The Antal India Owners Meet is a great way to connect with and network with Owners, Support team and Management. It also provides us the opportunity to network, build relations and share business. This year we had 22 Owners attend this meeting from across the country, the Antal India Support Team as well as Mr. Tony Goodwin.
The meeting began with Joe Devasia and Tony Goodwin greeting everyone and articulating a small welcome note. They focused on the need to build relationships through networking and using opportunities like the Owners Meet to network and share business. Post which the group was invited to recite our company’s motto “Sharing Information, knowledge and experience…for the benefit of clients, candidates and colleagues. ” (Watch the video here >> https://goo.gl/hpdxIE)
- Joe then updated the owners on the Sectoral Forecast for the year where he spoke about every promising sector that we work within such as Automobile, Real Estate, Agro, Travel & Tourism, FMCG/CD, IT, Infrastructure, Media
- Joe then presented the Year Gone By & Year Ahead for Antal India.
- He also spoke about new business and mentioned ATOS, which was referred to Antal Romania through coverage in Indian media.
- Antal India’s total Media Coverage was valued at 1.25 Cr in the past year, the majority of which was in Leading Publications that Gina worked diligently to get for Antal without any remuneration.
- He also made special reference to
- Nagesh Joshi having the highest number of sharing assignments with international offices
- Antal India Blog appears on the 1st Page on Google Search
- New Antal India Franchise Website india.antalfranchising.com
- Boost In Social Media Activities using the hashtags
The key speaker for the Owners meet was Mr. Birender Ahluwalia, who lectured a session on ‘Converting Yearly Plans into Reality’. Mr. Ahluwalia focused on increasing productivity at work by nurturing positive people. This highly interactive and energetic session gave a perfect start to this day long event.
- Goodwin focused on Key Account Management and how Owners can build profitable and successful businesses by Ultra-Specialisation (identifying & focusing on a niche). He highlighted various business developments happening across the Antal Global Network. He stressed on the need to constantly look for new opportunities and he brilliantly put this in this line “Don’t see closed or half open doors, just focus on the Opportunity behind the Door”. Show initiatives and take risk.”
Gina Mascarenhas took the following session on ‘Social Media for Recruitment Business’. This session highlighted the need for Owners building and maintaining a personal brand on various online digital platforms. She gave a few tips on how to create, build and maintain a strong online presence. She also shared tips on how to work on content development
The next session ‘Learning from Account Mining – Owner Stories‘ was a panel discussion chaired by Ms. Shinu Jose, Director-Training. The panel consisted of the Antal Stalwarts Joseph Devasia, Praveen Dewan, Nagesh Joshi, Mayank Chandra and Vinu Nair. These Owners addressed the forum about how they manage and maintain their Key Accounts as well as the importance on continuously building new business.
LinkedIN conducted a session “LinkedIn for Lead Generation”, where they spoke about the various tools Owners could use to build their businesses as well as key LinkedIn tips and tricks. We also had Mr Anirban from Mettl – a secure, flexible online candidate skills assessments platform. He conducted a session on ‘Creating high performance teams’.
Shinu Jose then took another session ‘A Rigorous Interview Process’ with the Owners on hiring PRC’s for their Office.
Mr. Vinu Nair, Managing Partner Antal India conducting a small session ‘Leveraging capability across offices’ this session focussed on offices working in same discipline can join hands together and sell Antal as one.
Mr. Anil P Dev spoke about ‘Position Specific Terms or Empanelment’ another great session to build profitable businesses.
With this session it was time to ‘call it a wrap’. But before we could ‘call it a day’ we had to pose for a team pic
With all the “Disruption” going on in the Corporate World, have you seriously considered that a change – a new venture a business of your own?
At Antal International, we help people who have a great background and network in different sectors and industries to set up their own recruitment business. All you need is your past experience and knowledge coupled with the eagerness to pick up the phone and talk to people!
During our training sessions, we teach business professionals that are experts in their fields how to become successful recruiters. We train them on how to find and approach the right candidates and how to build relationships with clients creating long term business opportunities and trust. We teach our owners how to focus on the one market segment they know best as this is one of the many things that will differentiate them from the crowd. Knowing their market, sectors and a perfect understanding of the role to fill are key to a successful and long relationship with the clients and candidates.
Thus, we provide the tools to get started and the advice to reach out, the only thing you need is the drive to move things forward.
Our aim is to have a positive impact on people’s lives and on companies’ profits by finding the right people for the right role. So, can we help you make a profit whilst you enjoy making a difference in people’s lives?
You can make a great impact for companies who might struggle to find the right candidates and simultaneously change someone’s life by finding them a more fulfilling and exciting job. The good thing is that the investment is small compared to food franchises or other kind of franchises where you need a shop and stocks. All you need is a computer, a phone and a network of connections to start working.
This could be a life changing opportunity for YOU!
Work from home or rent an office/shared space and choose how to work giving you more time with your family and friends. Why not contact us today to find out more? We will provide you all the information you need to make an informed decision, every call or email is strictly confidential so why hesitate?
Leverage your experience, network, credibility and the growing need in the market to start Recruitment business and create a legacy for yourself!
Should you be interested in exploring this opportunity, I would be happy to introduce and share your details with the right people Jheel Kacharia-02240634908 and Joseph Britto-02240634933who can help you understand this better
MUMBAI: India’s job market is showing signs of recovery from the lows hit in the aftermath of demonetisation, and recruitment firms expect up to 50 per cent jump in hiring in the next quarter compared to November-December levels.
Recruitment and staffing firms such as TeamLease Services, ABC Consultants, Quess Corp, Antal International, PeopleStrong and The HeadHunters said hiring mandates have started coming back from companies across sectors such as banking, consumer, infrastructure, retail and engineering, which had suspended or cut back on hiring after the government decision to delegalise about 86 per cent of currency in circulation led to a severe cash crunch across the country.
“We will be back with a bang in the April-June quarter. Hiring will shoot up by as much as 50 per cent compared to demonetisation lows, led by agri-related industries,” said Joseph Devasia, managing director at executive recruitment firm Antal International.
Hiring experts say besides retail and FMCG, companies in most other sectors including retail, consumer goods, durables, logistics, pharmaceuticals, banking and auto are also returning to the job market. “About 90 per cent of the recruiters we are speaking to are bullish on hiring,” Devasia said.
He said that after a dry spell in November-December due to uncertainty over the impact of demonetisation on the economy and various businesses, the job market started picking up January onwards with improvements in liquidity and consumer spending.
Guruprasad Srinivasan, president, people and services, at Quess Corp, said the firm’s hiring mandates have seen increased 10-15 per cent in the last couple of weeks compared to the demonetisation lows. “We expect this to go up to 40 per cent in the coming quarter,” he said.
The Manpower Employment Outlook Survey of 5,089 Indian employers in the October-December quarter had indicated a likely growth in payrolls in all four regions and seven industry sectors in the last quarter of 2016 with nearly a third of employers looking to add to their payrolls. After demonetisation, however, the bulk of all hiring came to a standstill with employers going into wait-and-watch mode.
Search firms now expect hiring to pick up across all levels, from entry level to senior post, as there are some pent-up demands too.
“During November till mid-January, most companies had temporarily suspended hiring or put it on the backburner to firefight the immediate impact (of demonetisation) and meet revenue targets for the quarter and yearend. Those mandates are now coming back,” said Kris Lakshmikanth, CEO at The Head Hunters India. He expects nearly 40 per cent increase in mid-level hiring mandates in the first quarter of the next fiscal.
Recruiters across the board are largely of the belief that barring a few sectors such as real estate and luxury, which are yet to recover from the demonetisation blues, things are broadly looking positive.
In the case of information technology, while overall hiring has slowed down due to US President Donald Trump’s protectionist stance, companies working in new areas such as digital and mobility technologies are bullish on hiring for those roles.
Sectors such as payment banks as well as logistics will also be positive on hiring, said Rituparna Chakraborty, executive vice president at Teamlease Services. Pankaj Bansal, CEO at PeopleStrong, said impact of demonetisation or Trump on the job market was not severe.
“There is stress and uncertainty in the environment but it has not led to any real major hit on the hiring by companies,” he said, adding that net job additions in 2017-18 will be at the same level compared to 2016-17.
The Antal Network in India started operations in India in late 2006 and then further expanded the brand in 2009. The Antal brand in India has grown from strength to strength, today we have 43 offices operating around the country. Over the past decade, the Antal family has successfully sourced exceptional talent for Indian Multinationals, Startups, SMEs and large businesses and helped over 3000 aspiring individuals grow in their career.
Antal International being a unique model in recruitment, allows our owners to function from the city they reside in. This means an Owner can be from a Tier 2 city and still work with clients in Tier 1 cities. Of the 43 franchisees, approximately 32 are in metropolitan cities as shown in the diagram below.
Our owners are highly educated professionals with some choosing to go that extra mile and pursue further studies/degrees as well.
Antal Owners have enjoyed success in their professional careers, most of our Owners have had careers spanning over 2 decades. Only after having a successful first inning in their careers, these owners looked for something fulfilling, something that would give them the autonomy to manage and balance their personal/professional life, an opportunity that would help them utilize their education, professional experience, industry expertise, knowledge… and ANTAL INTERNATIONAL gave them that opportunity.
Like we mentioned above, Antal Owners achieved their fair share of success in their respective careers. Prior to moving out of their corporate jobs they all functioned at top managerial positions. They choose to resign and quit their careers to start afresh with the Antal journey that would give them the satisfaction of becoming an entrepreneur as well as earn well.
Conclusion: Our deep rooted values, systems, processes and practices which are appreciated by both clients and candidates is what set us apart from the rest of our competitors. 23 years since its inception, Antal has helped many professionals who quit their successful corporate careers to establish their own successful recruitment business. A franchised recruitment business where they could leverage their work experience, talent, ambition, industry expertise along with the Antal brand, training, support and a global network.
If you are working professional looking for an entrepreneurial opportunity like the one we offer they write to us today. http://india.antalfranchising.com/
Join us – Lead the Recruitment Revolution in India with the Top Franchising Recruitment Brand and become an Antal-Preneur today!
NEW DELHI | MUMBAI: US President Donald Trump’s inauguration pledge to ‘Buy American-hire American’ has stoked interest in jobs back home from overseas Indians, who are increasingly reaching out to manpower consultants in the country to explore equivalent options.
Recruitment firms led by BTI Consultants, RGF Executive Search, Transearch, The Head Hunters, and Antal International have reported doubling of queries from US-based Indian professionals over the past few weeks as theRepublican winner to the White House race declares his policy stance after the January 20 inauguration.
Nervousness has also gripped Indian companies that have a significant US employee base: Hunt for Indian talent in the US are now joining the swelling list of cancelled mandates. Kris Lakshmikanth, chief executive of The Head Hunters (India), says that he has got some 30 calls until now from technology professionals exploring opportunities back in India, compared with practically no queries until just a couple of months ago. “This number is likely to increase even more in the coming days,” says Lakshmikanth.
Most of the queries, he says, are at the level of project managers and above – people who have completed three years in the US (after which one gets an H1B visa extension) or about the six-year period — and are unsure about whether they will get an extension of their visa or, alternatively, a green card.
Lakshmikanth cites the instance of a person who recently returned after his visa-tenure ended, and is unsure about his return. “He still has a house there bought on mortgage, but is being forced to look at opportunities here,” says Lakshmikanth.
Joseph Devasia, managing director at Antal International India, says that in the past two or three weeks, the number of queries seeking opportunities in India has trebled. “People are testing the waters to gauge what awaits them at home in case something goes wrong. Most of these people are at the $80,000-150,000 salary bracket,” says Devasia.
Other leading search firms such as Korn/Ferry and Heidrick & Struggles say search mandates are in a waitand-watch mode. They, however, say that Trump’s stance will impact the overall hiring sentiments across all Indian companies in the US.
For RGF, half a dozen searches have come to a halt after the Trump inauguration. “Companies are not sure about the dynamics of the US market. At least, 30% of job searches in the US have been impacted as a result,” R Suresh, Managing Director at RGF Executive Search, told ET.
One of RGF’s clients, a billion-dollar Indian IT company that was looking to hire a president for its outsourcing activities has temporarily called off its search. Another of its clients, an Indian pharma company, is holding on to its hiring decisions.
“The exodus from India will definitely stop. Hiring of Indians in the US will slow down at least for a year,” said Arun Das Mahapatra, partner incharge of Heidrick & Struggles in India.
“There is definitely an air of uncertainty across all companies that have some kind of connect with the US. It is a worrisome time for players in the space of IT, pharma and banking but this may last only up to a year or so as cost pressures will force companies to eventually look at India,” said Kiran Karnik, chairman, CII National Committee on Telecom and Broadband.
While Korn/Ferry International managing director for India, Navnit Singh, calls it the wait and watch phase, Transearch (India Office) managing partner Uday Chawla describes the Trump impact as “procrastination of decisions” in all sectors, leading to an increase in the cycle-time for searches.
With some good and not-so-good times, it is finally time to bid goodbye to an eventful year. As we prep ourselves for 2017, here’s a look at what 2016 was like for the HR domain
There are no doubts about the fact that 2016 has been a year of some path-breaking events and sharp twists and turns. The year has been productive and has also seen some downfalls. But as they say, all is well that ends well, and it is time to bid farewell to 2016. Here is a look at the top HR trends that redefined the people management function in 2016, enlisted by some experts in the field.
Summing up the year that is ending, Adarsh Mishra, CHRO Panasonic India, expresses, “The year 2016 has been productive from an HR perspective as the business climate within the industry has increased considerably. With the implementation of the 7th pay commission and a good monsoon season, we have seen the business ecosystem really expand wholesomely this year. This, in turn, augmented the recruitment process as well in the industry which also saw an increase in lateral hiring. Generally, consumer electronic companies elevate people internally to fill out the vacant positions across divisions, but with the growing competition in the market and expanding capabilities of doing business, lateral hiring was seen in full flow in 2016.
According to Mishra, some of the most relevant HR trends in 2016 were:
- Hiring through social media: Social media has become an excellent tool to drive business initiatives, they also enable HR to view over subjects which potentially couldn’t have been revealed during the course of interviews. Social media enables employers to get a glimpse of who candidates are outside the confines of a resume or cover letter.
- Risk takers: Playing it safe is no longer enough to help an employee get a job or stroll through the ladder of success in a corporation. Companies especially consumer tech companies which today function in an extremely competitive environment, now have to have a group of people with the intellectual ability and desire to take risks in crucial moments.
Naresh Sharma, managing partner, Antal International India shares his views on the growth trajectory of various industries in 2016, “India’s logistics and supply chain industry is witnessing a rapid growth in both, B2C and B2B domains. In the past year, we saw lots of e-commerce players getting their business on the growth trajectory and we have seen an increase in demand of professionals in supply chain functions. Though the sentiments in the e-commerce industry in the second half of 2016 saw a major downturn with hiring freeze by giants, there was a steady requirement by other players in the domain. Government’s ‘Make in India’ programme also is boosting sentiments in the industry and we have seen a positive traction in manufacturing including automotive. The retail sector has also seen demand picking up leading to enhanced activities in the manufacturing and distribution space.”
For Sharma, the top three HR trends of 2016 were:
- Business orientation of HR: HR is no longer considered a support function whose job is to only fill vacancies. We have seen HR getting more involved in the strategic thinking and being equal partner in planning for the future with business outlook. It was heartening to see many organisations analysing their hiring strategy as to how it impacts the business.
- Succession planning: Organisations are constantly moving towards having a succession plan in place not only for leadership roles but also for all key roles. There is greater awareness to the cost of discontinuity in important roles.
- Candidate-driven market: Organisations are increasingly realising that getting the right talent is the most important aspect of their business. They need to actively look for appropriate talent and need to realign their sourcing strategy in a candidate-driven market.
According to Thammaiah BN, managing director, Kelly Services India, start-ups that were the poster boys of recruitment in the past year went easy on volume hiring, particularly in the ecommerce sector. Most of the start-ups invested in hiring sales and marketing talent. “IT companies embraced automation in fullest measure possible this year leading to lower hiring particularly at the bottom of the pyramid. However, we are seeing continued significant demand from IT due to high levels of attrition (2 to 8 years work experience). The fall in oil prices meant banks put a squeeze on hiring. Pharma sector continued to be recession proof devoid of any impact. Traditional consumer and FMCG companies saw some talent moving to online retail.”
Thammaiah BN shares the top HR trends in 2016:
- The hiring model for fresh recruits in the IT sector changed due to the shift to non-linear growth models. Labour arbitrage has shrunk and the reputation of India started moving from IT outsourcing to analytics and product development.
- Retail, banking and healthcare sectors are increasingly offering flexi work options to women, which will lead to a significant rise in flexi staff workforce from 2.1 million to 8.5 million in the coming few years.
- With the rise of app-based companies, a gig economy on lines of US is on the rise wherein freelancers take up ‘gigs’ alongside their regular jobs or multiple gigs. Government initiatives like ‘Digital India’ will further fuel this trend. Acqui-hiring also gained traction among established technology companies and start-ups.
This article appeared in Times Ascent on Jan 18, 2017, it carries a quote by Mr. Naresh Sharma Managing Partner Antal International, Jaipur
It’s been a week since we rung in 2017. If you haven’t set your career goals yet; it’s not too late.
We have listed 3 steps that can help you achieve your Career Goals for 2017
- DEFINE YOUR CAREER GOALS: To start, make sure you have a clear and concise career goal. Ask yourself –
- What do I want to achieve IN 2017??
- Where do I see myself AT THE END OF 2017?
- Do I want a senior position in my company?
- Do I want a new job with a new company?
- Should I start a new business?
Once you have your goal CLARIFIED in mind, evaluate..
- How important is this goal TO ME PERSONALLY AND PROFESSIONALLY?
- Is MY goal realistic?
- Is it motivating enough for me to chase it?
- Am I willing to put in enough efforts to achieve it?
Once you have answers to these questions and you are confident about chasing and achieving your that career goal, you can then go ahead and work a plan around it
- PLAN TO ACHIEVE YOUR GOALS: Chalk out a strategy that will not only lead you to your goal but will also keep you going and push you forward especially when the going gets tough. Plan your roadmap that will help you explore multiple opportunities and will help keep you focused
- If you’re looking for a job change, start networking with industry leaders/recruiters, start working on your resume and LinkedIn profile to make yourself more accessible and digitally visible (for tips on how to make yourself digitally visible, without looking desperate click here http://bit.ly/2jhxTez)
- Start following and networking with recruiters to understand what the industry hiring trends are like.
- If you are looking for a senior position step-up, study the role you want to be promoted to or hired for, and start working towards building your skills to match the requirements for that role. Volunteer proactively for those projects which will equip you with these competences for stepping up. If you believe you are weak in an area of competence, develop yourself by reading, taking courses, asking advice from mentors and implementing those ideas at work.
- Similarly if you’re an aspiring entrepreneur, analyze and study the market to find out what kind of entrepreneurial opportunities are in store for you. Figure out what is the kind of investment of emotion, hard work and finances that will be required and how will you meet these demands. Meet other entrepreneurs to understand what life they lead as Business Owners. Contemplate on the various business options you have – whether you want to venture out alone or in partnership or you want to invest in a franchise.
- EXECUTION OF YOUR PLAN: This is where you put your plan to action; this is the ‘make or break’ point of your plan.
- Prioritize and structure your plan: Give your plan a structure that needs to be followed similar to a ‘to – do’ list. A flow plan with all necessary steps that need to be taken one after another
- Set Timelines: Create a timeline for every activity you ought to do to achieve your goal; this will help you stay on track and give you enough room to make alternate changes when needed. Keep enough time to review your plan at regular intervals (every quarter)
- Keep a Tracker: It is very important to keep a track of your plan and review it periodically as this will help you stick to your timeline. Review will help make amendments whenever necessary.
A simple plan like the above with a little dedication, discipline and persistence can help you achieve your career aspirations for 2017. If you are looking for a nearest Niche Recruiter who will guide you or help you achieve your career goals click here http://bit.ly/2i7sAMO