defined period (often 30 to 60 days) until it lapses and the job requirement becomes open to all. Highly placeable candidates found through the work of the recruiter will usually be sent to other employers simultaneously and clients often find themselves in competition with other hiring managers through the same recruiter.



Exclusive Contingency is similar to working with a listing agent in a real estate transaction. The agent is granted sole responsibility to sell the property within a period.


Exclusive Contingency is used for positions that are urgent and somewhat more difficult to fill than used for Simple Contingency.

Contractual Arrangement 3:

Commencement Fee

In this arrangement, clients grant an exclusive relationship with the recruiter (now called a search consultant) and pays an up-front initial retainer but the bulk of the fee is paid only if a candidate is successfully placed. The initial retainer is non-refundable but sometimes can be applied to other searches if the first is not successful.

Since some of the search consultant's costs are covered, he or she can justify spending the time required to source and attract difficult-to-find candidates and passive candidates, especially those who are stable and happy in their careers and highly successful in their current roles. Other names for this contractual arrangement are Engagement Fee, Initial Retainer and Up-front Retainer.


Commencement Fee is used by highly skilled professionals such as engineers, architects and corporate finance professionals to cover initials costs of an engagement with the understanding that if the project is successful, full payment is due.


The arrangement is widely used for high priority management level positions where filling the role within a narrow period of time is critical. It seems to be more popular in emerging countries than Retained Search below for various cultural and affordability reasons.


Contractual Arrangement 4:

Retained Executive Search


The typical Retained Executive Search is paid in 3 instalments. The first is the initial retainer or engagement fee to start the search process. The second is paid on the 2nd month or after a short-list of candidates are provided. The final retainer is paid on the 3rd month or after reaching an agreed performance milestone such as when an offer is made or a suitable candidate accepts. The client must be very confident in the search consultant's ability to fill the position within the agreed upon time horizon. 


Highly skilled professionals such as trial lawyers, project engineers and tax accountants bill on a monthly basis for time spent whether the services they provide produce a positive outcome or not.


The arrangement is used almost exclusively for the most senior executive level positions. It is most common in wealthy, industrialized countries and less commonly used in emerging countries.


None of these approaches are better than any other. It is between the client and the recruitment professional to determine which is most suitable for both.

Next Page - How to Work with Recruiters



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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.   


Attributes of Expatriate Managers in Asia



Attributes of Expatriate Managers in Asia

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