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China Executive Group (CEG), Specialist Recruitment Division experienced exceptional growth in building a strong brand and business platform.
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Our Recruitment division specialized in Middle Management Talent throughout Asia and China and has a proven track record of recruiting in the following sectors across a wide range of industries and professions in the areas of Apparel, Beauty, Finance, FMCG, Garment, HiTech, Legal, Luxury, Plastics & Textile.
We distinguish ourselves by offering a personalized and targeted approach. CEG consults in a specific market and handles all aspects of every search personally, developing strong, comfortable and trusting relationships.
Commitment
Our commitment to our client is a "Standard of Excellence" that is based on many years of relevant industry experience to
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create a successful specialist recruitment by identifying only the best and exceptional professionals available in accordance with our clients' position specification.
We believed in human capital, "People are the most valuable resource in any Organization". We do not just find people who have skills for our client but to assure that it's the best individual executive who is well equipped to blend flawlessly into the company's complexity and outlook towards their success.
Trust, reliability, integrity and extensible performances are the keys to build our firm's reputation. Every client has different requirements and each assignments that we conducted recognized the urgency and efficiency.
Once we discussed the requirements with our client, we can determine an ideal executive profile and thus tailor our recruitment accordingly. The specifications provide a precise measure of the ideal candidate to narrow down our search to the best candidate for the position.
Art of Headhunting
Headhunting is a term that still rises more than a few eyebrows in boardrooms and offices throughout Asia. The two words "head" and "hunting" conjure up images of savagery and aggression, distrust and enigma. However, one thinks of the concept of headhunting either in the literal sense or more appropriately to the professional reference.
There is much to gain from dispelling myths in order to fulfill two vital needs: saving of time and money and turning into a high profit. In order for the first two needs to be filled, there must be a highly talented individual who is capable of taking on these responsibilities.
Executive Search is the term more corporate managers are familiar with. Whatever the word, the objective is: to find the best candidate for an executive position as specified by the qualifications of the job and the expectations of the company. In the past, Asian companies did not have little reason to believe in some of the services the firms offered, nor did they understand how the recruiters search for candidates.
Instead, they relied on their own connections or resorted to advertisement to look for someone who would fill a senior management vacancy. Now, with so many foreign companies bringing overseas expertise to Asian region, local companies have to keep up by buying this talent from their competitors. This is one of the benefits of using a headhunter.
Local companies need to hire experienced and same token overseas companies requires local expertise in order to compete in an Asian business environment.
The incredible expansion of local and multi national companies into various regions of the Asia-Pacific also demands a cache of skilled managers who have worked outside of their native countries.There is a short age of talent for positions that need overseas experience coupled with local knowledge of the business community and the culture within that structure.
Western only expertise is not only expensive but also lack of the experience in understanding the local environment. A senior executive from a Western country such as the United States must relocate to Asia first, then adapts to the surrounding environment and culture, then eventually picks up experiences and nuances of Asian economy.
The difficulty in finding these people within the local region in the first place derives from the fact that companies here operate in an unstructured environment, with achievements and accolades attained strictly from experiences and observations, while in the United States and other Western countries executives perform by the book.
Headhunters can perform this arduous task of finding scarce talented candidates from their own established database while they use their search methods to tap into the availability for qualified people. Using search firm is an investment in improving the quality, timing and proximity of your managerial horse power.
The fees that headhunters charge may seem expensive at first. However, the economic benefits add up quite quickly as the company saves money by not needing to put advertisement in the newspaper, personnel resources who would otherwise be screening and interviewing candidates, time and resources in researching the qualifications of these individuals, while a headhunter can find someone who can triple those returns
The added benefit of confidentiality must be a careful consideration, as most companies want to keep their future goals and plans for expansion from competitor, thus they wish to reveal the qualifications and responsibilities for their senior level executive.
"A successful headhunter in Asia must put sensitivities and needs of their clients first and foremost. He or She must put his/herself in the driver's seat of a managing director on a company to project how this person would benefit the organization. A successful recruiter will thoroughly analyze the market direction in which their clients are dealing, as well as knowing how to find potential candidates."
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Strategic Plan
Every organization needs an exceptional leader who understands company's growth specification and has optimistic attitude, well-considered moves toward superior opportunities. Our firm's commitment is to provide quality service that leads to long-term success of our clients.
Our strategic plan is designed to identify specific target companies as a focus for our search. The position specifications provided allows a precise measure of the ultimate candidate with our thorough selection and interview process which enables us to ascertain the executive aptitude capable of exceptional performance. Because we |
believe that each client is unique. We recognized their urgent need and we are dedicated to build a long term working relationship based on an in-depth understanding of their business objectives, and perspective. |
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Industry Practices
China Executive Group (CEG), Specialist Recruitment has been at the forefront of recruiting professionals through these several areas of specialization:
| Beauty |
HiTech |
- Cosmetics
- Fragrance
- Distributor
- Retailing
- Toiletries
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- Communications
- Hardware & Electronics
- Semiconductors
- Software & Systems
- Internet
- Information Technology
- Multimedia
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| Finance |
Legal |
- Asset & Wealth Management
- Consumer Financial Services
- Commercial Banking
- Finance and Accounting
- Financial Services Information Technology
- Insurance and Risk Management
- Private Equity / Venture Capital
- Real Estate
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- Law Firms
- Legal Services
- Corporate Management Consultant
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| FMCG |
Luxury |
- Beverage
- Confectionery
- Food
- Household
- Personal Care
- Pharmaceuticals
- QSR
- Retailing
- Wine & Spirits
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- Cosmetics
- Fashion
- Handbags
- Jewelry
- Perfume
- Timepiece
- Writing Instruments
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| Garment |
Plastics |
- Apparel
- Fashion
- Manufacturing
- Retailing
- Sourcing
- Textile
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- Resin
- Processing
- Machinery
- Molding
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| Industrial/Natural Resources |
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- Automotive
- Aviation
- Chemical
- Construction and Architecture
- Distribution and Services Industries
- Oil and Gas
- Transportation and Logistics
- Utilities
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Functional Practices
CEG's, commitment is to support Clients Company's leadership structure based on our global approach that has market expertise. Our firm's reputation is to identify the best candidate to work in any organizations and strengthen their corporate business management .
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Accountancy & Finance
Accountancy (Qualified)
Architecture
Banking
Building Services
Company Secretarial
Construction
Contact Centres
Education & Early Years
Energy
Engineering
Executive
Facilities Management
Finance Technology
Financial Services
Health & Safety
Healthcare
HR & Training
Insurance
IT
Legal
Marketing
Office Support
PA Secretarial
Pharmaceutical
Property & Surveying
Purchasing & Supply Chain
Recruitment
Retail
Risk & Compliance
Sales
Social Care
Social Housing
Tax and Treasury
Telecoms
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Here is a partial list of our clients & assignments we have provided loyal and dedicated service throughout Asia.
- Finance Director, Hong Kong
- Tax Manager, Hong Kong
- Huamn Resource Director, Hong Kong
- Sales Manager, China
- Buying Manager, China
- Merchandise Manager, Singapore
- Human Resource Manager, Taiwan
- Retail Operations Manager, Hong Kong
- Regional Marketing Director, Hong Kong
- Product Manager, China
- QA Manager, China
- Area Sales Manager, China
- Regional Marketing Manager, Hong Kong
- Marketing Director, Shenzhen
- Sourcing Manager, Guangzhou
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USA Clients
The following are some of the clients that utilized our consulting services: |
- Altos Computers
- Ask Computers
- Bank of America
- Syntex
- Microsoft
- Oracle
- Grupp & Ellis
- California Energy
- Bemiss Jason
- Capetronics
- Levi Strauss
- Loomis Amored
- Maxtor
- Tandem Computer
- Bay Pacific Health
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- BDO Seidman
- Peets Coffee
- Photo & Sound
- Ford Aerospace
- Bedford Properties
- Schlage Lock
- Sybase Corp
- Sytron & Donner
- Decision Focus
- Telogy
- Tesco Corp
- Hanson PLC
- Chiron Corp
- Transamerica
- Trace Products
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Asia Clients
The following are some of the clients that utilized our consulting services: |
- Dickson Concept
- High Fashion Ltd.
- Cadillac Plastic Ltd.
- Fongs Industry
- TopForm Ltd.
- Wendy Foods
- Walt Disney Ltd.
- Interform Group
- Asia Commercial Bank
- South China Group
- Seibu (HK) Limited
- R.J. Renolds (HK)
- K. Wah. Group
- IIR (HK) Ltd.
- Styland Holding
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- Dairy Farms
- Inchape
- Schering
- Pepsico Inc
- Builder's Federal
- Avid Technology
- WorldwideBrands
- Kam Yuen Ltd.
- Crystal Knitter
- Gold Face Ltd.
- Oliver's
- Hong Kong Jockey Club
- G-2000
- Wellcome
- Sanwa Bank
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| Specialist Recruitment Fees |
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• Any Position Over HKD 800K will be considered Executive Search |
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• Under HKD 800K |
- 28% Percentage of Annual Salary |
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• Under HKD 500K |
- 25% Percentage of Annual Salary |
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• Under HKD 300K |
- 20% Percentage of Annual Salary |
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• 3 Months Replacement Guarantee |
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• Fee payable 5 days upon the Date of Employment Contract signed by Candidate |
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• Fee applicable to Incentives, Housing Allowance, Signing Bonus and Stock Options |
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The exceptional growth we have experienced to date is the result of our determination to recruit the right people.
CEG provides specialist recruitment assistance to clients seeking mid-senior level talent. The mix of experience, ability and knowledge in our recruitment team has allowed us to build a recruitment process robust enough to exceed our clients’ and candidates’ expectations.
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Our firm is dedicated to provide outstanding levels of excellent customer service and it is committed to determine client's recruitment confidentially, promptly, and effectively.
Good Candidate Criteria
Searching for a candidate to fill the executive position takes incredible diligence, fore-thought, and research, not only for the enormous responsibilities that this person must undertake, but also for the reputation of the company and its future. For a corporation trying to recruit a manager either too see its expansion into a foreign country.
To place someone who will increase revenue and productivity, it must set uncompromising qualities for this candidate. Additional criteria may be added to these qualities, but the over all goal is to save time and money for fast results, and not absorb a loss by training the wrong person for the job.
A candidate should have at least three plus years of working experience in one company. The reasons are obvious in the intensely competitive business climate in Asia. Operating in an environment in which a company is competing with the world in one territory.
A potential executive must demonstrate the loyalty and ability to see his or her firm through difficult time, as well to achieve progress. Someone staying in one company for three years or longer should be thoroughly knowledgeable of the market, as well of guiding that company at every level. The candidate upon arrival at the interview, should be presentable, dressed-sharply, and prepared for the first impression.
An executive applying for a senior position in a quality firm should already understand proper dress could either enhance order contract from his or her chances for the job. An employee, especially one at the senior management level, is a representative for the company, and therefore should dress accordingly. As well, this person must also be a good thinker who is willing to roll up his sleeves and do anything for the company to succeed. A candidate will always end up being part of the problem or a solution for a company but absolutely no firm wants to end up with the former.
A definite asset is a strength in presenting a case and knowing how to solve the problem, instead of merely pointing out faults. Simply because, a senior executive must be a good leader, presenter and negotiator. The most important keys are the willingness to work, loyalty to a company, dedication to its goals and success.
Not only search firm looks for hard workers, but they are searching for the willingness to solve a problem after finding a fault. Flexibility, the willingness to travel, and the abilities to adapt from a different environment quickly are attributes that composes a valuable resource for an organization.
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Our basic recruitment phases are:
Phase I
Define Objectives and Position Specifications
- Analyze client's needs, understand business philosophy, growth goals and firm's ethnicity.
- Define client's consensus on position specification describing the errands experience, compensation package, reporting relationship and identify other characteristics necessary for the successful candidate.
- Prepare the search strategy.
- Scrutinize and discuss the search strategy with the client
Candidate Identification and Assessment
- Assess resources through extensive research using database and networking recruitment affiliates.
- Identify qualified prospect individuals who will fill to the client's specifications.
- Initial telephone qualification, extensive face to face interviews with a thorough screening and evaluation of candidate is conducted.
- Identify the pre selected individuals and prepare their credentials report.
- Discuss the pre-evaluation with the client of the pre-selected individuals and get feedback.
Phase II
Candidate Interviews
- Schedules mutually convenient meetings between client and the candidates.
- Get feedback from the client and candidate.
- Reference checks and direct inquiries are made with people who can comment objectively about a candidate's actual performance on the job.
- Written candidate detailed reports are prepared to compare each candidate's strengths and weaknesses.
- Choose the most qualified candidates for another interview.
- Get feedback from the Client and Candidate.
Phase III
Candidate Final Selection
- Conduct finalist interview.
- Discuss the compensation issues, benefits, arrangement concerning relocation, contractual requirements and etc.
- Get final decision of both parties.
Follow Up
- Assurance of both parties for suave change and integration.
- Client satisfaction guarantee.
- Comments and Feedback
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