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Look Beyond: How Executive Search Works?

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The Executive Search or the “Headhunting” is the process of recruiting individuals to fill executive positions in organizations. Executive Search firms also help clients draft accurate and enticing job descriptions to draw in a pool of qualified candidates. The Executive Search profession ranges in models from “Retained” search to “Contingency” search and “Delimited” search. Retained search firms are paid a retainer up from the start of the process, another portion of the process and balance when the candidates begin work. While, Contingency search firms, receive their entire fee at the conclusion of the search process. Delimited or Engaged search is similar to retained search with a certain difference, but with the condition that the fee is refundable in case if the firm is not a suitable executive for the post. An Executive is an important part of the firm and it may not always possible for the company to find the best talent in the market, it is advisable to hire a firm that can do the task.

Since Executive Search firms are specialist in what they do and the way they operate is also very consultative; understanding the client’s business need, defining it into hiring requirement, defining the roles specs, vetting seasoned professionals against those specs, managing the offer making process and making the candidate join.

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5 main phases of Executive Search to exceed client expectations by providing the meaning choices of candidates a smooth and thorough process.

Establishment Search Priorities

Analyses the challenges unique to the organization and the role. They determine the skills, knowledge, and abilities on how clients can think about their needs. They develop a customized position and candidate specification, detailing the company, the role, responsibilities, goals and key challenges of the position as well as the experience, qualifications, and competence required for success.

Determine Search Strategy

Conduct targeted research into companies and sectors to find those with relevant skill-set and qualifications, supplementing extensive knowledge of and relationship with board directors and senior executives. Develop a long list of prospects best qualified for the role, with the goal of providing real options for clients. Talking to third-party contacts to identify and qualify prospects, preliminary referencing work for more productive long-list discussion.

Attract and Evaluate Candidates

Approach potential candidates to test their interest in the role. Conduct a rigorous competency-based interview with candidates based on the proven skills, knowledge, abilities and attitudes outlined in the position specification.

Present most Qualified Candidates for Client Interview

Drawing informal external views on each candidate to confirm and enhance knowledge of the candidate’s achievement and track record, provide meaningful insight past performance and reputation.

Complete the Search

After the client has selected its preferred candidate, conduct thorough background checks and references to further assess competencies. They conduct a client satisfaction survey to improve service and refine the approach. Assists in negotiations over compensation and other terms to be able to finalize the search. Once, the client follows up the candidate then the search is closed.

Executive Search firms are specialized recruitment services that find top-level candidates for senior, executive or other highly specialized positions for clients. Headhunters usually use a number of different tactics in their executive search to ensure their clients receive the best executive candidates. The unique method helps to find and attract a wide range of professionals. In addition, recruiters have access to “passive candidates” or individuals who are looking for a new position. These candidates often represent the most qualified talent in their industry. During an executive, the main role is to identify the best passive and active candidates for their clients. Usually, they have a more sophisticated and creative method of identifying and screening virtuoso in any field. Further, an executive searcher can execute a discreet search to find the right match, which can be appropriate in specific solutions that contributes more to an organization in terms of profits and savings compared to the cost to find them. Here are several ways they establish a talent pool.

Personal Networking

Executive recruiters are active relationship builders. By networking themselves, job seekers raise their chances of coming into contact with associates of recruiters by establishing steady and meaningful contact with acquaintances, friends, university alumni and industry influences who might be the perfect candidate for a job opening.

Referrals

Recruiters also become confidantes who can recommend individuals who might be right for job openings and provide first-hand insight about them.

LinkedIn Recruiters

The recruiter’s section of LinkedIn’s Talent Solutions programs has been a major hit with executive recruiters. The design makes it easy for headhunters to search the full profile like make notations, about prospects, send messages, collect responses and store reports.

Other Online Social Platform

Recruiters scour all types of blogs, social media websites, and forums that cater to specific professional niches. They also regularly track trending industry topics on Twitter and Facebook, nothing professionals that provide expertise, unique ideas, and engaging discussion.

Professional Organization

Recruiters frequent the conference circuit, taking note of dynamic speakers and panelist headlining events for membership associations in industries that match their specialized recruiting areas. Job seekers should attend as many professional conferences as they can and assume active roles.

Boolean Search

Recruiters use a few search tricks to find professionals in the right location, with the right certification and endorsement.

The News

The executive recruiters always have their antennae up for professional lauded in industry media sources or watching industry news.

Social Recruiting Apps

Social recruiting sites and applications are made exclusively for recruiting which provides an automated search for recruiters to find and track job candidates across the entire web.

 

References:

  1. https://www.ginkgosearch.com/the-steps-of-the-executive-search-process/
  2. https://www.siliconrepublic.com/careers/unusual-recruitment-better-candidates
  3. https://www.thebalancecareers.com/top-ideas-for-recruiting-great-candidates-1916798
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When To Use An Executive Search Firm?

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An Executive search firm is something that affects every business and every level of management. The ability to recruit great talent is key to the ultimate success or failure of a business. Companies will use executive search firms so that they do not have to sort through possibly hundreds of applications for a job. These days, there are more people applying for the same position and companies do not have the time to sift through that many applications. They will, therefore, hire a recruitment agency to take care of this part of the process and to whittle the number of candidates down to a manageable level. Business owners and executives do not have the time and in many cases do not have the skills to find the perfect candidate, so outsourcing to an executive search firm will be the best solution.

Executive search firms are retained by clients in an advisory capacity. Typically used for senior-level executive positions and board directors, executive search firms partner with clients to identify, assess and select the very best possible candidate. They identify a slate of the most qualified candidates that would fit well with the client’s culture and have the right background and experience for the specific opportunity.

There are many reasons why companies are hesitant to engage an executive search firm to help them hire leadership talent. Whether it’s because they think they can hire an executive leader on their own, they don’t want to pay the cost of retaining a firm, or they’re just skeptical of the process, these companies are ultimately missing out on an opportunity to hire the best leader for their company. There’s a lot of benefits of using an Executive Search Firm, they help you find the best person by providing access to a wider, deeper pool of potential candidates. For critical roles, there’s a huge difference between an adequate candidate and an outstanding one, so you don’t want to limit your possibilities to the 5 to 10% of people who are actively looking for a new position right now. By proactively seeking out people who fit the profile, whether or not they’re in the market for a new opportunity, search firms provide you with more and better options for high-level positions.

Employers use an executive search firm when a search is important enough to warrant the investment and they are relying on search firms to help fill their executive ranks with the talent they need to stay competitive. Even with the use of executive search firms on the rise in the quest for top talent, many companies still rely on their own in-house resources to fill most of their open positions. The reasons for this are varied. Some companies believe they have sufficient resources and knowledge in-house, whereas others simply want to avoid paying a fee to outside search firms, regardless of their ability to fill mission-critical positions.

There are eight scenarios when investing in a search firm is a good idea. These eight scenarios are common cases for when it makes sense to hire help.

  1. Chase for the best

    If you use an executive search firm you’re statistically more likely to access the best job-seekers on the market (both active and passive). If you’re looking for an ideal candidate who will check all the boxes, of course, you need to work with someone who really knows what they are doing because recruiting is one of those things that anybody can do and just about anyone can find a person to do a job. Recruitment agencies may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner than later. Not only will an executive recruiter have the best jobs, but   they may also have access to the best candidates. Companies will benefit from the fact that a recruitment firm may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner rather than later.

  2. You’ve tested but have not experienced success

    Working with a recruiter open your pool of candidate beyond your network, either you have an active search that has been open for too long or you’ve used up your knowledge and recruiting tricks and you are not sure what to do next because failing to use recruitment agencies means that some candidates will not see these fantastic job advertisements and may miss the opportunity to work in a fantastic company with an excellent package.

  3. Confidential Search

    Sometimes you may need to replace an underperforming executive while they’re still in their current role. This type of search requires confidentiality and trust to get the job done. Companies conduct confidential searches when they want to replace someone who is still with the firm. In these situations, the criteria generally include a need for confidentiality, speed and finding a person with a highly specific skill set. If you have an employee that is under-performing, you may want to start recruiting before you let them go. Or you may need to recruit talent from organizations that your company does business with. In these cases, a search firm may be used to help keep things quiet until the new executive is ready to step into the position.

  4. Time & Resources

    The hiring process can be very time consuming, and especially the initial stages of sorting through applications. If your ‘day job’ is not recruiting, you may not have the time or focus to dedicate to an important search. Or your day job may be recruiting but you have too many open and not enough time. When you lack the time and resources, search firms are a great resource for giving an executive search the time and resources necessary. Giving a recruitment agency the task of creating a shortlist of candidates for a position in a company is good business sense.

  5. The most Standing out

    Most often, employers call on an executive search firm for most important roles, especially c-suite or executive leadership roles like CEO (Chief Executive Officer), CFO (Chief Financial Officer), CTO (Chief Technical Officer), CHRO (Chief Human Resources Officer), etc. Making a bad hire in your C-suite can have disastrous consequences. There’s an art to finding qualified, top-performing executives and the search for the right candidate can make the process far longer and far tougher. Not only are leadership positions crucial to the success of the business, but it’s helpful to have a third-party perspective to avoid blind hiring because sometimes internal team members see only what they want to see.

  6. Fresh Roles

    Generally, companies are used to filling their core positions, why go to an outside firm when you are in a rhythm? But then they create a brand-new position in the company and they don’t know where to begin. New roles are particularly difficult to recruit for because, typically, there is no benchmark to serve as a point of reference when determining the skills and temperament needed. This is also true for roles in which the predecessor was unsuccessful, and the role will need to be redefined/department rebuilt, etc. The need for guidance increases exponentially when the position falls outside the standard scope or target profile at other companies. Generally, successful companies find themselves in this position and quickly lean on the experience of an executive recruitment firm. Hiring them to come in and assess your workforce is a reliable way to get a fuller picture of the in-house talent you already have and also lets you know which options are available to you externally.

  7. Underwater Basket Weavers

    Several candidates may have the necessary skills on paper, but an executive firm will be able to tell which candidate has the right potential and personality for long term success and will ultimately contribute to the business’s future growth. In addition to executive-level positions, some companies offer such a unique product or service that they require rare skill sets that are essential for driving core, strategic areas of the business. Pop culture may refer to these candidates as unicorns, they call it Underwater Basket Weavers because, well, how many of those are there out there? Executive recruiters are used to developing a strategy for finding this ‘ needle in a haystack’ candidates.

  8. More passive candidates, less active job seekers 

    Executive search firms often have more connections with passive candidates, those who are not actively looking for a new job and can tap into their pipelines to search for candidates that might not otherwise be on a company’s radar. While active job seekers aren’t necessarily bad, chances are good that passive candidates aren’t going to apply to online job postings. In fact, some of them aren’t even really looking for a new job. However, they would be open to considering a new opportunity if that opportunity was presented to them. Executive recruiters know where these passive candidates are and how to present such opportunities.

Choosing the right executive recruiting firm to fill your organization’s next senior management vacancy starts with committing to some research before the search process even begins. This is one of the most important decisions your company will make, in part because of the potential upside the right executive can deliver and in part because of the huge cost of making a bad executive hire.

Whether you decide to use in-house resources or hire an outside consulting firm, your goal should always be to ensure that you will be able to identify and attract top-notch candidates for each position and build or restore your company’s talent pool. Nothing is more critical to your company’s long-term success.

References:

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Overcoming Challenges in the Emerging Markets in Terms of Finding the Right Candidate

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Hiring for the best talents plays an important role and part in an organization’s growth and development agendas. It is important that recruitment and human resource practitioners are aware of current trends in their area of specialization. Being knowledgeable about current challenges are important so it may be addressed and managed.

Executive search companies are no different from in-house HR departments. Different sectors and industries may experience the same difficulties and problems with regard to hiring and recruitment. Given the difficulties, executive search companies should be able to create functional processes and standardized recruitment strategies.

The recruitment patterns and processes have been through several changes in the past few years as economic and technical aspects have become very dynamic and have been altered to create a more fitting process depending on specific demands as per roles and client companies. With these changes come different challenges that executive search firms have to overcome as well. In this regard, it would be helpful to know common challenges that executive search firms will and can experience throughout these changes. Let’s look at these challenges that need attention.

1.Effective and Consistent Recruiters

Executive search firms have become a big and successful business over the years. And as the industry grows, the call to become a recruiter and earn a great deal of profit has grown as well. No matter how easy it is to close the role or how abundant the talent pool is, it all boils down to how effective the recruiter is. How smart the recruiter is to utilize every strategy and every possible way to attract and get the right candidate. Also, recruiters should be able to open up to the changes that are happening as the business advances forward. Some recruiters may appear to have adapted better in the market in the past but are struggling to keep up now because they forget to also take time to know or make themselves aware of the changes that are happening now. Some recruiters also tend to copy others’ strategies regardless of it being effective or not. Recruiters are afraid of taking risks and create their own strategies simply because it is not practiced by others. It now becomes important to assess the recruiters’ effectiveness and competitiveness to be able to provide and deliver. One recruiter can place a new hire after another but being a consistent performer can mark that spot in the industry. A recruiter should set a timeline and should be able to pitch and sell a potential candidate to the client. This, of course, is to put a mark on the recruiter’s dedicated service and effective performance and consistency. This also builds a strong partnership with the recruitment firm and with the clients.

2.Ownership

Once the perfect candidate has been found, the executive search firm wants exclusive rights to this profile. Recruitment firms can search and target the same profile at the same time during the process of sourcing, and this can cause confusion and candidate duplication. Recruitment firms want to make sure that this candidate is tagged under them and not with another search firm. However, client companies can also play a vital role in this situation. They are entitled to decide and dictate what happens depending on the satisfaction they receive with the presented profile. It becomes important that these recruitment firms have completed several hiring requirements such as having interviewed the candidate whether face-to-face or over the phone. Another requirement is to have permission from the candidate to release the necessary information and details to the client company. Through these requirements, ownership is obtained by the firm who has worked harder than the other firms and is entitled to the candidate and placement. In this regard, firms should make sure that the profile they will present is also informed of the process and are able to declare that they have been presented by the respective recruitment firm.

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source: Google Images

3.Identifying the Perfect Candidate

Hiring good candidates can be challenging. There are several factors that can affect an application and the process of hiring. Some profiles have the right skills that match a job together with having the right educational background and work history. However, there can be multiple factors and more information needed than what is stated on paper. In the early stages of the hiring process, it does not guarantee that you get the right candidate at once. Searching for the right candidate has been the most common challenge every recruitment firm has encountered and is still something most companies are experiencing until now. As demands from client companies have become more specific in regard to candidate skills and work background, somehow, these candidates have become difficult to find. In the process of hiring, it is important to consider that skills alone do not guarantee that the recruiter will hire the right candidate. The recruiters should consider that prospective candidates should possess skills and characteristics that not only match the role or function but also aligns with the companies’ goals and aspirations. To overcome this, executive search firms should be able to step up their game and go the extra mile. Learn to broaden the scope of the search and the farther you get the more quality and fitting candidates you are able to pool for the role you are trying to fill. Another way is to clearly state what the client is looking for. While not every potential candidate will possess all the skills that are required for the role, it does not hurt to prioritize candidates that already have the complete skill set. This can help the recruiter weed out candidates that are good from the ones that are not so much. To also overcome the tedious process of constantly communicating with the client as to why the candidates that were presented have been failing, recruiters should be able to note all the information they need from the profiles and assess the candidates once they are able to interview them.

4.Recruiting Timeline and Efficiency

The recruitment business has been moving faster as compared to the past, and a firm that is not dynamic enough will surely be left behind and will fail to compete and provide. Indecisive clients can suppress and slow down the recruitment process. Part of this delay can cause a temporary slowdown in the placements as well. It now becomes important in the part of the recruitment firms to be quick and efficient in interviewing candidates and presenting them to the clients. With this, recruiters should also be able to prompt their clients to act faster on the hiring process and decide quickly. At some point, some client companies assume that to be able to get the right candidate, it is through sending the profile through several interviews. This is because this has become a trend that prolonging and taking more time to make a hiring decision will also result in better hires. Although for the most part, this is not always the case. A candidate who is actively looking out can have several interviews and offers with different companies. And if the client tends to move slowly with the hiring process, chances are, they could miss a good hire and all efforts you’ve made are put to waste. It is important to make the client understand that there should be a timeline set for specific vacancies. Not only should this timeline setting be practiced by the recruitment firms, but it should also be used by the client companies as well. A role that has been vacant for a long time can have an effect on the company externally. Given that the role has not been filled for too long, it may give out a sense of incompetence from the part of the client because of prolonging the hiring process and indecisiveness. This event can also create a toll on the part of the recruitment firm so this should be something that is properly explained by the recruiters to the client companies.

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source: Google Images

5.Indecisive Candidates

Indecisive clients are just one challenge but combining it with indecisive candidates is another topic. Candidates tend to go for several interviews and in return would tend to have several offers presented to them. It is now the recruiter’s task to carefully talk to the profile and make sure he or she understands what the client company has to offer. The recruiter should learn how to make the interview process a great experience. In this process, the recruiter should ensure that the concerns and queries of the candidate are properly addressed and entertained. Some candidates feel the need to be taken care of and recruiters should be able to give the needed to make sure the profile accepts the offer and close the deal.

6.Effective Use of Search Mediums

Communication is key. Aside from effective processes and strategies recruitment firms are putting into practice, job boards and other search engines play a good role in the hiring process as well. If one firm uses sloppy search engines and old-fashioned tools, chances are, that a recruitment firm would not be able to make noise in the market and will be ignored, making that company fall behind. This becomes a challenge since some recruiters rely on job boards itself, making the recruiters complacent and just waiting for candidates to click on postings and submit their applications. This should be something that recruiters have to improve on since recruitment requires a pro-active behavior to get the job done. The use of job boards should only be a part of the recruitment process and should not become the process as a whole. Recruiters should also be knowledgeable enough to know the interface of different job boards and posting. It is important when it comes to the job posting, that job orders are posted quickly and are easily viewed so potentially good profiles are easily found and matched to a job. It is good to invest in these tools and engines if you are able to utilize everything it can offer and can save you time effectively. The right profile may be difficult to find, but with good use of your resources, it does not make it impossible.

These challenges are real and can be experienced by any recruitment firm. However, these are also opportunities for the firms to look into and determine the points of improvement. When one firm identifies and addresses the hurdles the company is experiencing, they can create plans and strategies to overcome these challenges and eventually succeed.

These difficulties are observed by Harper & Hill Executive Search. Our firm has mapped solutions to address these difficulties by:

  • Creating a pro-active partnership not only with the clients we support but also with the candidates that we source and acquire.
  • Leveraging on modern technology to reach out to potentially good profiles that fit the job function.
  • Having a wide-scope of a database that has been filtered and reviewed that enables us to properly match opportunities with candidates.
  • Establishing rapport with candidates and making the recruitment process an enjoyable experience.
  • Harper & Hill Executive Search is also represented by experienced and highly-skilled consultants and recruiters with an extensive background in recruitment that will work with its clients to achieve, deliver, and overcome recruitment expectations.

 

Marketing Communication

Harper & Hill Marketing and Communication Team

Contact Us: recruitment@harperandhill.com

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Harper & Hill Executive Search, Inc. Opens its Door in the Philippines

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Harper and Hill Executive Search Inc is pleased to launch its business in the Philippines. The launching was headed by its Managing Director for Asia Pacific Angelo Cenon Valdez and General Manager for Philippines Erika Villasenor-Ngo. The gathering was attended by Harper & Hill’s senior consultants and researchers – close friends were also present to show support and witness the launching of the company. The launching took place in its office in the leading Central Business District in the Philippines, Bonifacio Global City Metro Manila.

Angelo Valdez and Erika Villasenor-Ngo
Angelo Valdez (left) and Erika Villasenor-Ngo (right)
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Erwin Po (left), Patrick Abainza (center), Angelo Valdez (right)

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Harper and Hill specialize in the Executive Search of Senior Management positions in Asia. We have consultants in different industries and regions in Asia. Each of our consultants has more than 10-years of experience in the Executive Search industry with hundreds of placements and numerous satisfied clients.

With the company starting in the Philippines, it proceeds to offer its specialization in various verticals and industries.

1.       Executive Search. We specialize in the recruitment of World-class Senior Level Management Executives. Our international network and connectivity enable us to serve our clients and candidates seamlessly across the Asia Pacific Region.

2.       Recruitment Process Outsourcing. We provide Recruitment Process Outsourcing for a systematic approach to building a great team. RPO is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider.

3.       Harper and Hill provide comprehensive and smart solutions for your organization. Whether you’re looking for a shortlist of high-caliber candidates or a potential company acquisition, we give strategic advice on starting a new practice or recruitment process design.

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Our dedicated expert Consultants, top-notch Consultants with more than 10 years of experience, cover different industries from Banking & Shared Services, Supply Chain and Logistics, Aerospace, Pharmaceutical, BPO and Call Centers.

Harper and Hill Executive Search Inc continue to grow and create an impact in emerging countries. Soon, the company will be able to cater to different recruitment needs of its clients across the APAC region.

Harper and Hill is an Executive Search company with a far-reaching network that enables you to seamlessly connect with qualified candidates all over the world. There is no doubt, we are the best choice for your recruitment needs. So from now on, enjoy your business nights! Let the Harper and Hill Executive Search Team worry about your top-level hiring needs.

Contact Details: Inquiry@harperandhill.com

Managing Director for the Asia Pacific: Angelo Cenon Valdez

General Manager for the Philippines: Erika Villasenior-Ngo

Senior Researcher – Emerging Market: Blytton Fernandez

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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Hiring Trends in the Emerging Markets in Asia

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We now live our lives circling a modernized and globalized economy. As a result, the competition for acquiring talent has become a global occurrence. Thanks to the rise of modern technology, smaller companies are also able to reach out to farther places and recruit and hire talent from around the world. However, not all people are the same – who we are, what we like, and how we run our business. Since recruitment and hiring have become a global situation, employers have to be smart and wise in regard to recruiting strategies. For now, we turn our attention to emerging markets where these countries will soon become great sources of talent for both large and small companies.

  1. Know the Culture of the Emerging Market

Emerging markets are found globally. And if you are to recruit for one specific market, it is important to know the local culture. It may be possible that your best-used hiring strategy for one market may not be that effective for the other. Thus, necessary adjustments have to be made. It will be really important that the executive search firms and recruiters are able to understand the talent in a given market and how they would really respond to opportunities. Since each market is unique, things to look out for when hiring are interested in mobility, career aspirations, and effective ways of communicating.

     2. Geography and Location

Location plays a key role in hiring for emerging markets. Most job seekers consider the location of the role in regard to their career mobility. From this point, recruiters should be equipped with information and selling skills as to why it would be great to consider the role, regardless of location. Executive search recruiters should be skilled in creating negotiations and adjustments that allow the candidates to consider the opportunity and not letting potential candidates go to waste.

source: Google Images
source: Google Images

  1. Invest in Local Talent

Though hiring for ex-pats has become a common occurrence for big companies, local talent should also be considered for several roles, especially for the top management. Some multinational organizations are no longer following this trend, rather, starting to invest in local talent and developing them in several aspects to becoming great contributions to the company. Although it is important to also set and define career paths and growth opportunities that are available for local talent, so this would be clear to the employees that they can own their mobility.

  1. Competitive Compensation

Given that recruiters are hiring for emerging markets, this means that the potential growth of the company will be experienced also. This growth would entail profit and development thus matching the talents’ expectations with regard to compensation and salary. This is something that the recruiters can offer when recruiting and hiring the right candidates.

  1. Technology Becomes a Part of the Process

Technology has created a significant impact on the hiring process given that it has created convenience between the recruiter and the job seeker. Several preliminary and early interviews are now being set up via call or Skype and then attendance for final interviews is the only time it requires the job seeker personally.

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source: Google Images

Every company is different, so these trends do not necessarily impact the same companies. However, if the recruitment firm desires to dominate the market and the industry, taking these trends into consideration can be a start or pioneering with new trends that can be done as well.

Countries in Asia have the potential to grow and develop exponentially, although some countries have specific industries that provide this growth and development. It would be great to know more about growing markets and understand the emerging industries for specific countries.

VIETNAM.

The Manufacturing Industry plays a big part in Vietnam’s economy as an emerging market. Focused more on textile and clothing and garment manufacturing, this has given the country growth in revenue and sales and the demand grew rapidly as well. This growth also contributes to another sector which is the Import & Export Industry. This industry has been catering to the demands of clothing merchandise not only locally but internationally as well. The Electronics Industry in Vietnam is also seen to catch up with that of the other countries. Vietnam is a prospect for electronics producers since the cost is relatively low but skilled workers are high enough to support the businesses. Although this industry is seen to grow over the years, changes need to be made so Vietnam can be at par with other emerging countries and sustain development in this specific industry.

Electronics Industry featured image
source: Google Images

MALAYSIA.

Similar to Vietnam, the Manufacturing Industry has also been seen as a growing industry in Malaysia. Although there was a minor fallback for this industry in recent years, it has proved to grow and will be able to sustain development for the coming years. Commercial Aviation Industry sales are also forecasted to grow over the future, given that it has been boosted by growing middle class and open skies policy. The tourism sector also contributes to this growth in an effort to attain higher sales and profit. The Agriculture Sector in Malaysia also continues to grow with the economy. Though this sector is largely dependent on the country’s natural resources, this is something that the country is able to sustain. The Biotechnology Sector also makes its mark in Malaysia. It has been noticed that a lot of major biotechnology research centers have set up in the country. This, of course, will benefit local businessmen by creating several partnerships with international companies. Similar to Vietnam, the Electronics Industry is seen to help Malaysia grow as an emerging country. This is due to the increasing demand for electronic devices that are used in everyday living.

INDONESIA.

The food and beverage sector in Indonesia is expected to grow bigger due to its demographic profile, growing population, and rising income levels have presented opportunities in the consumer sector. This is also the result of embracing new cultures and trying out cuisines especially from the Western area. This occurrence stipulates investment and profit to and from local companies and also from foreign companies.

THAILAND.

Thailand is no different from Vietnam and Malaysia in regards to growing sectors. Thailand has also been seen to evolve in the manufacturing industry mainly with its production of light pick-up trucks, hard disk drives, and is also known to have the top spot of manufacturing natural and synthetic rubber.

Although similarities between several industries are noticed within these countries, the points of expertise are different. Thus, providing each market to properly emerge and excel in their respective industries. This also gives them the growth and development they need to be able to sustain a profitable market and industry. Also, these countries are not limited to focus on these sectors mentioned but can focus on other sectors that can provide the growth, development, and sustainability.

PHILIPPINES.

Automotive and Construction Industries are showcasing growth and development in the Philippines. Stability is expected in both sectors also given that the demand for vehicles and infrastructures is rising and increasing. The Real Estate Industry is also expected to grow and flourish in the country along with the demand for shelter and acquisition of properties. It is seen to showcase long-term developments that will be experienced slowly through the coming years. The Banking Sector is also expected to grow and develop although expected to flourish at a steady pace. The IT and Business Process Management Industry, despite a big and flourished sector already, is still expected to grow and create several economic opportunities in the Philippines.

From a recruitment perspective, soon enough, these emerging markets will be able to provide several business opportunities to executive search companies. Harper & Hill Executive Firm will be ready to take on the challenge simply because it does not only support one country but supports several locations across the Asia Pacific. The reach that Harper & Hill Executive Search has created signifies its capacity to provide and deliver what is expected from a recruitment firm. As these emerging markets continue to develop, Harper & Hill Executive Search will continue to create recruitment platforms and activations that will assist and sustain the growth of the clients’ recruitment demands and needs.

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com