Archive by Author | Antal India Recruitment Blog

Antal International reacquires Antal Russia

London, June 15, 2017: International recruitment firm Antal International has just announced the acquisition of its original subsidiary “Antal Russia” after having divested this business nine years ago to the FiveTen Group.

Antal Russia for investment opportunities and was the largest private recruitment company to be sold in Russia at the time. Reacquiring Antal Russia is a solid move; obtaining an astounding head count of 130 + staff members across 4 offices located in the capital, Moscow, as well as Saint-Petersburg, Kazan and Almaty located in Kazakhstan. The superb management team, led by Antal Russia stalwart Michael Germershausen, have continued to develop the business despite the difficulties of the Russian economy over the past few years. They will bring experience, expertise, enthusiasm, synergy and energy into the Antal International Group Companies – and they will be welcomed back with open arms.

 

With this returning of Antal Russia to the Antal family, Antal International now has 884 staff members with a comprehensive 140+ offices located worldwide making Tony Goodwin, the CEO of Antal International, a true global entrepreneurial leader in the recruitment industry.
“My vision is to discover talent, not just in the UK but across the globe. Whether it is Moscow, Milan, Madrid, Dubai, Shanghai or Milton Keynes we will work collaboratively for the benefit of all our Clients, Candidates and Colleagues. Bringing Antal Russia back to the group is most definitely one of our greatest accomplishments. It really is with the greatest of pleasure and personal delight that we announce in our 25th year of business not just what is a bold business acquisition but a personal completion of history for Antal and me as the founder. I would like to welcome back Antal Russia into the Antal family.” Mr. Tony Goodwin Founder & CEO Antal International.

Commenting on this big event Antal India Managing Director say, “Antal International has reacquired the Antal Russia business after 9 years. A very sturdy business that was sold to Five Ten Group. This is validation of the Antal model, showing clearly that there was value and it sustained over a long duration. Now with the Antal Russia business coming back to its original family, we as a Network look forward to this integration and adding new business with Antal Russia…. Congratulations to Tony and the board, that worked over a 15 month duration to have this deal sealed.

 

Building a Brand called – YOU: Compiling Great Content

Continuing from where we stopped.. Our previous article “Getting Started” focused on why professionals can’t ignore social media, how it can be used to showcase one’s expertise and knowledge and thus help build a professional brand for themselves.

In this next article, we will focus on how to compile great content

One of the biggest challenges people face while building their professional brand online is creating good content. Penning down thoughts, opinions to compile a thought driven article that will attract an audience and add value to their knowledge is quite often assumed to be an ordeal. However that is not the reality, on the flipside you need not be an author extraordinaire like Zig Ziglar or Deepak Chopra to write influential content. All you need is some thought provoking topic penned down is simple comprehensible, day to day language and some time and patience and you have some good content. Content that will be of interest and learning for your audiences, content that they will want to share with their network and content that will help increase your credibility within your professional network.

If you’re going through a similar dilemma of whether to ‘Write or not to Write’; we have 5 easy steps to help you draft some informative and shareable content

STEP 1 Pause, Relax & Think:

Before you start penning down your thoughts, start by creating a small review chart with the following

  • Who are your audience?
  • Which platform are they on?
  • Do you have a topic in mind?
  • Are you well versed with the subject you want to write about?
  • Is it already been written about (Google the topic you intent to write about.)
  • If yes, do you have a different opinion about the topic? Are you being repetitive?
  • Prepare a draft content – (jot down points, prepare a rough skeleton of what’s in your mind)
  • Do you have enough content (750 – 1200 words for an article, if its lesser that that you may consider posting it as a post on LinkedIn or as a Tweet if it’s just a thought)
  • Start researching about the topic – take down points, cues that you would want to add to your article

It is important to put down your thoughts on paper before you start punching the keys on your keyboard; it gives you an overview of what your article should look like.

*Avoid controversial topics that may hurt someone’s sentiments or create a controversy or attract negative comments

Step 2 Look for Inspiring stories:

This is for someone who may not have a topic in mind, so how do you go about… Look for inspiration from

  • Blogs
  • News Article
  • Pulse Articles
  • Real Life Experience
  • Conversation with someone that may have triggered a thought
  • Books

These platforms may help trigger a topic you may want to write about for e.g.

  • A news article about something related to the industry you work within. Some new Government policy that may impact your industry, a new trend within the industry that could be a game changer. You may have an opinion on various news articles that make Headlines and these thoughts can then be shaped into an article.
  • An article you read on a blog, magazine or on LinkedIN pulse; you may have a different opinion about it or you may want to add something more to it.
  • A real life experience or a conversation with someone that may have triggered a thought
  • A book you may have read that may have left an impact on you.

These are few platforms where you can draw inspirations or ideas from.

STEP 3 Pick Your Platform:

Like I said in the first step when you start bulleting your thoughts you get an idea of how your article would look. Depending on the content you have you can then choose the platform you want to post your piece on.

STEP 4 Start Drafting:

Now you have the topic you want to write about, the skeleton of the article will give you an idea as to how your article should look, the content you have, the audience you want to target and the platform you should use to post the article on

Now you can start putting your thoughts into sentences and start putting together the first draft. Don’t bother about how grammatically right your sentences sound, as of now focus on your objective. When you are done with the first draft, read it again and this time you will start having a better understanding of how you want this article to look as the article will start taking shape now. Proof reading it the third time may give you more clarity on the article and by now you will have your article ready, another glace will help you edit it to make it more impactful.

It’s always advisable to get someone to review your article and give you honest opinion as well as suggest a few changes if need be. Tell them your intention as to why you want to post this article and ask them if your article resonates your objective.

Pick a headline that will attract audience to click on your post and read the entire article.

Step 5 One Final look

Review your blog one last time, check for spelling or grammatical errors. Format your content. Select relevant images you would like to add along with it

Step 6 POST

Once you’ve proofread the article are happy with the final result; you may post it on appropriate platform.

Note to Remember: Don’t try to write about everything you know in one article. Focus and stick to the initial layout of your article.  Use simple terms that make your article an easy and comprehensible read. If your positioning is clear, it’s much easier to stand out and attract traffic.

Job Titles: All about that EGO

Ever so often, I come across candidates who are finicky about the job title, regardless of the excellent advancement the opportunity provides- more exposure, learning, experience and credibility to their careers.

These candidates become myopic to what their business cards would read and really miss the larger picture.

Don’t get me wrong- I am all for Job Titles- Job titles provide pride, self-respect and admiration amongst peers, friends and family, and are also useful for career progression. Well, let me put it this way, job titles are important but should not become deal breakers.

Job titles are meant to tell people what one does, but today, I ask myself “Have job Titles become an insignia of pride and ego?”

When candidates let go of a great career opportunity they fail to realize that the experience and knowledge they would acquire from this career opportunity could be far more important and valuable than a job title.

Job titles are important at multiple levels, in organisations, it symbolizes what one does, it gives identity for a grade which in turn leads to compensation and benefits structure and clarifies path for career progression. It is what is printed on the business cards, and a senior sounding title is always accorded more respect and authority than others. It also raises the social esteem and standing among peers.

However, at times candidates get carried away and make unreasonable demands of titles that don’t describe what they do but just make them sound important and gives their ego a boost. Such a job title is not helpful to anyone because the roles and responsibilities stay the same.

In the long run when they plan to move jobs again, their job titles could be an exit barrier- consultants may not even approach them as they have a senior sounding title- even though the work they do is relevant for the opportunity the consultant has!

Whereas there has to be market linked realism attached to giving titles to role scopes and corresponding compensation, outlandish titles must be avoided as well.

Current job titles fail the very objective of its existence; for example it’s a trend today for booming start-ups to come up with exaggerated, weird job titles to attract candidates but these titles sound juvenile and lack vision. This trend shows that corporates are now using job titles to attract talent, especially in sectors that lack good talent.

Care should always be taken (by the candidate) to ensure that a job title doesn’t become an exit barrier and (by the employer) to ensure that the job title is not a barrier to attract great talent. It should be JUST RIGHT

And here is some food for thought, “Job titles don’t make someone a leader and real leaders don’t need job titles.”

 

Guide to Working with a Recruiter

It’s important to understand how good recruiters work and in turn utilize their way of working for benefiting oneself

Most of my candidates get annoyed when I call them to enquire if they are looking for a job change; with a very irritated tone they reply “sorry, I am happy with my current job” or “I’m not interested in a change” or “Please don’t bother me, and get me off your list, I don’t work with recruiters” .. After which they abruptly hang up before I even say a word.  Hence I decided to pen down my advice to candidates on how to work with good, professional recruiters.

Candidates may or may not be interested in what the recruiter had on offer for them, but they need to realize that contacts with good recruiters may not be handy at present but in the long run it will definitely be an asset.

Most people should have realized by now that recruiters are not only useful when you are changing jobs but also when you are perfectly happy within your current role. It’s important to nurture your relation with a good recruiter and to be on his “favourite list”. For that you need to understand how recruiters function and in turn you use their way of functioning for your benefit.

Send your Resume

Do you get annoyed when you get a call from a recruiter saying “Mr X, I have a perfect opportunity for you, can you give me a brief background about yourself so I can understand you better” or directly ask you for your updated resume, inspite of you telling them that you’re not looking for a job?? Pretty infuriating right??

If you felt this recruiter sounded professional, seemed knowledgeable then what’s the harm in sending it in?? Let’s face it, maybe you’re not actively looking for a job now but you may in the future. Having your details on a specialist recruiter’s folder will make it more likely that the recruiter will call you again when he has another opportunity and maybe you are looking for a change by then.

Avoid tampering your Resume

Some candidates see a benefit in lying on their resume, or to their recruiter or at the interview. Especially when they are desperate for a job. They often lie about academic degrees, inaccurate job descriptions, inflated salaries, fake references, altered employment dates.  Ones who are lucky enough get away with it but once they get on the job they are not qualified for, it’s not too long till their employer finds out the truth about their credibility and they are likely to be fired.

A candidate may find this the most convenient and fastest means to get a job, but they do this by putting their employers business at stake as well as their own careers in jeopardy

A candidate may think that’s it’s only a resume, and he won’t get jailed for lying about his experience or salary. Yes you won’t. But if you get into the habit of constantly altering your resume to suit a job opening you will end up being branded a “Job – Hopper”.

We recruiters are well connected with industry insiders and so are your employers – our Clients. They will eventually find out and do their own reference checks. They have many ways to find out and once a candidate is caught their career is doomed.

Keep it to yourself

The moment I call a candidate saying they have an opportunity for him; he wants to know which firm it is with, that’s what most of the candidates want to know, to which I politely respond that “Sir, I can’t share these confidential details as of now, but I will do that once I am sure that you are the right fit for the job profile.” The bizarre thing is that, when I do say this most of my candidates get offended. Candidates need to understand that the best for them would be to just wait and respect the recruiter’s request. Just like good recruiters stick to complete confidentiality for the Clients we do the same when it comes to our passive candidates. Candidates as well as clients depend on a recruiter’s ability to keep secrets. If a recruiter calls you, don’t expect him to answer your queries first, rather help him to understand your career graph, your abilities so that we can advise you better on your career. You will be given information on an as-needed basis, and you will be expected to keep it to yourself. Don’t be afraid to share personal information with your recruiter. Knowing what is important to you helps us to find you a suitable combination of position, company, and location.

Follow your Recruiter’s instructions and listen

Most important: A recruiter not only places you from one job to another but we also counsel you about your interview, advise you about negotiating the offer, on how to resign from your current job once you’re selected for a new one, how to tackle a counter offer…etc. We are your career counsellors and we understand where you come from, what your strengths and weaknesses are and the expectations you have from your new job. A recruiter is the one who helps mould your career. We know more about the your potential employer, the organisation, what they are looking for and hence we will be able to guide you better. Take note of the advice and direction your recruiter gives you and follow it.

Make up your Mind

The worst thing that could happen to a recruiter is that his candidate drops out of an offer. Such a situation is even worse than a candidate not being selected. This situation puts the recruiter in an extremely embarrassing position. It’s difficult for the recruiter to go back to his client and break the news to him. It shows that the recruiter lacks candidate control.

As candidates, you have to be completely sure about your decision to move; keeping in mind all the key factors that will be affected by your decision.  Be sure that your spouse, parents, kids are aware of your decision and are prepared to adjust to the change. This is one of the most common issues that cause a hindrance in the recruitment process that too at an extremely crucial and final moment.

You have to make sure that other important aspects like pay, responsibilities, designation etc are all at par with your expectations. If there is something you are not happy about, make sure that your recruiter is well aware about it in the very beginning. This saves the recruiter the embarrassment and you being branded as the “Unprofessional Candidate”.

Call Promptly

Call your recruiter as soon as you are done with your interview. Give him your feedback before the client does. A good recruiter will always prefer getting your feedback before reaching out to the client to get his feedback. Use your recruiter to negotiate and express any concerns. This will help facilitate communication and allow some of the details to be handled at a more comfortable arm’s length.

Infact to build your relation with the recruiter, you should keep in touch with him and get some inside news about your industry hiring trends. But this doesn’t mean you pester him all the time, maybe every 6 months…you could call him or just drop in a mail to say hello.

Use social media to keep in touch; this is the best option you have today. Connect with your recruiter on LinkedIn, follow him on Twitter. Keep a track of his updates on social media. You never know he may just post an opening for your dream job one day.

Face Negative Feedback Positively

Many recruiters shy away from sharing negative feedback as many candidates don’t take the feedback positively. If your recruiter comes back with a negative feedback about your interview don’t be offended instead be professional and polite, this is for your own betterment. Being rejected on a particular opportunity could be to do with another stronger candidate in the process and not necessarily about you. You have to maintain your relation with the recruiter since he will be the same one who may land you your next job. It’s better to know about your flaws and work on them rather than living with it for life.

Multiple offers

This is the most critical issue, which has to be handled carefully. If you have received more than one offer, it is generally best to let your recruiter know about it as soon as possible to avoid any complexities in the future.

Contemplating on an offer

The longer you take to make your decision, the more likely it is that the employer will think you are not committed and that they have, perhaps, made a wrong choice. We have even seen cases where, due to inordinate delay, employers have retracted offers of employment. Good recruiters also understand that delay in decision-making at this stage could mean you are hesitating; and we will very quickly put in alternate options from our “Favourite List”.

This article appeared in People Matters on Feb 20, 2014

Are your fears holding you back from taking the Entrepreneurial Plunge?

There is so much planning that goes into starting a business – arranging finances, making a business plan, organizing the infrastructure etc., but there’s something more that is important that one should consider before commencing their entrepreneurial journey – being prepared from the inside & ready to face your fears and the challenges ahead!

To paraphrase Brain Tracy “The Key to Success is to focus our Conscious Mind on Things we Desire not Things we Fear.”

There are many people who aspire to become Entrepreneurs but few make it happen. Every Entrepreneur – failed or successful goes through fear and anxiety before launching their business. However, there is a difference between the two – the successful entrepreneur faces and overcomes fear while the other gives into his fear and quits.

Have you been nurturing an entrepreneurial dream but your inner fears are holding you back?

Entrepreneurship is not an easy task, there are many known and unknown hurdles at every stage that one needs to endure.  Like Brain Tracy rightly says; In such situations an entrepreneur needs to focus on his goal and work towards achieving it rather than focusing on his fears and anxieties.

If your fear is holding you back from taking the entrepreneurial plunge, review this list of fears that are holding you back and learn how it’s possible to overcome them:

  • Fear of Failure: It is often assumed that entrepreneurs do not fail; every entrepreneurial venture is successful; sadly, this is not true. Failure happens to lots of people. Most successful entrepreneurs have faced failures, endured it, learnt from it, moved on and then succeeded. If fear of failure is holding you back from starting your own business, remember you’re not alone. You have to keep your goal is mind and focus on it instead. Failure is inevitable but it’s how you overcome it, is what determines your entrepreneurial success.
  • Lack of confidence, not being an expert: It’s always advisable to venture into an industry/business that you have been passionate about. It’s absolutely essential to have some understanding of the business you are getting into so that you know enough about your product or service to be able to sell it to your clients. At the same time you always have to be open to learning, as willingness to learn will help you grow and succeed & there is so much knowledge that you will pick up on the way.
  • Fear of quitting your job: Moving out of their comfort zone is a common fear faced by aspiring entrepreneurs who fear losing out on income and not being able to manage responsibilities. There is no guarantee that your business will make money in its initial stages and therefore the initial days can be difficult especially if you have a family and are the sole bread winner of the family.In such a situation it is best to have your family’s complete support and cooperation. To prepare for this you have to manage your finances to take care of your personal & professional needs. There is no guaranteed timeline as to when you will start generating income.  The best solution to overcome this is to plan yourself well (financially, mentally and emotionally) till a period where you guarantee projected revenues.
  • Fear of rejection: We want to be accepted, appreciated and rejection is most dreaded. No one wants to be told that their idea is not great, that their services are not better than competitors. The key is to keep in mind that rejections are stepping stones to understand why people are rejecting your product/idea and improve it.

Learning and growing comes hand in hand in Entrepreneurship. Being fearless would also be overconfident which may not be good for a new business. Fear is good and it’s normal to have worries & anxieties as these will help you keep your head on your shoulders and think through the decisions that you make especially when you’re faced by difficulties.

Entrepreneurship is for people with fears, anxieties and who are well prepared and willing to face their fears, learn & overcome them rather than giving up when the Going gets Tough!

Specialist Recruitment- from the lens of an Industrial Sales Professional

I started my career in industrial sales. And like every other industrial sales person, I was also trained to prospect with those customers who experience a pain area, and my product/service/solution would alleviate that pain. Only after establishing that I can help remove that pain area, would I move forward with commercial conversations with the purchase/procurement teams.

This process is almost the norm in the industrial sales sector where salespersons develop their knowledge of a sector and at the same time, continue to develop their relationship with the line managers – people who we then used to refer to as MAN- a person with Money, Authority and Need. Even though the term is a thing of the past, the concept remains the same – prospect with the one who has a need and authority.

When I talk to my ex-colleagues who have continued to work in the same space and have grown from the ranks to manage country level operations and in some cases, multi-country operations, I safely conclude that the sales process remains the same and the gestation to become a good sales leader is still a function of knowledge and connections of/within the Industry.

You may be wondering what this ramble has to do with recruitment?

When I joined Antal, I was pleasantly surprised to learn that Antal’s market development and sales fundamentals closely resonate to what I learned in my formative industrial sales years- GO TO THE PERSON WITH THE PAIN.

And therefore, we emphasize prospecting with line managers – hiring managers – people who are in real pain because they are missing a team member. These line managers have a department goal/ objectives that contribute to the larger revenue and profitability picture of the company as a whole. Having an appropriate team in place is pre-requisite for achieving the goal.

If the right talent is not available, it puts a lot of strain on the Team Lead/Head and the rest of the team- it means stretching self to breaking point, compromising work-life balance and quality of life, cutting a sorry figure with the management team and some cases not using the best of the Technology.

When I prospect, I am looking for pain – I am trained to look for pain. Even as somebody in recruitment, I am looking for the pain the line managers are going through because of lack of great talent in their teams. And if I am able to present the right candidate who can help not only fix the problem but also increase productivity, market share and increase the morale of the team- I believe my role as a specialist recruiter is justified.

But if only, selling within Recruitment was so easy!!

Into this equation, however, I have to very often deal with, is somebody completely unrelated to the pain, Somebody who doesn’t empathise with the pain of the line manager, somebody who is extremely clinical – sometimes to an extent, that they are only talking about number of resumes,  lowest quote and not the best candidate. This somebody is the Talent Acquisition (TA) team.

I have been a hiring manager myself within IT industry and I do think that more than the cost savings, the TA team also need to be measured against opportunity costs lost to the business, compromise in quality of life, deteriorating health of the line manager because a great talent couldn’t come on board.

I think it’s time to end the thought that talent is the responsibility of the TA team only.

Talent is the responsibility of the direct supervisor, of the department/delivery head, of the CEO of the company. Great talent enriches the company in more ways than one, and the only way to achieve a great talent mix in the company is to give greater autonomy to department heads in hiring, within a corporate governance and ethics framework.

This article was penned by Mr Vinu Nair, Managing Partner Antal Chennai. He focuses on Head Hunting, recruiting key talent and business leaders for my clients in the ITES industry. Prior to joining the Antal Network, Vinu Nair has worked in the Sales & Marketing and IT sector for more than 20 years. He was Vice President at NTT Data, managing their business in India and Middle East region. He played key roles in the SAP delivery team for many years before moving to Sales and Business Development.

Vinu would be happy to hear from you..any comments and rebuttals either on the blogs comment section or through a direct email to him on vnair@antal.com.

Looking to start your own business?

Meet us at the Franchise India Expo, on May 20 & 21, 2017 @ Stall No 7

 

This summer kickstart your own recruitment business with Antal International.

Antal International is a 24+ year’s global executive recruitment business with 146+ offices across 33+ countries. Antal as a brand came to India 10 years ago and since then we have helped many aspiring entrepreneurs coming from professional backgrounds establish their own successful recruitment business.

Antal International not only gives you an opportunity to earn a significant profit from a relatively low investment (approx. 10 – 15 lakhs) but also grooms you as a recruitment leader & mentor who facilitate the career growth of candidates by coaching them and finding them the right opportunity as well as advice clients on how to meet their business goals by hiring the right people.

As a franchise owner you will be perfectly positioned to develop a profitable business in this low overhead/high return industry. You will launch and operate your business using our globally recognized brand and award winning methodology, all backed by a leading team of recruitment and franchising specialists. When you join Antal you will be joining an award winning Franchisor, externally recognized for their achievements in recruitment franchising, entrepreneurialism and training.

Why Join Antal International

  • Leverage from a global brand represented across 33 countries (144 offices).
  • Shared business through our global network of offices. Our franchisees add 15-25% to their revenues through sharing candidates, clients and fees
  • Access to thousands of blue chip multinational clients
  • Comprehensive training for you and your staff throughout the full term of the franchise license
  • Regular international networking, training, strategy events and conferences
  • Weekly Antal Now call facilitating business sharing

For more comprehensive information on Antal International Network recruitment franchising log onto www.india.antalfranchising.com

Should you wish to set-up a meeting with us during FRO Mumbai, please contact Ms. Jheel Kacharia @ JKacharia@antal.com or Mr. Joseph Britto @ JBritto@antal.com.

 

 

 

 

 

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