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 Dmaniar@antal.com or visit https://www.eventbrite.com/e/75263213297

 

Advertisements

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.

 

 

Join us in Lucknow this September to Meet Antal International’s Managing Director (India) – Joseph Devasia

We’re giving select aspiring entrepreneurs like yourself an exciting opportunity to join us at our Antal India Owners’s Meet on September 12 – 13, 2019 in Lucknow.

Mr. Joseph Devasia, Managing Director Antal International India

Take advantage of this excellent opportunity to meet Antal International’s India Managing Director Joseph Devasia. Mr. Devasia’s association with Antal goes back almost a decade; it was in 2006 that he brought the Antal brand to India and became Antal’s first franchisee in the country. While considering entrepreneurship he was looking at a business where he could utilise his industry expertise and knowledge. While looking for entrepreneurial opportunities he came across Antal, he liked the proposition of getting back into the Indian market with a well-established international brand, and the rest is history. Today under his leadership, Antal has grown to 45 offices in 14 cities with over 100 consultants.

 

During this meeting Mr. Devasia will speak on the following

  • His journey with Antal and its growth story in India and globally

  • The Antal proposition and how it benefits you and your career aspirations

  • Your role as an Antal Owner and key recruitment advisor to corporates

  • Benefits of being part of a network of like-minded entrepreneurs

  • Indian job market scenarios – the opportunities and challenges

Know more about Joseph Devasia: Prior to launching Antal in India in 2007, Joseph has had over 10 years’ experience in Manufacturing, IT Consulting and Human Resources in India and the UK. Joseph holds a Bachelor’s degree in Electrical Engineering from Maharaja Sayajirao University, Vadodara, India. 12 years since stepping into the Indian recruitment market and launching a new recruitment brand, Joseph carved a niche for himself and Antal International in the Indian job market. He drove Antal growth story, today Antal has a network of 50 offices across 14 Indian cities. A well-known face within the Indian recruitment and business circuit, Joseph is regarded as a thought leader and influencer within the industry. His opinions on job market trends have often been published in leading publications such as Economic Times, Times of India, Mint, Business Standard. He has featured twice in LinkedIn’s Annual Staffing Coffee Table Book – Leaders That Inspire

To join us for this exciting meeting to understand Antal Franchise Model and the role you will play in as our Managing Partner write to Dhvani Maniar at dmaniar@antal.com or call on 022 40634908/33/9930099216 and we will be happy to give you a sneak peek into what this event looks like. All you have to do then is to book your flights and enjoy the pleasant stay with us. To know more about us visit http://www.india.antalfranchising .com

Antal Owner Interview – Sunil Kapoor


Sunil Kapoor, who is based out of Gurgaon, has been a Managing Partner with Antal since June 1st, 2017.

Sunil picManagement Graduate from IMT, Ghaziabad, he has 14 years of experience in Global Supply Chain and worked for companies like PepsiCo, Reliance, Continental, Magneti Marelli (FCA Group). He played a key role in The Auto Manual Transmission Launch in India and is an expert in World Class Manufacturing, Global Supply Chain & Operations. In Antalhe mainly focuses on recruiting within the Automotive Industry.

  • Why did you choose the recruitment franchise business? What are the good things about working in the recruitment industry?

I love to connect with people, whether it be professionally or socially. The recruitment business is not restrictive in nature and it instead gives you an opportunity to work cross-functionally and across various industries, letting you explore as much as you would like to. At present, I am in touch with around 100 market leaders who are phenomenally great at what they do, which in turn has helped me learn different aspects of several industries.

  • How did you hear about Antal International? And what made you pick Antal of all the choices you had? sunil 2

Having worked for corporate for 14 years, I wanted to start working for myself. Thus, despite enjoying my professional life I decided to start my own venture. I was working on multiple plans, lean manufacturing services, retail chains, and automotive spare business when I connected with Antal in April 2017 which was a mutual interest of me and my wife (Rekha Kapoor, HR professional)

  • How were your initial days in the business? What are the challenges you faced and how did you overcome them?

The initial days were a little rough, especially because all I had was, myself. As I was completely on my own, the entire workload fell upon my shoulders. The consultants I hired, required time in order to genuinely perform well. So, I was handling business development & delivery, as well as training the consultants.

  • How is your business functioning now? When did you make your first placement? 

The business is running on track but doing so definitely took a lot of effort. Thankfully, a committed team, continuous BD, and the Antal process have all worked in my favor and helped in ways I couldn’t have imagined. I made my first placement in sometime within two months (Hella Lighting) after starting this business. I came across a role in the second week of my training in Mumbai. The position had been open for a year and we filled it in with 3 profiles itself! I recall vividly how happy the client was. In fact, they ended up sharing another role with us, along with a very appreciative testimonial.

  • What are your plans for the next years?

I work within the automotive sector and although there is a slowdown in the industry, I would like to keep continuing within the same domain. I am also planning on building a stronger team by next year. I want to see my office in the top 5 offices of the Antal network by 2020-21 and to achieve this I am:

 – Building a separate team for BD

– Focusing on mid to senior level positioning

– Working on ultra-specialization

  • What do you like most about Antal? 

I really like the processes that are used by Antal. This is what attracted me to be a Managing Partner in the first place and gladly, even after two years, I am in love with the processes. Furthermore, Antal has a great network of entrepreneurs, which gives you enough motivation to do better and better, every day.

  • What is the key advice you would give to other prospective franchisees that are considering this kind of self-employment?

I would strongly recommend focusing on specializing and creating your own identity within any Industry/Domain. Work on your personal relationship with top management (client), try to conduct face-to-face meetings with the top leader and keep a close eye on your client’s movements so that you are able to propose the right resource, at the right time, to the right person.

  • What’s your fitness mantra?

It’s a secret. Actually, it’s Morning Yoga & Meditation.

  • How do you balance your professional & personal life? sunil

My partner is working with me, so it feels like Antal is my personal & professional life, both. We work very hard in the office (8AM-6PM) so we don’t take work at home. After office hours are spent with our daughter.

  • Which is your favourite holiday destination?

We like Europe, especially because of the architecture and natural beauty. This year we visited Himachal Pradesh and we are planning to visit Goa in November.

  • Your hobbies?

 Traveling to explore new places, listening to music, yoga & meditation.

  • Your proud Antal Moment?

I feel it is yet to come because there is so much to achieve

  • What keeps you motivated to do the same job every day?

Other managing partners, discussions related to achieving targets, are a few things that always boost me to push myself.

Meet the man behind one of the fastest-growing recruitment brand – Tony Goodwin, Founder & CEO, Antal.

lucknow meet

If you are still wondering if Antal is the right franchise opportunity for you? We’re are giving you a fantastic chance to meet Mr. Tony Goodwin – the founder and chief executive officer of Antal International and embark you on a journey to learn and understand more about our award-winning business, globally recognized for our achievements in recruitment, franchising, entrepreneurialism, and training. Tony has built an empire in recruitment and is running it flawlessly for the past 25 years. Today Antal has grown to 140 offices across 36 countries.

Know more about Tony Goodwin: Tony is the founder and chief executive officer of Tony Goodwin.jpgAntal International. A graduate of Middlesex University, Tony trained as a chartered accountant before moving into financial recruitment where he ran operations for HW Group (now part of Hudson). In 1993, spotting the potential of the new professional employment markets in the former Warsaw pact countries; he set up his own business with an office in Budapest in Hungary and named the company Antal – Hungarian for ‘Tony’. Since then Tony and his team have developed substantial businesses in highly challenging environments across the globe, including Russia and China. In 2001, in conjunction with the group’s managing director, Graeme Read, Tony developed a franchise brand to supplement the wholly-owned organization – Antal International Network (AIN). In June 2010, Tony was named as one of the country’s top businessmen after being awarded a prize at the Ernst & Young London & South Entrepreneur of the Year Awards 2010, he went on to win the same award in this category in 2011. Tony set up Antal Charitable Foundation which focuses on assisting children’s charities such as Duke of Edinburgh Award, Chance UK and Smiling Children. Tony also occasionally manages to find time to make use of his long-standing season ticket at Chelsea FC and has published the book ‘How They Blew It’ in July 2010.

To join us for this exciting meeting to understand Antal Franchise Model and the role you will play in as our Managing Partner write to Dhvani Maniar @ dmaniar@antal.com or call on 022 40634908/33/9930099216 and we will be happy to give you a sneak peek into what this event looks like. All you have to do then is to book your flights and enjoy the pleasant stay with us.

To know more about us visit www.india.antalfranchising.com

THE COST OF A BAD HIRE

Countering a Bad Hire.png

Finding the right fit for a position can be extremely challenging and unfortunately, sometimes it so happens that a candidate who had all the right credentials and seemed to fly through the interview process turns out to be an unexpected problem after hiring – all sizzle no steak.

Monetary Cost: According to the U.S Department of Labour, the literal “cost” of a bad hire equals 30% of the individual’s annual salary. A massive share of the money is lost in the selection process, itself. You will spend, on average 16-20% of an employee’s salary at this stage itself. The entire process of reviewing the resumes, conducting interviews, and training the individual along with remunerating a salary, can be a heavy expenditure. Such expenses can easily burn a large hole in the pocket of even large-scale businesses and completely jeopardize the future of  smaller one.

Time Spent: Furthermore, a lot of time is spent in bringing a candidate on board with the company. HR representatives dedicate hours, rather, days in sourcing candidates, screening through the applicants, short-listing prospective employees, conducting various rounds of interviews, and training the selected entrant. It is thus, a tedious task, with several stages that demand time and effort in large amounts. To add to the difficulty, it is not a linear process. HR managers are often left shuffling between a series of steps to hire a befitting candidate for the required role. Yet, sometimes the prolonged, industrious, and earnest labour is no guarantee of finding the perfect fit.

Performance Disparity: Unproductive workers are not only inflexible, unwilling to adapt, repetitive in their mistakes, but they also lower staff morale and set the bar low. Employee morale comprises concepts like job satisfaction, outlook, and feelings of well-being an employee has within a workplace setting. Proven to have a direct effect on productivity, as it can result in increased employee turnover and ultimately – loss of profitability.

Cultural Damage: A wrongly hired candidate simultaneously causes collateral damage within the organization. Other than the obvious losses, poor performers are often a bad influence within the office and don’t align with the company’s culture, causing an imbalance. Tardiness, arrogance, and unprofessionalism are other complaints you might have from an inadequate hire. The damage could be tangible, intangible, measurable or immeasurable and is usually an assemblage of all.

COST INFIG

Time Lost: Recruitment is a series of steps, where each step requires considerable time. An HR representative will result in losing out on a month, at the least, in hiring someone. A bad hire also leads to loss of company time, due to lack of productivity which eventually engulfs the entire working space. A business simply can’t afford to spend all that time and resources, simply to fire them a few months later.

Damages Company Reputation and Customer Experience: A single bad customer service experience can turn into a reputation nightmare in today’s world of online reviews and viral social sharing. When a customer comes across a negative employee, they aren’t likely to have the kind of experience that you want your company to be known for. Instead, the level of service received is directly associated with the overall quality of your business. This is known as the halo effect, which if used to an advantage can do wonders for your company, but if not, it could create a lot of chaos for you.

So how can you avoid wasting so much time, energy and money on recruiting the right candidate? The answer is simple. To make the process easier, consider working with a recruiter. Recruiters are hired by businesses looking for employees to fill their open positions. They don’t find jobs for people — they find people for jobs. By using a recruiter, you split the workload. Recruiters know exactly what kind of talent is out there and they devote a large amount of time in making sure that the best of that lot is directed towards you. They also help you network on a larger scale while streamlining the process to hook you up with the most viable candidate around.

 

Aspiring Entrepreneurship?? Here’s your chance to get glimpse into the Antal culture

Wondering what it’s like to be part of Antal Network.. here’s your chance to meet our Managing Partners from the India network all under one roof

Every year our Managing Partners from across the country meet to share success stories, experiences, brainstorm future strategies, share business opportunities and enjoy some bonhomie.

If you are contemplating joining our network in India, this is a great opportunity to meet our Owners. This meeting is a perfect occasion to strike a conversation with the Antal Owners to understand why they chose Antal and how Antal has helped them establish and run a successful recruitment business. These are individuals like you, who gave up their professional careers to chase their entrepreneurial ambitions.

Join us this September and experience the Antal culture, the affability among our owners and learn from their experiences. Get a foretaste into what your life as an Antal Entrepreneur could be.

This invite is only of a select few individuals; who we think are most suitable for a sophisticated franchise opportunity like ours. Please do let me know at the earliest if you would like to attend this meeting as we have limited seats.  Write back to me at DManiar@antal.com or Call me on +91 9930099216 to know more about this meeting.

 

%d bloggers like this: