Recruitment firms eyeing 50 per cent jump in hiring in next quarter

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.

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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.

Shiv Agrawal, managing director at ABC Consultants, said last year’s good monsoon helped keep the impact of demonetisation on job market minimal. “It explains why, while the initial period was chaotic, people were back to their normal behaviour soon enough,” he said.

Agrawal expects that companies will recruit more people in the April-June quarter than they did a year earlier. Apart from the usual sectors, jobs in roadways and highways are also looking up, he said.
This story appeared in Economic Times on Feb 10, 2017 and carries a quote by Mr. Joseph Devasia Managing Director Antal International India
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Join a Diverse Network of Professionals turned Recruitment Leaders

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.

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Our owners are highly educated professionals with some choosing to go that extra mile and pursue further studies/degrees as well.

education

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.

experienceLike 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.

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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!

 

In panic mode, US-based Indian professionals hunt for jobs back home

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.

This article appeared in Economic Times on February 01, 2017 and carries a quote by Mr. Joseph Devasia, Managing Director Antal International India.
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It’s a wrap!

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

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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 

Chase your Career Goals for 2017

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

  1. 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

  1. 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.
  1. 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

 

Owner Interview – Naresh Sharma, Antal Jaipur

Naresh Sharma joined Antal in 2015 and is based in Jaipur India. Naresh is a Supply Chain Management aaeaaqaaaaaaaakraaaajdnkmdfizmjiltqwnzetngi2ni05oddjltu2nzmzmzaxyzlizqprofessional with more than 24 years of experience in handling pan India supply chain and warehousing functions of leading corporates and in the Indian Army Logistics.

Having extensive network in Supply Chain and Logistics industry, he is adept in working with people from culturally diverse backgrounds.

He is a Post Graduate and Gold Medalist in Materials Management and holds a Master of Science degree. He is also a Gold Medalist in Post Graduate Diploma in Human Resources.

We caught up with Naresh to know more about his journey as an Antal Entrepreneur

  • Why did you choose recruitment franchise business? What are the good things about working in the recruitment industry?
    • After more than two decades of successful journey in the Indian Army, I decided to venture into the corporate world after taking voluntary retirement as a Colonel. It was my passion, confidence and skill sets which drove me to tread the unchartered grounds. I headed Supply Chain of a group of hospitals and have been actively engaged in providing Logistics Consultancy services to hospital chains. My specialization is in achieving lean inventory holding, process optimization and resultant savings.
    • I chose to move to Search and Selection industry to leverage my understanding of Supply Chain and utilize the extensive network to source exceptional talent.
    • Though I was unsure of the dynamics of the industry and to be honest I was even not aware of the depth and reach of this industry before I actually started working on this.
    • Working in such an industry would always keep you on edge as you have to constantly improve yourself, modify your business strategy, continuously work to get your team together and hone their skills.
    • It also provides the flexibility to work as per your own terms and pace. The fact that you exist to solve problems of the clients and you are seen as an expert in the industry always motivates me.
  • How did you hear about Antal International? And what made you pick Antal of all the choices you had?
    • Frankly speaking there were not much of choices when I was looking for a business prospect which suited my requirement.
    • Interactions with Antal team prompted me to take up this challenge as I felt I really belong to this space. I decided to go ahead with Antal as it is an international brand having very strong training methodology and processes to ensure success.
  • How were your initial days in the business? What are the challenges you faced and how did you overcome them
    • Challenging, least to say. It requires lots of dedicated efforts, hands on methods and perseverance to succeed.
    • Scaling up and building a highly motivated team has been one of my biggest challenges.
  • How is your business functioning now? When did you make your first placement?
    • The business is picking up and I see it growing month over month. Getting clients on board is not something which is difficult but closing roles certainly is! We initially worked on lots of unfillable roles, where we worked on and on without getting any revenue. I learnt the harder way where to say no. My first placement was in 4th month. The candidate accepted offer but eventually did not join. May be I was destined to learn the harder way! My next successful placement came two months later and there is no looking back since then.
  • What are your plans for the next years?
    • I intend focusing towards putting a dedicated team in place and work towards creating specialized desks.

 

  • What do you like most about Antal?
    • Antal has most well-meaning professionals who want to see you growing. The processes followed and training methodologies are exceptional.
  • What is the key advice you would give to other prospective franchisees that are considering this kind of self-employment?
    • If you are looking for a business where you do not intend getting yourself involved, Antal is not for you. This business requires personal efforts by the owner as you have to drive the business, mentor your team, continuously train them and motivate them. Though Antal’s support is exceptional, you need to be the driving force of this business. There is never a dull moment.
  • What’s you fitness mantra?
    • Moderation – Moderate and balanced meals. Take time out for yourself – exercise a bit. Go on walks with your wife often!
  • Tell us something about your family
    • Meenkashi, my wife is an artist and a fashion designer. She cr
      Naresh with his wife and beautiful daughters

      Naresh with his wife and beautiful daughters

      eates unique and customized paintings based on Tanjore theme which are quite in demand. We have two lovely daughters, elder one is in Std Xth and younger one is in Std IXth.

  • How do you balance your professional & personal life?
    • Even though I would be busy, I ensure that I spend time with my family. They love to pull me out of office to watch all movies – howsoever boring they might be.
  • Which is your favorite holiday destination?
    • We love to explore different places. We have been lucky to have got opportunity to travel almost all parts of the country extensively. Any place where we could drive down together would be our favourite. We would love to hit road any time on any pretext.
  • Your Hobbies
    • Spending time with family. Driving. Playing badminton.
  • Your proud Antal Moment
    • Being an expert whose opinion matters. There was a candidate of mine who was rejected at CV stage but I insisted upon my client to meet him. He was offered immediately during interview and I still have the client thanking me.
  • What keeps you motivated to do the same job every day?
    • It’s never the same job every day. You would be working on different assignments, different skill sets, and different people and in turn learning yourself. You need to keep evolving.

 

Naresh Sharma along with his Team of Niche Recruiters

Naresh Sharma along with his Team of Niche Recruiters

Discovery Day – Exploring what it means to be a Global Recruitment Leader with Antal

The Event was a great learning and networking opportunity which was attended by 18 Prospects. It was great platform to build professional relationships and network with Like Minded Entrepreneurs.

To recap, we started with covering Antal’s amazing journey in India in the Past Decade moving forward to understanding why Recruitment as a Business is a value proposition for Successful Professionals looking to start on their own. Looking forward in a broader perspective, Market Research through various leading sources shows that Hiring in the Indian Corporate Sector will be bullish right from the get go in FY’17-18.

 

You, the participants also got to understand the Antal Franchise Model and the role You will play in depth, covering how well it works in the Indian market despite various challenges. It was great to engage in a healthy discussion about the Discipline & Sector Matrix and our Detailed 30 Step Process for Delivering Top Talent to Clients! Participants also got a sneak peek of how owners collaborate in a Global Network to deliver on assignments which may not be their specialization/niche and still earn income. Lastly Vinu Nair (Chennai) and Anil Dev (Bengaluru) shared their exciting journeys on how they made the switch from corporate and business to the Antal franchise and how it has helped them.

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