Executive Corner Expert assistance minimises problems in the hiring process by Mabel Sieh Successful executive search relies on certainty about the job requirements The success or otherwise of almost every organisation is directly linked to staff policies and recruitment practices. That's because the attention given to selecting individuals, who can bring the necessary skills to the job and contribute to the work environment, has a major impact on shaping corporate culture and determining future performance. This is especially true of the fast-changing IT sector, which has seen a steady increase in demand for senior-level executives in Hong Kong and the Asia-Pacific region over the last two years. Multinationals have led the way as they see a surge in overall business demand for new technologies and services, driven mainly by high GDP growth across the region. This has created a variety of IT roles in general management, sales and customer support. According to Frank Chan, managing director of Pacrim Recruiters (HK) Limited, which specialises in recruiting IT professionals, clients have different staffing needs. Some of the larger companies, for example, are re-establishing Hong Kong as their regional headquarters, seeing the city as the ideal base from which to cover China and the rest of Asia. Others are moving into the region for the first time and are keen to take advantage of the ongoing economic boom. Whatever the case, they need to recruit additional IT staff with the experience to drive business growth and start up regional operations. That is where Pacrim believes it can offer a unique service and a competitive edge. "We are 100 per cent focused on the IT industry and have been for the last 16 years," says Mr Chan. "We have specific and in-depth knowledge of this market and a total grasp of what is happening and of the critical success factors." There must be no uncertainty about the job specification and what the candidate will be required to undertake IT specialists Mr Chan and his partners established the firm in 1990, and the decision to focus on one industry, rather than spreading themselves too thinly, has certainly paid off. The current team of consultants all have solid experience working in the IT industry and possess the interpersonal skills, common sense, good judgement and ability to manage search projects. However, the success of any assignment also greatly depends on ensuring a proper match between the client's requirements and the candidate's profile. "There must be no uncertainty about the job specification and what the candidate will be required to undertake," Mr Chan explains. "Apart from the job specification, we need to be sure about the accountability and what the candidate will be expected to achieve in the first and second years." He says these expectations must be realistic and measurable, and that agreeing on the right criteria for the executive search is usually the result of a process of constant and open communication with the client. Mr Chan adds that speed of action is particularly important in the IT sector, since normally clients cannot afford to wait too long for vacancies to be filled. Pacrim aims to complete the full process from initial client briefing to job offer in no more than two months. The process includes preparing a candidate profile, analysing the precise skills required, and conducting a comprehensive search for suitable candidates. The company's extensive candidate database and network of industry contacts is invaluable for this part of the process. After making contact with potential candidates to assess their level of interest, the next step is to arrange face-to-face interviews and do background checks of their qualifications and relevant experience. Creating partnerships Among other things, the interview questions are designed to explore each candidate's on-the-job strengths, key achievements, aspirations and working style. Before anything is finalised, though, the exact terms and conditions of the job offer are discussed in detail with the client, taking into account their internal remuneration policy and the prevailing market rates for the position to be filled. On occasions when it seems unlikely that a suitable candidate can be found in the local market, Pacrim's policy is to explain the situation to the client and, perhaps, widen the search to other locations. They prefer to turn down an assignment than to recommend for interview people who they know are not appropriately qualified or will prove a poor match. Mr Chan believes that it is important for his company to take the driver's seat in identifying the right person for a specific job, and says that is where the firm's strength lies. He is confident that 2006 will see a new surge in recruitment activity within the IT sector and feels that Pacrim is perfectly positioned to benefit. Regional IT hub Economic expansion in Asia is creating renewed demand for experienced IT professionals Many companies are re-establishing Hong Kong as the hub for driving business growth in the Asia region Recruitment consultants who have worked in the IT sector can better understand client needs Expectations, responsibilities and accountability must be firmly established for every executive search assignment Taken from Career Times 3 March 2006 Your comments are welcome at [email protected]