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Why I Like Working with High Performers

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.

 

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Planning to accept a Counter offer? Here’s what you need to consider…

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.

 

Here’s how you can maximize your LinkedIn profile

According to one of LinkedIn’s recent reports 94% recruiters use LinkedIn to search for candidates. If this number excites you because you think your incomplete, dormant LinkedIn profile will attract recruiters .. Well the answer is NO; it surely won’t. Unless you maximize your LinkedIn presence and your profile appears in all top searches for your sector or discipline there is no chance recruiters may find you on LinkedIn.                                                                                                                                                                                       Here’s how you can maximize and make most of your LinkedIN profile so that you could network with the best recruiters and professionals within your niche                                                                                                                                                                                                Having an All-Star Profile: Professionals who have an All-Star rating are 40 times more likely to receive opportunities through LinkedIn. An All-Star profile contains every single detail – professional profile picture, summary, Headline, current position and the past positions along with job & responsibilities, Education, Skills, Awards, recognitions, certifications, interest, and a great network of connections.
Have a voice: Join industry/discipline groups that are active. LinkedIn allows you to join 50 groups, select groups that are active, genuine and relevant to your industry/interests. Actively participate in discussions, initiate discussion, ask questions, reply to questions your asked, share opinions and views, this will help you establish your credentials and expertise. Joining groups will also increase your chances of growing you network and connecting with the influential people like HR Heads, Line Managers and Niche Recruiters. Participate in or initiate atleast 2 discussions every week.
Become a Thought Leader: LinkedIn gives you a great opportunity to compile and post articles. This is an excellent tool for professionals who would like to share their thoughts, expertise Pick subjects of interest that will attract and engage readers. Industry related news articles from newspapers, magazines, or journals and sharing them with an accompanying note with your view on the subject is always and excellent and effective networking tool.
Engage with your network: Like and share your networks updates. This will increase your visibility and you can then reach out to your contact’s secondary network.
Build Your Connections: Build your network regularly, add people from your industry, people you meet at industry events or meetings, colleagues from previous organizations, batch mates as well as Niche Recruiters. If you are sending a request to someone you haven’t met before, drop a note introducing yourself and why you want to add this person to your network.
Today LinkedIn is not just a social platform to network with like-minded professionals, it’s simply a necessity. Building a strong presence on LinkedIn will help you attract more visibility and attention from hiring managers, recruiters which in turn will lead to many more job opportunities.                                                                                                                                                                                                                                                                                                                          This is rightly summarized by Suzy Welch, best-selling management author and CNBC contributor, “IF YOU MAXIMIZE YOUR LINKEDIN PROFILE, YOU MAY NOT BE LOOKING FOR YOUR NEXT JOB. IT COULD COME FIND YOU.”

Facing challenges while building your recruitment business?

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

*Your booking will be confirmed only once the registration fee is paid

5 Things to Do Before Your Next Job Interview

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.

  1. Research:

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
  1. 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.
  1. Appearance:

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.
  1. 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.
  1. Relax:

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.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Antal Consultants Tell You How to Avoid Being Blacklisted by Recruiters

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

 For more interesting articles on career advice , jobs and franchise opportunities follow our page on LinkedIN 

 

 

 

 

Candidates looking for ‘sense of purpose’ in their next career move

Success all over the world has been redefined and is not evaluated based on the money a person is worth or the luxuries they enjoy, rather it is evaluated on the basis of the quality of life they live by doing what they are passionate about, being part of an initiative that would benefit a community or the less privileged segments of society. People are looking for a sense of purpose that is beyond making a living, providing for the family and fitting into society. Today one looks for a deeper and meaningful purpose in life, like – finding inner peace, building stronger bonds, travelling, learning about cultures and finding joys in life’s experiences

The same applies for when it comes to career; money and designation are important factors but are no longer considered the sole factors that define someone’s career choices. Like Stephen Hawking puts it “Work gives you meaning and purpose and life is empty without it” Individuals today are looking for roles which give them meaning and purpose for life.

According to LinkedIn’s – Inside the Mind of Today’s Candidates, Indian professionals are increasingly motivated by a ‘SENSE OF PURPOSE’ in their next career move.

Millennials seem to increasingly derive motivation and satisfaction from contributing meaningfully to endeavors they can relate to. They are increasingly finding more appeal in working for organizations that help them pursue both, their personal and professional interest

·        55% want a better match for their interest/values

·        52% are excited with better benefits and perks

·        45% want to work for a company they’ve always admired

 

The survey highlights that as recruiters, we need to offer candidates job opportunities that will offer more challenges, growth and have greater impact on the employer’s business.  Candidates in the survey highlight how they get motivated with a raise in income, however money may give candidates a brief high, but it’s not what makes them loyal employees.

Candidates look for more information about the prospective employer like culture, work/life balance, updates from current employees on social media that reflect positive updates about the company.

The survey asks companies to be fair and competitive with salaries and to go a step further and understand what would motivate the candidate apart from salary, i.e 30% non-monetary but meaningful increase to their career.

The survey further highlights the following

·        62% candidates stay in a job that challenges and improves their skills.

·        For 42% Great Work-life balance pays a key role

·        37% say it’s the company’s confident future outlook

·        33% say it is opportunities for growth/promotion

·        27% say flexible work hours

Having a sense of purpose in one’s personal life, that translates into reality at work is a high motivator for most individuals today and this is becoming a defining criteria while making career choices. Have you been able to articulate a ‘sense of purpose” for yourself?

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