executive search nusantara brochure

Executive Search Network AsiaExecutive Search Nusantara

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EXECUTIVE SEARCH NUSANTARA

Now under the executive search group Executive Search NetworkAsia, Executive Search Nusantara, was one of the first internationalexecutive search firms in Southeast Asia, and was the first toestablish a permanent presence in Indonesia. Originally founded in1983 in Indonesia, our regional headquarters was established shortlyafterward in Singapore, from which the Asia region was serviced forone of the largest global executive search groups at the time.

Executive Search Nusantara’s early history focused much on themarkets of Singapore and Malaysia. In 1988, operations were begunin Thailand. During these years, there was also pressing demand inHong Kong and Taiwan, from regional clients.

Indonesia, opened in 1983 as a satellite office, soon began to eclipsethe operations in the neighboring countries just from the sheerpotential of the Indonesian market. By 1993, ESN was the largestrecruitment firm of any type in Indonesia, and all operations wereconsolidated in Jakarta in order to service the needs of that market.

In 2003, ESN reopened the market of Vietnam, which had beenserviced by an affiliate up until 1999. In 2005, Thailand, Malaysiaand Singapore operations were reestablished. And in 2007, ESN isagain expanding, this time into the Philippines market, alsopreviously serviced by an affiliate. In addition, ESN has now re-forged strategic alliances with old partners covering the markets ofKorea, Japan, Taiwan and China, to assure consistent quality ofservice in those markets also.

We continue to follow the printed Principles of Practice and Code ofEthics of the Association of Executive Search Firms (USA). And ourclients can be assured of receiving the level and quality of service inJakarta and around Indonesia that they are accustomed to in otherworld markets. All assignments are undertaken based on extensive,and exhaustive written contracts, which highlight all aspects of theoperations and commercial terms. Fees are charged on a retainerbasis, at the usual international fee levels, and expenses are budgetedand charged to the client inline with actual expenditures.


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PROCEDURES GOVERNING OUR OPERATIONS

The Search Strategy

Our systematic approach to executive search normally involvesselecting target institutions and, within those targets, individualsidentified as having the appropriate experience, education andpersonal characteristics to meet your requirement. This is done in ahighly confidential manner. Our systematic executive search processsaves a client's top executives valuable time, which can be moreproductively spent fulfilling other corporate/institutionalresponsibilities. We prepare a comprehensive confidential report oneach candidate, which covers the candidate's working career, thosepersonal aspects which are relevant to the position and our appraisalof how the candidate's qualifications relate to this specificopportunity.

Based on many years of experience, the Executive Search NetworkAsia’s philosophy of executive selection is that what a person hasdone in the past is the most reliable indicator of what he or she islikely to do in the future. If an individual has been as effectiveperformer, thinker or leader, that person will likely bring the samequalities to the position under consideration. A compellingpersonality, for example, means little if it has not resulted in superioron-the-job performance.

Confidentiality: it is our general policy not to divulge our client'sidentity without prior permission. Candidates will not be apprised ofyour identity until we have preliminarily confirmed theirqualifications and potential interest. Our usual plan is to defer thatuntil time of face-to-face interview.

Exclusivity: Executive Search Network Asia establishes an exclusiveconsulting agreement with our clients. We expect you not toseparately advertise nor use a competing organization on the sameengagement during the period of involvement. Unnecessaryduplication puts all parties in a potentially embarrassing situation andmay result in the downgrading of the position in the eyes of potentialcandidates.


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Communications: Establishing frequent and effectivecommunications between consultant and client is often the key tocompleting a search successfully. Our rule of thumb is simple: moreis better than less. The same holds true for the front-end discussionswhere we are introduced to the specific issues driving the search. Themore we can learn from a client, the more familiar we are with yourgoals, leadership and culture, the more effective we can be serving asyour enthusiastic and informed representative in the market-place.Many tough searches have been completed because the searchconsultant was able to sell as well as evaluate.

Process: Our search methodology would normally encompass thefollowing steps:

1. Initial Discussions/organizational Assessment: Our firststep always involves personal, in -depth discussions withour client's key leaders. These sessions enable us to becomeknowledgeable about the position, its responsibilities, theexperience and personal attributes of the successfulcandidate, and to understand the way in which the positionrelates to your strategic objectives. Only with such detailedknowledge can we be effective in presenting the viability ofthis opportunity to the candidates.

2. Position Specification: We then draft a positiondescription, describing our client, the nature of theopportunity, and the professional and personal qualificationsrequired for the ideal candidate. These specifications assistus in discussing the opportunity with interested candidatesand sources in a knowledgeable and motivating manner. It isalso critical in documenting our understanding of situationand need; so that you will be comfortable we are moving inthe right direction.

3. Search Strategy: The specification then drivesdevelopment of the search strategy. We will review keyelements of this with you as they are developed. During ourinitial discussion, we did begin to develop a list of targetlocations in which we might locate candidates.


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4. We then identify prospective candidates through the fullrange of executive search techniques. This includes researchin the form of directory and library science techniques. Weaccess the Fischer International data base of names fromprior assignments and make telephone sourcing inquiriesamong people from reluctant institutions and with our ownnetwork of contacts.

We then contact prospective candidates by telephone. Weprovide interested and apparently qualified prospects withthe position specification/candidate profile and ask for aresume. Typically, we initiate between 100-200 calls tobuild a pool of candidates whose backgrounds, experience,and accomplishments match those sought. We ask thatinternal and prospective candidates identified by the clientbe forwarded to us. This process avoids duplication ofeffort, relieves the client of the burden of responding to suchindividuals and allows us to incorporate these candidatesinto the screening process.

We then assess potential candidates prior to your meetingthem, screening those candidates identified through sourcingand other search techniques. This step includes in-depthevaluation interviews, background inquires and informalreference checking. Through this process, the field isnarrowed to a limited number typically three to five - ofthose exceptionally qualified and interested candidateswhom we recommend for your formal consideration.

Before narrowing the field to finalists, we recommend andinterim review providing you with a range of potentialcandidates whom we find initially promising. This wouldinclude a brief summary of their background, compensation,educational credentials and other information relevant to ourspecification.

5. Presentations: Our presentation of finalist candidates ismade to you in writing via a detailed confidential report foreach candidate containing a narrative of their employment


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history, any initial references and our summary appraisal.This is followed by introduction of candidates to the client.

6. Hiring: The final step in attracting an outstanding candidateis a join effort between you and us. We assist in determiningwhat is needed in terms of position, resources commitments,growth opportunities and financial incentives in order tohire the outstanding candidate. When appropriate, we alsoassist in negotiating a mutually acceptable offer.

7. References: It is our practice to directly contact superiors,peers, and subordinates of current and past employers of thefinal candidate(s). The reference checks verify factual dataand report achievements, explore strengths and weaknesses,and provide insights into personal and professional style andother attributes. We summarize our findings in writing to theclient and provide a verification of the candidate's educationand any certificates or licenses. In order to protect theconfidentiality of the candidate, reference checks aretypically performed at the end stages of the search processor at such time as an offer has been extended to theindividual. In the latter case, the offer is made contingentupon satisfactory reference checks.

8. Follow-up: Lastly, within the first six months followingyour successful candidate's starting date, we will initiate adetailed discussion with that individual regarding your firstweeks together. Your new leader knows that ourconversation will take place with your knowledge and that itwill be subsequently reviewed with you. We have found thisdiscussion to be an excellent time to reinforce thecorrectness of the decision by both parties and to identifyany misunderstandings or misconceptions that may havedeveloped in the early weeks.

Periodically, during the next 12 months, we will speak withthe successful candidate and you to assess the integration ofthe candidate with your organization.


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Executive Search Network Asia's Qualifications

An established, international firm with extensive experience inrecruiting senior professionals in all industries assures the advantageof ready access to prospective candidates in all relevant career arenasthrough a state-of-the-art information system, extensive researchfacilities and continuity of service.

Our knowledge of the structure, dynamics and financing ofprivate/public sector organizations and consultative approach tosearch assures that we understand your needs and are able toeffectively assist with recruiting, evaluating and selecting candidates.

Our process orientation enhances the probability that a consensuschoice will be made and that all key organizational constituents willperceive that they have been represented in the decision process andare committed to the individual selected.

Founded in 1983 in Singapore and Indonesia, Executive SearchNetwork Asia was the first international executive search firm toenter the rapidly growing and extremely challenging Indonesianmarket. Our dedication to performing high quality search in a timelymanner, now extended throughout Asia, has enabled us to maintainlong-term relationships with organizations around the world and hasmade us an industry leader in the proportion of engagements andreferrals coming from former clients. Additionally, we have access tothe international resources of our affiliate firms in other Asianmarkets and around the world.

Our consultants are mature, seasoned search professionals who havehad extensive experience in business prior to their association withthe firm. They are supported by a professional research staff and astate-of-the-art information system. We utilize an internalcomputerized database and a complete library of reference materialsand industry publications. These information sources are augmentedby a networking process, which taps the collective experience andpersonal network of firm's consultants.



OUR PROFESSIONAL STAFF

Joseph F Keiser has been in the executive search practicein Southeast Asia since 1985. He assisted in opening theregional office of one of the major international executivesearch firms and served as the Regional Managing Partner

until 2001 when he began devoting all of his efforts to Indonesia. Inthe more recent post-financial crisis period, more focus has beengiven to the other developing economies of Southeast Asia,especially Thailand, following the requirements of client focus. Mr.Keiser is a veteran of our industry, having successfully completedmany assignments for both multinational and local clients inSingapore, Malaysia, South Korea, Hong Kong, Indonesia,Philippines, Taiwan, Thailand and Vietnam. Besides his East Asianexperience, Mr. Keiser previously worked for one of the best-recognized consumer goods companies in building up theiroperations in the Middle East and Africa. Originally from America,Mr. Keiser speaks Bahasa Indonesia and is well versed in theSoutheast Asian cultural environments.

Ati Prayitno is our top ranking Indonesia in charge ofour Research Department. Javanese by birth, as SeniorConsultant she is able to gain access to the fullcomplement of information resources required for the

successful completion of all of our assignments. Ms. Ati isresponsible for all assignments within Indonesia and overseas. Shejoined us shortly after the office was first opened in Indonesia.

Jarunee Dulyasatit is our top ranking Thai in charge ofour Thailand domestic searches. Originally fromBangkok, as a Consultant and Recruiter she is able togain access to the full complement of information

resources required for the successful completion of all of ourassignments. ”Koong” is responsible for Candidate Development onall assignments within Thailand. Fluent in English and active incommunity projects, she joined ESN from one of the largest Thaiconglomerates.



EXCERPTS: MARKET SEGMENTATION STRATEGY

INDUSTRIES SERVED: Consumer Goods Industry High Technology Industry Pharmaceutical Industry Oil / Petrochemical Industry Mineral Extraction Industry Financial Institutions Local Conglomerates Trading Companies Agribusiness Transportation / Cargo Manufacturing Hospitality Industry Automotive Industry

GEOGRAPHIC DESPERSION/EXPANSION TARGETS

1. Jakarta/JABOTABEK2. Indonesian provinces3. Singapore4. Kuala Lumpur5. Bangkok6. Chonburi7. Ho Chi Minh City8. Hanoi9. Manila/GMA10. Phnom Penh11. Vientiane12. Yangon



HISTORY:

1983 Jakarta Operations established 1985 Singapore Regional Office established 1985 Kuala Lumpur office established 1983 - 1989 IndonesiaHandled from offshore 1988 Thailand Operations established 1989 Fully-licensed Rep office opened in Jakarta 1991 Indonesia PT Company formed and gazette 1992 All operations consolidated in Jakarta Regional Office 1993 Achieved leading position in Indonesia market 2003 Entered Vietnam market (affiliate closed 1999) 2005 Reestablished Singapore/Malaysia/Thailand operations 2007 Entered Philippines market (affiliate closed 2000) 2007 Re-Established affiliate relationships in Korea, Japan,

Taiwan, and China

PHILOSOPHY:

"Professional Client Service Comes First" "Do not Compromise the Process" "Reputation Brings in Business" AESC Principles

CLIENT BASE:

See Our Website for a Representative Listingwww.esn-asia.com



FUNCTIONAL DEMAND:

Human Resources Finance/Accounting/Auditing Marketing/Brand/Sales General Management Manufacturing/Operations

(Q.A., Plant, Production, Engineering, Materials)

DEMAND REQUIREMENTS:

1. Qualified Local Nationals2. Asian Expatriates3. Western Expatriates

For the first category above, companies try to manage their ownrecruitment unless the internal manager recognizes the value ofqualified professional managers and the difficulty in locating them. Inthe second category, Asian expatriates, where salaries are relativelylow, our fees are not unattractive. In this category, companies will,again, attempt to do this in-house, unless the company recognizes thedifficulty in locating appropriately qualified candidates and the valueof making a correct hire. The third category, in many countries, hasalso usually been done in-house as there were few international firms,in most countries, which could help the hiring firm and, in almost allcases, the fees are seen to be astronomical. Our raison-d'etre is thevalue added by the qualified professionals who are identified by ourlocally-resident qualified professionals. Due to the number ofexecutive search 'carpetbaggers' encountered in most Southeast Asiacountries over years, we encourage our clients that trust must be won;trust should never be assumed.



STANDARD DOCUMENTATION:

Engagement Proposal/Contract : 4 pages +6 pages Job Specification : Minimum 4 pages and post acceptance Personal Characteristics Candidate Presentation Candidate Interim Candidate Signoff Interim Client Status Reports Contract Completion Hands-off termination

TERMS:

All work on retainer basis Fixed fees, varying by engagement and country Minimum Fees are waived Invoicing at initiation/shortlist/acceptance No guarantee of success, per AESC guidelines Minimum 6 months warranty of work 2 year hands-off