Archive | Easy Reading RSS for this section

STAYING MOTIVATED AS ENTREPRENEURS

STAYING MOTIVATED AS ENTREPRENEURS

Statistics state that 20% of small businesses fail in their first year, 30% of small business fail in their second year, and 50% of small businesses fail after five years in business. But if you can survive the first few years, you will likely make it for the long haul and reap the rewards, which are bountiful. Here are 2 Antal Entrepreneurs who are a living testimony to this fact. Here they tell us what kept them going all these years.

Joseph Devasia: Joseph is the Managing Director of Antal International India. He brought the Antal brand to India in 2006 as Antal’s 1st franchisee, 12 years on he has built the Antal brand which today has 45 offices across India.  He tells us what kept him going in all these years.

  • What kept you going all these years – My passion for this business, the fact that it Joseph Devasiainfluences 1000s of people and their families and most importantly all those colleagues who work with me depend on us doing well, that motivates me to do better every-day, every year.
  • What are the hurdles you faced and how did you overcome them – Running any business in India is a challenge, hurdles come in all forms and sizes – sometimes these are regulatory, compliance-oriented, or the most difficult being people specific hurdles. Being patient with any issue and taking them one small piece at a time without getting over-whelmed about the magnitude has helped me overcome them quite easily.
  • When you feel dejected or demotivated how do you deal with it – I think about what I have set as life goals for my family and the dejections then seem like small bumps in the road, while the journey is a long one to take. Eventually one gets to the destination irrespective of the speed or the mishaps on the way. Being generally of a positive outlook in life, I am not easily defeated, so the need for external motivation is low. My family, very close friends and colleagues are the true source of inspiration for daily struggles to be overcome.
  • How has entrepreneurship changed you – personally and professionally – Entrepreneurship has been the most rewarding experience in my life. Personally, I am no longer daunted by any incidents that may have otherwise seemed life-derailing, so there is a lot more valour, vigour, energy. Professionally I have grown to be able to manage people, understand clients’ businesses and what they need from talent while persevering under pressure, seeing the pleasures and pains, wins and losses and settling in the fact that this is but a journey. While I may have done things differently had I got this experience earlier, I would not change what I have become today. Entrepreneurship is empowering, liberating, giving, caring, sharing and allowing others around you to prosper too.

 

Vinu Nair: AS Managing Partner, Antal Cathedral Road, Vinu joined the Antal network as a Franchise owner 9 years ago. He leads a team of 20 IT recruiters and is a fitness enthusiast. He shares his entrepreneurial journey with us and tells us what kept him motivated in his almost decade long journey.

  • What kept you going – When I started my business, one of my intent was to help Vinu Nairstart a few careers – Team members who trusted me and joined the business. 50% of my team at any point in my journey so far, started their careers in my business. Secondly, the belief that success in this job impacts the client’s business in a positive way and also that we provide career guidance/opportunities to candidates. Last but not the least this job is by far the most interesting role I have had in all my career, SAP consulting was good but most fires were doused as expertise grew, not so much in recruitment though.
  • What are the hurdles you faced and how did you overcome them? Overcoming Client TA team’s style of working was a big hurdle, I did not play along with most of them and on many occasions kept persisting for a direct channel with the hiring manager. I leveraged my experience and presented my understanding of the role and data from the search exercise to help win Client confidence. Many of Client’s (TA function) believe what worked for them in the past would always work in the future too, this was mostly highlighted to stonewall my ideas, I did walk away from some but where I knew there was a semblance of a chance, I invested my time to win them over with processes which are time-tested and got you a results faster. Building a team was another challenge, I grew from 2 to 5 and then to 10 and closer to 20, all these hires were with almost zero experience in recruitment, this meant I had to train them about the industry, the roles to be filled, the data points which can differentiate a good candidate from an average one and lastly when to give up on an opportunity.
  • When you feel dejected or demotivated how do you deal with it? Actually, this happens quite a few times given that we are dealing with multiple candidates and clients who are individuals with their own reasoning and ideas. Candidate dropouts are something which gets me off track and so does poor communication or feedback from the client on resumes interviewed or submitted. I often feel that although IT organizations have grown manifold over the years, talent recruitment is an area where most of them have not laid emphasis on (I don’t mean to say recruitment numbers or headcount but talent). I am sometimes at loggerheads with Client’s to argue and thrash out a point and not to simply be subservient, the problem today is that anyone can start a recruitment agency and approach a client with a fee which is lower than the lowest in the market, unfortunately sometimes you have to explain your fees and service levels in comparison to such agencies. Favoritism is also something that you come across in this line of business, I wonder in such cases how should one react?
  • How has entrepreneurship changed you – personally and professionally? Personally, this has been a very rewarding experience with almost a 360-degree view of my business and taking risks on investments and expenses on my own. I now have a larger responsibility towards my team and family, which is a lot different from a corporate role where I have funds/investment backing me during a bad month or a quarter. Monetarily it has been rewarding too and I hope to build the business to reward more and more of team members in the coming years. Insights and foresight from running this business for 7 years show me a mirror from which I cannot escape the good or the bad. Professionally, I am able to have long-term targets for the business and myself, this is something which I could not do while I was in an MNC. Working with client’s to help them recruit some of their key talents who in turn contribute to the Client’s business in a very positive way is deeply satisfying. Some of my Clients are 4 to 5 years old and they call us for some critical and urgent requirements and many times we establish a relationship with a prospect who was referred to us by an existing Client, in such cases nothing can speak more than a positive reference.

If you are keen on knowing how you can launch your own recruitment business, just like they did; visit www.india.antalfranchising.com. Alternatively, you can call us at +91 9930099216 or DM us at dmaniar@antal.com for more details.

For more such updates follow us on LinkedInTwitterFacebook and Instagram.

 

 

Advertisements

Job interview mistakes you need to avoid..Antal Recruiters tell you how.

Before you head into your next job interview, you need to prepare yourself if you want to be seriously considered for the position, you must prepare carefully. One or two missteps can disqualify you as a candidate, even if you have the right experience and skills. Interview mistakes (even if they are miniscule in nature according to you) can sometimes devastate your chances of getting the job.

Job interview mistakes you need to avoid... Antal Recruiters tell you how.

We spoke to 5 Antal India Recruiters and have listed – Job interview mistakes that will guarantee you don’t get hired

Casual approach towards the interview or overconfidence during an interview: According to Prajakta Dixit, Consultant, Antal International Pune, candidate’s casual approach towards the interview puts him/her on the radar. This mostly comes from a laidback attitude or could also be due to over confidence.  She explains “very often candidates have a casual approach towards interviews, they have the “been there done that” attitude and hence they don’t prepare and lose focus on the gravity of interview. This misapprehension seals their fate and they lose out of a great career opportunity. Prajakta advices saying, “candidates must treat every interview as if it’s their first ever interview and this is their one and only chance to sell themselves. Being overconfident and not preparing or for that matter being too laidback can harm their chances of cracking the interview”

Failing to prepare for every round: Titikshu Radhey, Senior Consultant, Antal International Jaipur explains that most candidates sometimes fail to prepare for every round. He says, “candidates prepare on the basis of which round of interview it is and who is interviewing them. They fail to realize that one should be prepared for every interview round – whether the first round or the final one. Every meeting is important irrespective of who is meeting you. It could be the HR, Line Manager or the Managing Director, being prepared for the interview shows your passion for the specific role and the company, and that’s what you will be judged on. He suggests that it’s good to find out who you are meeting, researching a bit about them on LinkedIN.  Preparing thoroughly may also help calm your nerves, You get confidence from competence.

 Not doing research on Company:“It’s important to know the role you are being interviewed for. However, it is equally important to know about the company you are being interviewed at.”, says Spandana Marchaya, Consultant, Antal International Bengaluru. She further adds, “Prepare yourself by reading about the company’s background, values, mission statement. Google the company to understand what the media is writing and perceives about the company” If you haven’t researched you won’t have any knowledge about the products, services, future plan, competitions, challenges and this will be evident during the course of the conversations. Doing your homework about the company will help you sell yourself better and you will get a clarity on how you can add value to the role and the company’s future goals.”

Not asking questions during an interview: “An interview is a two-way conversation, an opportunity for you to highlight your experience to the interviewer and ask them relevant questions to get more clarity on the role and understand their expectations as an employer” says Rahul Goyal, Principal Consultant Antal International Lucknow. He goes on to explain, saying, “If things are to proceed forward positively, both the parties are to be on same page and should be content with each other. The quality of questions, or lack of them, help managers gauge the candidate’s interest for a position. Not asking questions is perceived to be a lack of interest in the role and the organization.” He further explains, “Just as bad as not asking any questions is asking the wrong questions. During the initial interview, asking questions only about salary, company policies, benefits, etc. are not received well and shows that the candidate is only interested to move for personal benefits and doesn’t have a real motivation to change jobs.  It’s also in the candidate’s interest to evaluate the employer based on the answers and determine if they fit into the culture and will be able to grow professionally with the organization.”

Presenting yourself professionally: According to Dipti Puranik Team Leader Antal International Pune,” The first impression has a strong influence in making the hiring decision. Even if your resume looks great, being shabby for an interview can hamper your chances of getting the job. It’s important to look presentable regardless of what the company’s dress code is – formal or casual. Wear clothes that make you feel comfortable and confident. She takes her point further saying, “This also means going beyond your clothing, it means choosing your words carefully, being polite, being mindful of your body language, not fidgeting with your phone or watch, not interrupting while the interviewer speaks etc.”

To conclude we would like to remind you if you’ve got yourself an interview, it’s not enough to have an impressive resume. You’ll also need to know how to conduct yourself correctly to ensure you make a good impression.

If you are looking for a career change you can connect with our recruiters on LinkedIn and explore your next career move. To know more about us visit www.antal.com  For more interesting articles on career advice, jobs and franchise opportunities follow our LinkedIn page

Are Job Hopping candidates bad for your company?

Are Job Hopping candidates bad for your company

With the evolving job market trends, we are currently seeing an increase in shorter job stints, we are already witnessing an increasing trend of replacement hiring. Today, millennials constitute a substantial share of the workforce. The job market is now attuning to their needs and we are witnessing a sweeping change in the way corporates functions. Hiring trends, work cultures, HR policies are all being shaped to accommodate the millennial workforce.

One such trend is ‘job-hopping’, which has been on a rise because millennials don’t subscribe to the idea of staying in one company for decades and corporates are adjusting to this new trend. However, not many HR managers subscribe to the idea when it comes to positions at the mid and senior level.

Candidates whose resume show a couple of ‘job hops’ in quick succession are scrutinized with suspicion. There is misconception around candidates who jump jobs frequently, it’s assumed that they are impulsive in decision making. There’s too much debate and contrasting views involved in hiring such a candidate. There are times when hiring managers simply refuse to even consider such a candidate for an interview.

This brings me to think whether short stints on a candidate’s resume reflect his ability, skills or caliber? Do short job stints mean the candidate is not able to deliver or he/she lack skills? Do longer tenures affirm that the candidate is good at their job or are reliable or an asset to the company?

In the West, people are hired on a contractual basis, even at the mid and senior level. Some for 2 years, 18 months or even 4 months. Does that mean these candidates are not proficient or do not possess average skills? Or have not contributed to their roles?

According to a report by Business Insider, here’s how long the average employee stays at the biggest tech companies:

  • Uber was at the bottom of the list, with a short average employee tenure of just 1.8 years.
  • At Dropbox, the average employee stays for 2.1 years.
  • Tesla employees stay at the electric car maker for 2.1 years on average,
  •  Facebook, a 2.5 year stint is the average whereas Airbnb its 2.6 years
  • At Netflix employees stay for an average of 3.1 years, to be exact.
  • An average employee tenure at Alphabet, the parent company of Google, is 3.2 year.

Does this mean that these individuals won’t get hired because they chose to move jobs too soon?

Another research shows that one tends to grow 18 to 20% more as an external hire as compared to growing within the same organization or due to a promotion. An individual could be part of an organization for 6 -7 years but may not have moved roles or on the other hand, there could be an individual who has moved 3 jobs in 2 years but has had a great career growth trajectory,  which one would you want to consider for the role you are hiring?

Notion that job hoppers are not as efficient is fast becoming antiquated. The truth is employees change jobs because they are offered better opportunities. They are ambitious and hence choose roles that allow them to continuously learn, develop, and advance in their careers. They build skills faster when they change companies because of the learning curve. These pointers are indicators of good talent.

One needs to think, and wonder if stability is directly proportionate to competency? In sectors where there is a dearth for good talent with niche skill sets; its best to hire good candidates despite their frequent job switches. In such scenarios, companies should utilize their diverse skill set and focus on their knowledge gaps to transform them into better leaders for their company’s benefit. Managers should focus on hiring for skills, attitude, competency, productivity, efficiency rather than job stability.

Candidates will continue looking for career opportunities that are exciting, competitive and not just sustaining. In a competitive and candidate-driven market, they are willing to experiment and take the risk for roles that challenge them. As the years go by shorter job stints or “job hopping” as we know it, will no longer be considered as forbidden. The stigma around it will quickly become a thing of the past and the sooner we accept this the better talent we hire.

Is video interviewing an effective screening tool for recruiters?

In the war for talent, accurate assessments of candidates and positive evaluations of interviewers are essential. Candidates who evaluate their interviewers more positively are more likely to accept a job offer. While modern technology has provided organizations with a slew of communication tools such as Skype, FaceTime and Google Hangouts that are used to recruit talent, nothing beats an in-person interaction, especially for the middle- and top-level jobs.

According to a study by Degroote School of Business at McMaster University in Ontario, applicants who were interviewed using video conferencing were less likely to get the job compared to the ones who underwent in-person interviews. Often, the resumes and the cover letters are written in a very formal manner, not providing much insight into the candidate’s personality. A personal Face-to-Face (F2F) interview is essential for gaining a good understanding of a candidate’s personality and motivation, which are key factors in predicting his or her success potential.

 

Video interviews are, of course, helpful when it comes to mass screening. They are particularly useful in assignments where a lot of the candidates, especially remote candidates, meet the basic requirements on paper and screening down to a few finalists would require a lot of interviews. But remember, as a recruiter you still have to go through all those videos to figure out the right candidate. Besides, a not-so-great internet connection can play havoc with the process. The candidates’ tech-savviness might also influence your impression even though it may not be directly related to the job, thus putting the candidate at a disadvantage. On the flip side, it puts less pressure on the candidates and allows them to communicate in a much more open fashion.

Besides, organizations don’t really save time with video interviews compared to telephone interviews or in-person interviews, except for the transportation time (on the candidate’s side). Another supposed benefit is that video interviews save recruiters the hassle as they help in sorting through the candidates faster. But, recruiters will still have to set apart time to listen and watch the interview videos. While recruiting for the middle or the top level, asking for a video interview can send a wrong signal to the candidates as it might mean that the company does not want to bother meeting people.

Additionally, it is also easy to become distracted whilst on video interviews and give the interviewer the wrong impressions. For example, the temptation to watch the little box at the bottom can give interviewer the impression that you lack confidence and sincerity. Looking into the camera will create the illusion of direct eye-contact, which is always a huge contributing factor in a F2F interview.

Video interviews are dehumanizing the interview process and while it may strike a chord with the millennial generation who have grown up with such applications, many mid and senior-level professionals still prefer the human touch. Cyberspace is a non-committed area of reality where you only have the facts and figures to guide you. People can be any kind of persona there and not show their true, authentic side. It works the other way too. When a candidate comes to your office, they too get an impression of you. How does the place look? Is the environment modern and clean? Does it look like it has a conducive atmosphere for reaching excellence? Bring in the candidates and give them the tour of the office, take them through multiple rounds and maybe a lunch. This would allow for multiple opinions on the candidate formed by various colleagues and provides a more wholesome picture about whether the candidate will be the right fit for the company.

F2F interviews allow for more in-depth data collection and comprehensive understanding and gives the interviewer more room to probe for explanation of responses. It allows the candidate to build a rapport with the interviewer, which will in turn help the latter pick up body language cues and facial expressions. This is more difficult in a video interview. An in-person interview is the best form of screening for the final decision-making round, particularly for the mid- and senior levels because as a recruiter you want the candidate to have the right culture fit. The DeGroote researchers found that candidates who were interviewed via video conferencing were rated lower by interviewers and were less likely to be recommended for hiring. Interestingly, even candidates rated their interviewers as less attractive, personable, trustworthy and competent.

F2F also makes it easier for the candidate to seek more answers to their queries or clarify questions that seemed confusing. Interviewers are able to connect with the candidates and show more empathy. When the candidates feel understood, they let their guard down, open up and share emotions.

One of the oldest forms of market research, F2F still holds good in this age of advanced technologies simply because there are inherent aspects, features and possibilities in a F2F interview that cannot be captured or replicated by any other method. That is why it is vital the talent acquisition function doesn’t lose the human touch. Recruitment, after all, is about finding the right person for the job who will be dependent on human relationships and intuition. At Antal International, we believe that enjoying the best of both worlds is key to successful talent acquisition.

Read this before you decide to bite into the Forbidden Fruit – Counter Offer

Whatever the reasons were for wanting to change jobs, you would have analyzed them and finally made the decision to make a move to your next career opportunity. However when you plan to resign from your current job, you must be prepared to resist powerful, persuasive tactics which your employer can use to change your mind.

Your employer might lure you with more money, a promotion, or better benefits, and you might consider saying “Okay!” But is it a good idea???

Here are a few stats from 2 surveys Antal conducted on Counter Offers. In the first survey, Antal consultants spoke to those professionals who, after accepting the offer, went to resign with their current employers, were counter offered they accepted and the consequences they faced.

In the second survey, Antal Consultants spoke to HR Managers who have counter offered their employees to retain them. However, this is done to buy out some time to hire a replacement or very rarely it count be to retain the employee since certain skill sets are hard to find.

Here’s a detailed infographic you must have a look at before you think of biting into the ‘Forbidden Apple’ – Counter Offer

Please Note: Click on the image below for a better view 

Relocating for a Job? Here are a few things you need to consider

There are many factors that one needs to consider before looking for a job change or accepting a new job offer particularly when you have to relocate to a different city or country. Many a times candidates make these decision in haste or simply by being blinded by the five or six-figure salary that is being offered, but those numbers can be deceiving. There are many factors like cost of living, lifestyle, social support, education etc that one needs to consider. In a situation when you’re relocating for a job it’s not just your decision but also a decision that you must make with your spouse, family. Inspite of the salary hikes that come with relocation the reality is a little more complicated.

Here are 8 factors you and your spouse/parents need to consider before you relocate for a new job.

Salary: Negotiate your salary in such a way that you will not only be happy with the raise you get, but also comfortably cover the living expenses in the new city. Find out if any of your moving expenditure is tax deductible.

Spousal Income: Finding employment for the relocating employee’s spouse or partner can be difficult. It will be a while before they can find a job in the new city and you need to ensure that you have enough buffer to tide over financial difficulties until you do so.

Relocation Assistance: Moving homes is often a painful, messy and costly ordeal. Most companies offer relocation assistance to employees. Make sure your new job has this or at least ensure that your new salary will be able to cover for the expenses. If your employer doesn’t offer relocation assistance, ask for it.

Social Support: Moving to a newer city often means the lack of social support initially. For one, it could mean that your parents or spouse will be left back in the old city until you figure out if they should move with you too. Look up old friends and acquaintances through your contacts or Facebook and ask them out for coffee or lunch.

Current Home: If you have been living in a rented place, then give the owner a heads-up of when you are planning to move. If the move is going to be sudden, the owners might ask you to cough up like two month’s rent. If you own the house, paying EMIs for your home and rent in the city can be daunting. Then, do you give it out on rent or get a caretaker to maintain the house until you get back?

New Home: Explore the city and learn about its neighbourhoods. Before you find a place to live in, find out which areas are residential or commercial, are these areas dangerous and do they have the kind of facilities that you are looking for? Does the neighbourhood you are eyeing have a good smattering of grocery shops, schools, clinics, hospitals and malls?

Cost of Living Index Comparison: It is important to know how much you are going to spend in the new city so research housing, transport, healthcare and food prices in order to create a realistic budget. Is there public transport? Can you walk to your workplace or do you need a car? Calculate how much your new salary will affect your daily budget and your ability to save.

Education of children: One of the first things you need to check out before moving to a new city is about what kind of schools are present in the city and their distance from your new home.

 

Age is Just a Number – On and Off the Field

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.

%d bloggers like this: