Radu Palamariu

Navigating Asia's complex business landscape? We've got the leaders you need. CFR Global Executive Search

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Personal connection is essential to understanding global trends and creating tailored solutions for each market in today’s rapidly evolving world. Recruitment today goes far beyond placements … companies need partners to help transform their organizations. How will leadership structures adapt? Which skills are critical in a digitalized world? And how can businesses build a culture that attracts and retains top talent? These are trends reshaping workplaces worldwide. Questions that inspire me – especially during business trips, where I gain valuable insights into diverse markets. 📈   At PageGroup, we’re shaping this change, and you can join us. Take part in our Talent Trends 2025 survey and help define the future of work. In 2024, over 50,000 professionals from 37 countries contributed to our Talent Trends report, sparking global discussions and transforming workplace strategies. Now, it’s your turn to make your voice heard >> https://lnkd.in/eDhZkZ4U   #talenttrends25  

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Hiring is harder than ever, but why is that and what can we do about it? We have just launched our Talent Trend 2024 report. The responses from 50k global respondents confirm some of my observations and challenge some of my assumptions. Intrigued? Link is in the comment section, or better yet, connect with me and let us bring the insights to life for you! #TT24 #TheExpectationGap #AI #flexibility #inclusion Rupert Forster | Olga Yung | Steve Parkes | Carly Yau | Ellen Lai | Angela Chan | Cherie Tam (She/Her) | Michelle J. Ma (She/Her) | Joe T. | Eliza (Lok Lam) Lai | Sherman Sung | Anthony Lau | Vivien Leung | Mindy,Hongmin Luo | Alexis Wee | Matthew W.

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The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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This is a really interesting The HR World article by Adrian Tan I have always found it hard to understand why HR is overlooked when recruiting into the C-suite. The growth of non-HR professionals taking on the CHRO role will hopefully lead to major changes in this area. HR needs to be fully represented at Board level in my opinion. The article is well worth a read.

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Maintaining margins without resorting to significant price hikes is the new puzzle that leaders need to solve. Learn how in my latest article for Connexus Global | Executive Search: https://lnkd.in/g-_epYke #MarketChallenges #Asia #StrategicPlanning #Recruitment #BetterWithConnexus

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Perennial HR Q1 HR Market Update for APAC "There is a notable shift towards investing in advanced HR technologies to enhance efficiency and improve the employee experience. Significant investments are being made in AI and automation, which are transforming recruitment, employee engagement, and performance management. This technological integration is prompting a re evaluation of HR operating models. Large MNCs with a HR BP, CEO and shared services model are exploring relocating HR operations to lower-cost countries like India, Malaysia, and the Philippines, while mid-sized businesses with a HR generalist and CEO models are distinguishing mid-level HR Business Partner roles from operational roles to boost focus on HR Business Partnering, leading to stable or increased hiring in this area."  Click on the link for the the full report https://lnkd.in/ga3XG_Rs #HRTrends #HiringTrends #Recruitment #HumanResources

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Honored to have contributed to this insightful report on the rapidly changing executive search landscape in APAC! 🌏 The dynamic growth in the region, particularly in Japan, presents both challenges and opportunities for finding specialized leadership talent. Excited to collaborate with my colleagues across the region to help businesses navigate these evolving markets. Looking forward to the discussions this report will spark! #ExecutiveSearch #Leadership #APAC #Japan #DigitalTransformation #HortonInternational

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The APAC executive search market is undergoing a major transformation. One trend that particularly interests me is that this economic transformation demands leadership with strong strategic, digital, and adaptive skills to navigate the complexities of a fast-evolving landscape. I have shared my detailed insights in this report. Do have a look at it.

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Unlock Top Talent with PureChase. Are you struggling to find the right leaders to drive your business forward? Look no further, At PureChase, we specialize in connecting companies with exceptional executive talents only into CHEMICAL INDUSTRY for globe. Why Choose Us? 🔹 Industry Expertise : With deep Chemical, Personal care, Food Ingredient & Pharma industry knowledge and a vast network, we understand your specific needs. 🔹 Tailored Searches: We provide customized executive search solutions to ensure the perfect fit for your organization in minimal filtered profiles. 🔹 Proven Track Record: Our successful placements speak for themselves. We've helped numerous chemicals companies secure top executives who lead with impact. 🔹 Confidentiality Assured: We maintain the highest standards of confidentiality and professionalism throughout the search process. Get in Touch, Let us help you find the leaders who will drive your success. Connect with us today to discuss how we can assist with your executive search needs. Contact Us: 📧 Email: [email protected] 🌐 Website: www.purechase.com PureChase India – Your Partner in Executive Success #chemical #chemicalindustry #food #personalcare #pharma #chemicals #recruitment #hiring #purechase #talentaquisition #placement #consultant #placementconsultant #hr #humanresource #talentpatner #executivesearch #construtionchemical #polymer #coating #plastic #coatings

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Level up your upcoming performance reviews with our tried and tested employee achievement report 🖱 https://lnkd.in/gACc_UB5 🗣 “Performance reviews in Singapore are a valuable opportunity to assess and provide feedback on an employee's performance in order to develop their skills and professional growth. When conducted effectively, this can have a meaningful impact on employee engagement and boost company performance overall.” Don’t let constructive feedback be confused for confrontation 👎🏼 Deliver a productive yet positive assessment through ⤵️ 1️⃣ Self-evaluation 2️⃣ Goal targets 3️⃣ Performance competencies 4️⃣ Training and development plans 5️⃣ Follow-up dates and feedback 🗣 “With the right review structure, #performancereviews can be a positive process that your team can use as an opportunity for their career growth and your business success. #EmployeeAchievementReport #HumanResources

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Almost half of Singapore employers plan to hire in Q4 Singapore’s Net Employment Outlook (NEO) for Q4 2024 is +29%, improving 9% from Q3 2024, but weakening 7% year-over-year. At Elliott Scott HR, we've observed a subtle increase in job roles, including newly created positions. This suggests that the wave of restructuring may be subsiding, allowing companies to refocus on their HR strategies and prepare for a potentially improving economic climate. #Singapore #Employment #HR #JobOpportunities #EconomicOutlook

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Recruitment Market Update: Mid-Q2 2024 for APAC and MENA APAC Region: Stability and Growth Market Overview: Post-Q1, stability and growth were evident in Asia. Q2 seems back to cautious ways. Strong hiring in PR and communications for us compared to last year. The digitech sector is gaining momentum, but slowly. Advertising and creative sectors remain flat. Market Sentiment: Businesses are more positive than in 2023 but still cautious. Upcoming elections in Singapore add to the uncertainty. Despite talks of recovery, the Chinese economy shows signs of stuttering. Recruitment Dynamics: Nervous markets mean cautious clients and slower hiring processes. Salaries are being debated and challenged more than usual. Active hiring is happening, but it’s not booming; jobs aren’t pouring in. To secure roles, build trust and leverage multiple tools to find clients with a growth mindset. Key Strategies for Us: Focus on building strong relationships. Produce relevant content and discuss market trends. Be a guide to clients and candidates, ensuring long-term success. Leverage our experience and resilience to navigate these conditions. MENA Region: Positive Yet Challenging Market Sentiment: The MENA market remains very positive, driven by government initiatives. Big projects are being announced across the GCC, particularly in Saudi. Dubai still has an influx of people coming in; anyone driving will tell you that. Abu Dhabi was very good to us in Q1. Much like APAC, for MENA most placements were in PR and communications, with Digitech improving. Advertising and creative sectors remain as last year. Recruitment Dynamics: The market is heavily client-driven. Competition for jobs is fierce, with regional experience winning the day in most cases. Increasing competition as more businesses open daily, driving down prices and squeezing margins for many. The region has a reputation for late payments, impacting cash flow for SMEs, which for us can delay hiring as clients are cautious about when they will get paid. A trend we continue to see is that hiring in Abu Dhabi, Qatar, and KSA is mostly for locals, with a limited supply of quality, experienced talent making it very candidate-driven in this area. KSA hiring is in high demand, but processes tend to be very lengthy. Key Strategies We Will Adopt: We launched in KSA and need to hire for that market. We understand and have been adapting our searches to local hiring preferences. We maintain a positive outlook and adapt to familiar challenges; this isn’t our first rodeo, so many of the market moves are those we have seen before. Continue to build strong relationships and stay resilient to navigate the tough aspects of recruiting in the region. Keep hosting events, producing content, and providing market intel. MCG Talent Adam Michael Toctan Sarah Doherty Charlie Bowsher #Recruitment #MarketUpdate #APAC #MENA #HiringTrends #RecruitmentStrategy #GrowthMindset

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What is Top Talent ? Next Friday 14 Jun via Zoom, I will be sharing what Headhunters value most in Top Talent, exploring the nuances of the Happiness Index in talent identification. If you are curious to find out, just register your interest now by scanning the QR code below. #exquisitzasia #bni #bnichampions #ipter #executivesearch #hrconsulting

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Planning to hire in 2025? Malaysia’s executive hiring landscape is shifting rapidly, with organizations increasingly seeking top talent to fuel growth. Our latest market report uncovers essential hiring trends, challenges, and strategies to help you stay ahead. Gain data-driven insights to shape your talent strategy—see how sectors like technology, healthcare, and finance are adapting to a changing market.   Download the report today: https://bit.ly/3USA5fV   #FutureOfWorkMalaysia #ExecutiveTalentMY #HiringTrends2025

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🌟 The Role of Executive Search in Building Strong Leadership Teams 🌟 In today’s fast-paced business environment, securing the right leadership talent is more critical than ever. Executive search plays a vital role in identifying individuals who can drive growth, adapt to change, and deliver strategic vision for their organisations. Here’s what I’ve been reflecting on lately in the executive recruitment space: 🔑 The Evolving Leadership Landscape Adaptability is Key: Leaders need to navigate both global challenges and local market dynamics. Executive search now prioritises candidates who can not only lead through change but anticipate it. 💼 Skills Beyond the Resume Leadership is about more than technical expertise. Cultural fit, emotional intelligence, and the ability to foster collaboration across teams are essential for long-term success. 🤝 The Importance of a Thorough Search Process It’s about more than just filling a vacancy. The right leader needs to align with your company’s core values, vision, and future direction. A tailored, research-driven approach helps ensure long-term alignment. As the demand for strong leadership continues to grow, executive search professionals like myself are committed to providing organisations with the people they need to succeed in an ever-changing world. #ExecutiveSearch #LeadershipDevelopment #StrategicHiring #TalentAcquisition #FutureLeaders #RecruitmentStrategy

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The introduction of flexible work arrangements in Singapore marks a pivotal moment in shaping a dynamic and inclusive workplace culture. At Career Pond, we understand the significance of work-life harmony and its positive impact on employee engagement and retention. In a fast-evolving business landscape, embracing flexibility is not just a choice but a strategic imperative. Organizations can enhance operational efficiency by adopting innovative work models such as compressed workweeks, telecommuting, and staggered hours while nurturing a happier and more motivated workforce. The new guidelines set forth by Tafep provide a framework for fostering a collaborative environment where employees and employers co-create sustainable work solutions. By facilitating open communication, mutual respect, and a results-driven approach, we can pave the way for a future-ready workforce that thrives in a rapidly changing world. Let's redefine the future of work together. #FlexWorkSG #FutureOfWorkSG #SingaporeEmploymentTrends #WorkplaceInnovationSG #RecruitmentPartner #HRSolutionpartner #internationalrecruitmentpartner #reliablerecruiter

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