A match-fixing scandal, a 2-year ban and a highly publicized debate and trolling on social media for picking nine players over the age of 30 in this IPL season (who were called ‘Uncles’); Chennai Super Kings silenced all their critics by lifting their third IPL title at the 2018 Indian Premier League and proved that experience was key for them and age is just a number.
Modern day cricket, tournaments like the T2O and IPL has found the perfect spot in the lives of cricket lovers who are starved of time and cannot spend the entire day watching a 50 over match. The thrill, the breathtaking pace and twist & turns of a 20 over match format appeals to the masses. It is assumed that this game is for the young blooded, fast paced dynamic youngsters who go for big hits across the boundaries. If we take a look at all the teams Delhi Dare Devils had young blood on their side Kolkata Knight Riders had a couple of under-19 stars but Chennai Super Kings’ choice of players drew a lot of flak among the masses for bringing on board 11 players who were above the age of 30.
However, the age factor did not bother Coach Stephen Fleming, who went on to say “They’re 35-36, not 55-56. A massive amount has been made of it. I’m not here to develop young players, I’m here to try and win the competition for the franchise. And that’s why we value experience, because we think that gives us the best chance. Yes, it is exciting to see young players come and perform. But over a long season, I look for consistency and professionalism. I’ve found that older players who are still motivated, still fit and still committed, they can provide you consistency that gets you up around mid to top table, which allows you to progress in the competition.”
As a recruiter, I too echo Coach Stephen Fleming’s thoughts when hiring managers make a massive deal while making hiring decisions. There are times when hiring managers insist on hiring young blood – candidates below the age of 30. There is no thought put into such a choice, it’s a choice made on certain stereotypes. There’s no doubt that it’s exciting to have young blood as part of your team and your organization because they bring in the energy, new ideas and enthusiasm but what about the experience, the business maturity that comes with age and knowledge, the confidence and consistency in performance. Mid aged professionals have years of experience developing relationships and strategies for dealing with higher management and various business situations. Most mid and senior roles are best suited for such tenured professionals who possess a mix of confidence and expertise that comes more easily to those with more years of experience behind them. There’s no doubt that youngsters bring in enthusiasm, energy, new perspectives to a business however these are the qualities that anyone who has passion for what they do; would bring to the table. Rather than making a hiring decision by focusing on the age of the candidate; the goal of a hiring manager should be to hire the best talent with the right potential, expertise, experience and passion. I wonder how higher age, defies any of the above.
This year’s IPL season has proved that age is ‘just a number’; it’s the experience, confidence and passion that makes the difference and this applies to the workforce as well.
For all those age critics out there, who say athletes achieve their prime from 27 to 30 yrs of age, here are a few facts:
At 31: Suresh Raina has scored 413 runs including four half-centuries, despite it being a sub-par season by his standards.
At 32: An injured, Kedar Jadhav who kept his composure, hit a six and a four in the last over. This victory set the tone for a series of breathtaking last-over wins for the men in yellow.
At 32: Ambati Rayudu who is enjoying the season of his life amassed 602 runs in the tournament, making the most of opportunities that eluded him throughout his stint with Mumbai Indians, and has also earned a recall to the Indian ODI squad.
At 33: Faf du Plessis showed all his experience in a high-pressure run chase in the first qualifier against Sunrisers Hyderabad, to guide his team home in another tense finish. The move of him being retained at the auction through the RTM card was also questioned, but he justified the trust shown in him by the franchise.
Currently at 34: In the first game of this season for CSK, Dwayne Bravo played the best T20 innings of his life to script a scarcely believable comeback
At 36: Shane Watson seemingly turned back the clock as he scored his third IPL century to set up a commanding win over Rajasthan Royals. And everyone knows what he scripted in the finals for his team, knowing he could barely run he scored another century in the finals.
At 36: Dhoni has been at his vintage best in IPL 2018 while Roger Federer at 36 is still ruling the tennis court.
At 37 & 38 respectively: Harbhajan Singh and Imran Tahir have also made important contributions by providing control in the middle overs.
At 38: Sachin Tendulkar became the first player to score 100 international hundreds
Likewise, in the world of work too, I am a strong believer that experience cannot replace youth / vigour / agility. These are traits that are inherent and not defined by a number.
Great businesses are made up of great people and by great people I mean ‘high achievers’, the crème de la crème of an organization. You can’t hire mediocre talent and expect them to meet the expectations of high performers. Achieving greatness and making it to the top requires hard work, passion, persistence, determination and discipline; not all possess these qualities. The ICSE results this week, clearly exhibit why some of them are cut-out to be high performers – there are kids who lost homes, lost their mom, no vision in one eye – and yet, they score above 90% marks in their board exams.
All of these athletes are at the top of their sports simply because they possess a few core characteristics which set them apart from the rest. I believe that certain behavioral traits set high achievers apart from the rest of the mediocre talent; even in a business scenario. These traits are the very reason why I like working with high performers
- They are focused and have an urge to win/succeed: The success story of any successful business owner starts with a desire to succeed. The enthusiasm to perform at a high-level comes from a desire to advance their career trajectory as well as the company’s trajectory. This desire teaches high achievers to align their mind and body towards their goals. It enpowers high achievers to stay focused as well as face challenges.
- They are self-disciplined: High achievers know their priorities; they understand the importance of self-discipline and don’t look at it as an inconvenient burden that has to be endured. They realize and understand their obligation towards the business and therefore they are disciplined in their pursuit of their goals as well as the goals of the business.
- They are willing to put the extra effort – go the extra mile: High performers don’t restrict themselves or their work to their job profiles; they are always willing to put in the extra effort. It doesn’t matter if the job is related to their desk, if it benefits the business – whatever they’re tasked with, high performers make sure they deliver. They are aware of the fact that success never comes like a flash of luck, it comes after countless hours of hardwork.
- Adversity / setbacks do not faze them: Irrespective of what transpires in their personal lives – be it major adversity, personal setbacks, high performers have the drive to carry on with a dogged determination to cross the finishing line.
- They are always willing to learn & always look forward to feedback and then work on improving their skills: High performance isn’t an end state, but a lifelong pursuit. High performers are looking to work on and improve their skills every day. They are willing to take feedback. They accept their failures and shortcoming and are willing to work on them.
- They are always on the lookout for challenges and create opportunities: High performers are born doers, and problem-solvers. If something important needs to be done, they’ll figure out how to do it, no questions asked. While most will be researching, planning and finding out the right opportunities to work on, high achievers will go all out and create opportunities. They believe that to achieve success you can’t wait to bump into the right opportunity at the right time and place, you just have to create it for yourself.
- Maintain a work life balance: High performers know that they have to maintain a balance between their worklife and personal life. As much as we’d like to believe that our capacity to squeeze everything we want out of work and life is limitless, high achievers are aware that this is not the case. They plan themselves well and know how to plan their priorities. They draw a fine line between work life and their personal life and would never let one affect the other. Their far sightedness helps them plan better and this helps them keep distractions away and work with more focus and dedication.
As American author and lecturer of company sustainability and growth; Jim Collins says; “Great vision without great people is irrelevant”; as a business owner I too have a vision and a goal for my business and it’s obvious that apart from me it’s also my colleagues who help me achieve this goal. I invest in top talent – high performing employees because I believe that the success of my organization depends on how well my team performs.
You are unhappy with your job and start looking for other opportunities in the market. Eventually, you get the job and happily put in your papers. However, your boss begs you to stay and gives you a counteroffer. Then what will you do?
When it comes to resigning, counteroffers are common and accepting them is definitely not a good idea. They can do more harm than good even if you get a higher salary and more responsibilities that can further your career. Most people have strong reasons for leaving jobs. Getting a counteroffer is not necessarily solving the underlying job dissatisfaction issues because they are in all likelihood not going to get addressed that quickly.
When you are being given a counteroffer, is the company really acknowledging your contributions and if so why didn’t they do it before? If it takes your resignation for the company to notice your value, then you are better off being with an organisation that is more proactive in fulfilling your career ambitions.
Employers often use the loyalty card to make you stay. But, do they have a good track record in being loyal to their employees? According a survey by Antal International, 73% were still performing the same role despite a promise to change their job profile and 58% who were promised a compensation hike as part of the counteroffer never got any increase.
In our experience, most people who do accept counteroffers often leave the company in the next few months. The person would have already being marked as disloyal and is no longer seen as a team player. Winning back trust will be an uphill task. Plus, you may find it difficult to get along with your co-workers also as they might feel cheated in the entire process.
While you might feel like you are in a strong position now because your boss has given you a counteroffer, think again. Are they giving you a salary hike or promotion in advance? In that case, you will be most likely overlooked during the next appraisal cycle. In most cases, the employer will talk about salary parity and offer you a very low pay-rise to keep you happy. Remember, your market value is worth much more; that’s why you got a job offer in the first place.
Being asked to stay can be flattering, but it can also deceive even the best of talent.
It’s that time of the year wherein amidst all the festivity and celebrations, you also start setting goals for the New Year – personally & professionally. For your personal goals you have your family and near & dear ones to speak to, discuss, share and accordingly set your goals. However, who can advise you best on your professional goals or help you answer the ‘What Next?’ question?
Here’s your answer; Speak to a Niche Specialist Recruiter.
Pick your phone and talk to a niche specialist recruiter and tell him/her about your ambitions & career plans. Speak to him/her about all that you have done and how you would like to progress in your professional career, ask them for advice and suggestions on what could be the nest best step for your career. Niche specialist recruiters are career counselors. Their understanding of the discipline or sector they recruit within is ‘inch wide and mile deep’. They know the current hiring trends, skills that are in demand, companies that are hiring, roles that will compliment your career goals. Recruiters who focus and hire within specific domain understand that domain completely, they monitor the industry closely, they regularly speak to people within that niche and hence are aware of career moves, vacancies that are created etc. and therefore they are the best people who will guide and advice you on your next career move. A niche specialist recruiter would also tell you which company is best suited for your value systems and work style.
If you don’t have a recruiter within your professional network yet, the 1st step for your Career Plan for 2018 must be connecting and building a relationship with a Niche Specialist Recruiter, right away!!!
Every step you take to rise up on the career ladder should be carefully planned, thought through and professionally managed by an Niche Specialist Recruiter this will enable to you take advantage of the best career opportunities that will come your way in 2018.
As specialists in mid managerial Rising Star talent market, we prepare lots of candidates to interview better.
Here we share with you 5 tips that will help you score better in interviews.
Interviews are no longer about power equations but about empowerment. Today’s discerning candidate needs to have enough information to decide if the professional association can develop into a long term basis. Research is a good starting point to collect this information.
- Company’s website: Read about the founders, the company’s history, vision & motto, check their global presence.
- Annual Reports : Gives you insights on the company’s, growth, sustainability, future plans and financial standing of the company.
- Company newsletters: Gives you insights of the company’s culture and various other aspects that you may not have direct access to before you join the company.
- Social Media platforms: Insights on what employees (current & ex), consumers etc are saying about the company.
- Print and Electronic Media: General perception of the brand in the market
- Prepare Your Questions:
When you ask questions it shows that you’re enthusiasm and keenness for the role and that have done your bit to prepare yourself for the interview
Be prepared to get a clearer understanding of:
- Role: Expectations Support available, Projects, challenges and issues that needs to be resolved, expected progression in the role.
- Company: Plans for the future
- Developmental support like their training & development initiatives etc.
The first impressions make a lasting impression, and this can be said of how you appear at the interview. When in doubt, stick to conservative dressing.
- Choose your ensemble with care to boost your confidence a notch up.
- Decide on the “look” at least a day prior- make sure the dress/accessory are in prime condition.
- Take special care of your personal grooming.
- Plan your Commute:
You definitely don’t want to be late for an interview, being late would mean one negative marking before the interview could even begin.
- A day before the interview, get the exact location of the interview venue, confirm the interview timing, plan the logistics- how long it takes to get there, what is the traffic scenario on the route to the venue.
- Speak to someone who travels or is familiar with that route, take their opinion in your commute plan.
- Make an early start, have breakfast. It is advisable to book a cab, so that you are not worried about the parking issues near the venue and have the commute time to go over your preparation.
It always good to arrive 15 – 20 minutes earlier. You get some time to settle in, refresh after a long journey, calm down and get over the pre interview anxiety.
- Use the time to use the restroom, make sure that you are looking your best, tuck in any fly-away hair, refresh yourself.
- Switch off or put your phone on the silent mode before you enter the interviewer’s cabin.
- And just before you step into the interviewer’s cabin…. Take a deep breath, relax and smile. This will help put you in the right state of mind going in to the interview.
Whether a you are actively looking for a job or a recruiter has approached you with a suitable career opportunity, it’s important how you present yourself to the recruiter. A number of minor issues like grammatical errors, constant follow ups etc or major issues like not showing up at the interview, lying about something etc that could tick off recruiters and could land you on the recruiter’s blacklist.
Unfortunately recruiters are not given their due credit, they are considered mere ‘cv match makers’ or ‘interview coordinators’. However in reality, recruiters play a crucial role in the professional life of individuals. Recruiters today act as the eyes & ears of an individual who wants to keep a tract of his industry – regularly updating them on various hiring and salary trends, talent movements and most importantly they are the ones who may offer you your next big career move.
We have 2 articles on the Antal India Blog titled why It’s a must to have a Recruiter within your professional network and ‘A guide to working with Recruiters’ both these articles highlight the importance of a recruiter to help you achieve your career goals. This time we asked top 5 Antal Recruiters in India which candidate habit annoys them the most and would lead them to blacklist that candidate. Read on to find out…
Rejecting Job Offer for another higher paying career opportunity: Savio Carvalho, Senior Consultant, Antal Mumbai who recruits within Management Consulting industry says, “Many times candidates are offered exactly what they were looking for – job title, remuneration, benefits, team, work culture etc however inspite of this there are a few who decline the offer and join another firm (competitor) if the salary offered by them is higher.” He further says, “such a candidate is considered to be highly unprofessional, unethical and someone who cannot stay committed to his obligation and hence he goes straight to my ‘blacklist’. I would never approach him again and I wouldn’t recommend him to some other recruiter or company as well”
If they were to lie/manipulate/ mislead: “There have been few instances where candidate deliberately chose to hide or give incorrect or exaggerated information about their experience, salary or reasons as to why they quit their previous job- they do this for higher salaries, better positions etc”, says says one of our consultants from Antal International Chennai. He further adds, “What candidates don’t realize is that the information they give us is what we use to market them to potential employers. Because of being ultra-specialist recruiters, we have our strong connections within our niche and we do somehow find out the truth. Such situations are extremely embarrassing for a recruiter, as his reputation is tarnished. However the candidate is the one who loses on the most, he is then blacklisted and labeled as a liar, unethical and untrustworthy; which may mean no employer would want to hire him and no recruiter would want to work with him again.”
Not answering phone calls: “There are times that after being presented with a job opportunity and explaining the process and every microscopic detail related to the job opportunity the candidate agrees to explore it and share his cv, but after a while the candidate refuses to answer phone calls”, says Hansika Salian, Senior Consultant Antal Mumbai who recruits within FMCG/CD space. She continues, “if a candidate shows interest in a career opportunity and has committed to sending in his cv, he should do so immediately. If the opportunity offered does not match the candidate’s career aspirations, he is free to decline it on the first call itself. We respect candidates who are honest about their career aspirations, infact we prefer working with such candidates because it only helps us find them career opportunities as per their expectations”, she says.
Money is the only motive behind job change: “Money is essential and a key motivating factor that pushes someone to make a career move, however it can’t be the sole factor”, says one of our consultants from Antal Lucknow who recruits within Manufacturing. She says that candidates who show more interest in the salary rather than the job profile are the ones who are never happy with what is being offered and often try and negotiate the remuneration. She explains, “Such candidates negotiate a lot and often do not stick to a committed number which was previously discussed with them. This number keeps changing during the hiring process and eventually the candidate is dropped. The minute someone speaks to me about money in the initial conversation and is not keen on the role, responsibilities, career growth – this is a red flag for me and I drop this candidate.”
Speaking adversely about your current employer/Negative Attitude: “Whether it’s personal or professional life, negativity should be kept miles away, I apply this to my life and my recruitment practice as well and keep negative candidates away” says Milind Pandya, Team Manager-Automotive and Engineering, Antal Pune. He says, “People who complain, whine and speak badly about their current employer or colleagues are the ones who will always find something negative in any situation they are. I have noticed that such candidates will never be content with what is offered to them and eventually drop out or be rejected. During my initial conversations if I come across someone who is constantly being negative about his current role, company or manager I usually drop them from my list.”
Tips from our recruiters
- Stick to your commitments
- Be honest about your plans, opinions, decisions
- Do not lie/hide/mislead. Be accurate and honest about any information you provide us with
- Drop a message if you can’t take a call
- Return a call you’ve missed
- Communicate with us regularly, if you have any doubts or concerns speak to us about them
- Don’t apply for random job openings, read the job profile, understand if the job description is in sync with your profile
- Avoid working with too many recruiters at the same time
If you are looking for a career change you can connect with our recruiters on LinkedIn and explore you next career move. To know more about us visit www.antal.com
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