Antal adds a new office to its growing India network

Antal International, India  launched a new office in Mumbai to meet the growing demand of niche recruiters in the highly competitive Indian job market. Antal currently has 45 offices across 14 cities.

Introducing HemantAntal’s new Managing Partner Hemant Kanugo comes with 16+ year career with a stainless-steel pipe-plant and has worked in almost all the various process from being on the shop floor to setting up different departments.

“The market is experiencing a few jitters, but overall there is a sense of assertiveness. We have been experiencing a rising demand for niche recruiters as the job markets get tougher. Companies who want expand in line with this growth are initiating action NOW to find the talent they will need in the coming years. As a network we are committed to growing our network and working diligently with our clients to hire the best talent to help them reach their economic goals”, says Mr, Joseph Devasia, Managing Director Antal International India.

Don’t delay the start of your recruitment business YOU COULD BE THE SOURCE to help clients reach their business goals through hiring the right people and now really is the best time to be building those client relationships.

To know more about us, write to me at and I can analyse how your previous experience could be combined with our recruitment expertise to help you build a successful recruitment business.

So, what are you waiting for……TAKE ACTION!  Antal has availability on the April induction class …you could get trained and start your business in APRIL 2020!!

Here’s how to nail your virtual job interview

While the world comes under the grip of Covid-19, various aspects of our life have been disrupted. Inspite of the slowdown, hiring top talent goes on…albeit few jerks.

Technology is playing a key role in enabling interviews when mobility is restricted and unnecessary travel is discouraged.  Companies have in the last few days, switched to video interviews. We have experienced this within our network with close to 60% companies moving on to digital platforms to progressively move with the hiring processes.

Video based interviews are new for many candidates and first timers on these platforms may particularly feel anxious about handling such calls. Here are some tips to reduce the stress levels:

  • Make sure you are in a well lit room, Lighting, is very important. It is important that the light is in front of you rather than behind you (else there will be a shadow on your screen and you may appear a dark silhouette to the interviewer).
  • The room you are in must be quiet, use a pair of earpods/ earphones/ headphones with a microphone to avoid any echo.
  • Inspite of being at home, you must be dress appropriately, just like you would be dressed for a face to face interview.
  • Sit in a comfortable chair and position. Position your laptop accordingly. Place your Laptop/ Computer well, so that you are not looking down at it and practice where to sit so you are framed correctly by the webcam. Make sure you are clearly visible, including your hands (especially if you “talk” with your hands, which is important to do when explaining situations)
  • Login 10 minutes prior to the interview, to ensure your internet connection is working properly.
  • Look straight at the webcam when you speak, not at the interviewer’s face on your screen. When you look into the camera, it appears to the interviewer that you are looking at them directly (just like if you were at an in-person interview).
  • It is very important to turn off all notifications on your computer and close any other software programs. You do not want to be distracted by beeps every time you receive an email. In fact, reduce the notification volume as well to 0.
  • Ensure your backdrop is a blank wall, as interviewers can get distracted if there are any distractions behind you.
  • Always have your notes in front of you. Place a small table near you with a notepad and a pencil/ pen/ glass of water.

This blog is written by Savio Carvalho, Principal Antal International Network, Mumbai. Savio recruits within Management Consulting and can be reached out at


Demand for recruitment professionals has increased by 63%…. now is the time for you to ‘Take the Leap’

While you are still contemplating on whether you should invest in a recruitment franchise. Whether this is the right business opportunity for you? Whether the current market is conducive to sustain a business? Here’s what’s forecasted for the Executive Search Industry in 2020

According to LinkedIn’s Future of Recruiting Report, the demand for recruiting professionals has increased by 63%.Time to Take the leap

Talent wars will continue to rage, candidates with multiple officers and the uncertainty that come with it, shortened hiring timelines, increased focus on candidate experience etc.. The demand for Executive Search firms with industry expertise and an eye for candidates’ abilities over skills will rise to the top, with little or help from recruiting tools and technologies. So what works for you in a market scenario as such…

  • Every sector has its own complexities and recognizing and having the capability to deal with is crucial; especially when you are hiring talent. Companies are looking for recruiters who can translate their industry expertise into sourcing talent to deal with these complexities and hire the best talent available.
  • In a competitive market, it is not only difficult to source great talent, it is equally difficult to keep that candidate engaged and interested in the job offer. Excellent candidates are getting multiple offers within days. Being a veteran in the industry you can decipher the candidate’s interest and seriousness in the role.

Understanding and leveraging knowledge and expertise are what matters most in finding great leaders and building teams with diverse perspectives. The knowledge and expertise which you bring along; is what can set you apart in this new era of executive search. This is the right time for you to invest in an Antal franchise opportunity. Our network is made of professionals like you who come with years of professional experience and knowledge and use it to run their own recruitment business in India

Take your call today…2020 looks like a promising year for executive search. Write back to me if you are ready to make some money using your industrial knowledge and experience. Our next batch of pre-induction is scheduled for February 13 & 14, 2020. Book your seats today!!

To know more visit



A Glimpse Into #AGC2019 – The Biggest Event on the Antal Calendar

We believe that Entrepreneurship is not a lonely journey. The excitement of the initial spark is kept alive when like-minded peers come together to share, learn and grow together and celebrate exceptional success.

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The annual Antal Global Conferences have historically provided such platforms for its staff and Managing Partners. Our conferences provide a perfect setting to recognize high performers, be inspired by business growth ideas, network and share business opportunities and let the hair down!!


This year’s action-packed Antal Global Conference 2019 – Abu Dhabi left us inspired and 2bed9a6d-dfe3-4894-a1e7-70d18d7eb239.jpghas rejuvenated our minds. The conference stood out as stimulating, informative and entertaining. There was an exciting lineup of sessions based on the Antal Methodology  to help Managing Partners structure their business strategies and a detailed plan to double their revenues next year.

With over 100 attendees from countries including Italy, Spain, Romania, Dubai, France, Russia, Germany, India and Mexico, there was also ample opportunity to network with global colleagues and understand what makes them successful.


As always, this year too, we had franchise prospects from across the globe traveling to Abu Dhabi to experience the Antal culture, meet the Owners and learn about what makes Antal unique and exciting.

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Here’s what one of the franchise prospects from India had to say about his experience at the AGC 2019

“I really had a great time attending this conference. I never felt that I was a guest; I was warmly welcomed by everyone. The room was full of enthusiasm and excitement to learn and grow; I could feel this in every person I met. I truly liked the philosophy of the company which every Antal staff and partners live by.

 It was a new world for me. Believe me; I never thought that recruitment business can be so big and exciting. Dealing with people and networking has been my passion for a long time. Now I can see a way where I can reach out to people and companies and help them hire the right talent. 

I once again thank Joe and Arushi for inviting me to this conference and I look forward to being part of the Antal family.”



To know more about our franchise opportunity write to or visit

Scale Up Your Recruitment Business with a Global Brand & Strengthen your Position in the Global Market.

There are many facets to building a successful recruitment business, you may have set up a business that is fairly successful but has now reached a spot from where scaling up your business seems difficult.

We invite you to join us for the Antal Global Conference, where you can join many other Antal Owners, who like you run a successful recruitment business under the Antal brand name.

Associating your successful Recruitment Business with Antal gives you access to:

  • Leverage from a global brand represented across 33 countries (150+ offices) – 48offices in India.
  • Share business through the network of offices
  • Move talent globally through our extensive Network
  • Antal Training solutions for your Business to help optimize performance and boost growth
  • Regular international networking, strategy events and conferences in India and globally
  • Support in Crafting a Business Plan to achieve Yearly Growth
  • PR & Branding Support

An Event you can’t afford to miss you’re Contemplating Entrepreneurship

Get a glimpse into the entrepreneurial culture of one of the world’s fastest-growing recruitment franchise business. The Antal Global Conference is a place where likeminded people come to connect, have conversations, contribute ideas, and leave inspired to make more growth and success to their business – and the world. It’s about sharing information, knowledge, and experience for the benefit of clients, candidates, and colleagues.

The 2-day event in Abu Dhabi gives you a great opportunity to understand what Antal has to offer you as a Franchise Partner. You will also meet our recruitment partners from across the globe, who like yourself chose Antal after a successful career in the corporate world. This opportunity will allow you to interact with them and understand why they chose Antal and what it is to run a recruitment business and be part of a global network.

During these 2 days, you will be surrounded by experts, thought leaders, recruitment/sales trainers and motivational speakers who’ll use their knowledge and experience to propel you to where you want to go.

It’s the most exciting experience you’ll ever have at an event because while you explore the Antal franchise opportunity and experience the Antal entrepreneurial spirit you will also learn, grown and have fun.

If you would like to join us at the Antal Global Conference to experience how it is to be an Antal Entrepreneur write to or visit


Countering a Bad Hire

Boss worrying because of company bad annual reportOur last blog titled “THE COST OF A BAD HIRE” highlighted the pains of hiring a bad hire and the impact it can have on your team. But what next? The crime has been committed. Here are a few tips on how you can get out of this sticky situation.

  • Make it your top priority.
  • Get information from co-workers and understand whether the employee’s behaviour is continually subpar.
  • Engage with the new employee, provide feedback so there are no surprises when a termination decision needs to be made
  • If the employee is willing to start afresh – reassign rather than fire.
  • Offer a trial period and keep track of progress. Make a plan on what should their goal be. Ask them to monitor their progress.  At the end of the trial period review their progress. If it’s still not up to the markets time to part ways.

These are the steps you must take, for maximum benefit of your company. However, another very important step is to learn from your mistake.

Given that the process is resource-intensive, we need to make sure that we reduce the possibility of encountering a bad hire. Other understanding of human behaviour suggests that human beings are predictable, and this opens fascinating solutions to this problem. Document what went wrong and make sure that in future, you review these points

  • Design a thorough screening, shortlisting process:  Regardless you are hiring via the HR team or via a recruiter- ask for this design- understand what is being evaluated during these process steps and what is the method to record and use this evaluation.
  • Define a rigorous interview process: Use documents to record observations and make note of nonverbal cues, behavioural traits and not just competence and previous track record to predict the future performance at work.
  • Find their purpose: We all look to have a meaning and purpose in our lives, and since we spend more than 1/3 of our life at work, finding purpose in the work we do is critical. Interviews are a great time to evaluate how can the candidate find purpose in the role he is to perform- how it matches and fits his overall temperament and aspiration for self and life. Ask the applicant what they know about your company and why they want to work there. Listen carefully to what they say.
  • Define the company culture: Be clear about your company’s values and culture. It’s hard to evaluate a prospect if you’re not clear about what makes your company tick, makes it successful, and the type of people who thrive there. During the interview process, ensure that the candidate gets a clear idea on expectations from the role as well and do it repeatedly during every interview round. This way, post-hiring issues can be avoided.
  • Execute comprehensive reference checks: Not as another item to be ticked off, but as a goldmine of information on the candidate you are coming closer to hire. Spend good time on understanding the value systems of the candidate as he exhibited at his previous workplaces/peers etc to understand the person behind the skills. Try and check references beyond the ones provided. Check their Twitter, Facebook, and other social media just to be in tune.
  • Psychometric Tools: If in doubt, take help of psychometric tools to strengthen your decision in favour of or against the candidature.
  • Get the Team involved: You can also involve some of the people the applicant will be working within the hiring process. Get the applicant’s resume to them ahead of time, so that they can formulate some questions. As for technical positions, get your experts involved in the hiring process and ask specific, technical questions to determine their expertise
  • Right Onboarding: Take special care while onboarding candidates- again setting expectations right from Day 1 and providing gentle, yet immediate feedback can help manage further issues. If you spot issues post-on-boarding, understand if this is situational or behavioural. If situational, stand by your new employee and give them time (exercise prudence). If in unfortunate cases, it is behavioural, bite the bullet and let go as soon as possible. Learn to cut losses early.

These are some of our thoughts that we believe can help with reducing the potential losses with a bad hire. Though never fools proof, can take the sting out of the equation.

If you experience more bad hires than good, speak to us and we will be happy to understand and re-design your interview process.