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.
No doubt Artificial Intelligence (AI) has had a huge impact on industries around us and is probably the biggest disruptor in recent times. It has had a significant impact on recruiting processes as well, leading some HR professionals to believe that their jobs were in danger of being taken over by machines. As the recruitment industry grows, new-generation tech start-ups are looking to disrupt this people-centric industry. But can robots replace the human touch?
Before we delve into that question, let’s look at how AI is beneficial in the hiring process today. Much of AI technology is used to help recruiters sort through data and automising the hiring process. AI can help create better job postings, target jobseekers in a personalised way, help in screening candidates faster and conduct background & reference checks. AI systems also can sort through every detail of an application and assess every potential candidate in minute ways. But, it can’t completely dominate the recruitment process.
An AI algorithm will run explicitly as it is told. While AI systems will reply on facts, it is also subject to the developer’s influence and hence is not completely free from bias. AI technology adapts to regular patterns and over time it would recognise that a company has been hiring a certain type of candidate and would alter its algorithms to suit that pattern.
One of AI’s fundamental weakness is that it can’t distinguish between right and wrong. This proves to be a red herring when it comes to assessing a candidate’s credentials and attitude. A recruiter’s job is as much as about selling the job to a potential candidate as it is about finding the right person. Only a human can figure out if the candidate is the right fit for the job and find out if the candidate’s personality is in line with company culture.
A great recruiter looks beyond a candidate’s qualification. They have the ability to think creatively, make split decisions if necessary and learn from their hiring mistakes. An AI bot, on the other hand, will need to analyse millions of decisions before performing a single task. A job interview is also about career progression and recruiters can help the candidate see how their ambitions can be realized.
As long as humans are being employed, AI will never replace recruiters.
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.
Are you a recruitment business owner with these questions on your mind?
- How do I rise above 8.33% mark
- When do I say no to an assignment
- How do I scale up my business
- How do I keep a track of my employee’s performance
- How do I plan career progression for my employees
- How do I adapt to newer technologies within recruitment
There are many facets to building a successful recruitment business, you may have set up a business that is fairly successful, but has now reached a spot from where scaling up your business seems difficult. There will be a lot more questions pertaining to these challenges, and you are sure to be pointed in the right direction by people who have gone before on this journey.
We invite you to join us over a series of calls with one of the most recognized recruitment Stalwarts in India, Mr Joseph Devasia. These calls will allow you to interact and get direction and advice on how best to tackle these business challenges.
Joe, as he is fondly called, is the MD of Antal International Networks, India and has an impressive track record of building and scaling up recruitment business in India and in UK.
His passion for recruitment, technology in recruitment, and a keen business acumen make him a thought leader and is a known name in India recruitment circle. His quotes often appear in industry related articles in business and general newspapers.
For registration details refer below
- Registration Fee: Rs 1000/- per year (4 calls in a year)
- Duration: 45mins to an Hour
- First Call: Friday, September 29, 2017
- Time: 4:00pm
- Link to the booking form: https://goo.gl/GVGbz1
- Payment by bank transfer should be made to:
CITIBANK N.A., Mumbai, India
Account Name: ANTAL INTERNATIONAL INDIA PRIVATE LIMITED
Account No: 0054535112, IFSC CODE: CITI0000037, SWIFT CODE: CITINBX
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