Whatever the reasons were for wanting to change jobs, you would have analyzed them and made 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
Antal India continues to accelerate growth in the Indian recruitment market with launch of Antal RPO solution
Mumbai, August 03, 2018: Antal International, global leader in executive recruitment business is glad to announce the launch of Antal RPO Solutions to provide our clients in India with a valuable recruiting option. Antal India has set up an RPO division in Chennai headed up by Mr. Nikhil Indrasenan who joined Antal as Business Head, Antal RPO Solutions on August 01, 2018. Within the first year, Antal RPO business intends to scale to a team of 50 recruiters focused on volume hiring solutions, who would be ably supported by the 40+ offices & 200 recruiters around the Antal India Network. With the launch of this recruitment solution, Antal now has another option to present to clients who may be seeking low cost per hire, quick scale-up hiring support.
“With customers constantly seeking lower cost per hire models, RPO (Recruitment Process Outsourcing) seems to have quite literally taken over new solution ideas within recruitment. Launching Antal RPO Solutions is a direct response to the increasing market demand for rapid innovation and transformation within recruitment process. Companies are seeking to build teams with a leading edge in the talent acquisition function and therefore they need recruitment solutions that deliver measurable results to meet their business demands quickly. So here we are, extremely excited about the launch of a new solution for our clients seeking a more efficient recruitment engine that lowers their overall cost of hiring, continuously improves recruitment KPIs and is versatile enough for quick scale-up hiring support.” says Mr. Joseph Devasia, Managing Director Antal International India.
Nikhil Indrasenan, Business Head, Antal RPO Solutions: Over 18 years in HRO with Ma Foi, Randstad & Pontoon Solutions in P&L and Sales roles and 6 years as an Entrepreneur. Helped design and execute several large scale hiring programs across sectors and locations hiring over 5,000 professionals. Involved in setting up and running Ma Foi’s first franchisee operations in India and subsidiary in Sri Lanka from 2004-2006 hiring over 3,000 professionals across Banking, Telecom & BPO. Headed Randstad’s Assessment, Consulting and Training arm before moving to set up the RPO business and lead the Bid Desk. Played a central role in winning several RPO deals across sectors and locations and helped maintain a leadership position in the market. Instrumental in winning Randstad India’s largest RPO. Moved to Pontoon Solutions in 2016, a global MSP and RPO leader as Director-Sales and won their largest RPO with an energy giant.. A keen reader of management & science who follows Formula One furiously
6 aspiring entrepreneurs embark on their entrepreneurial journey by joining Antal’s growing global network
Antal International, global leader in executive recruitment business is glad to announce 4 new offices joining its growing global network. Currently Antal has 146+ offices across the globe. In India, Antal has 45 offices across 13 cities.
Antal International, an Executive Recruitment firm offers franchise opportunities to aspiring entrepreneurs who are looking for a business opportunity that will help them utilize their professional work experience and knowledge to build a successful recruitment business.
Between March and June we had 5 new office launches across India. Our new Managing Partners come with years of professional experience and industry knowledge and this will help them lay foundation to their new venture.
Meet Our New Owners from March 2018 Class:
Vishal Madan started his career with Amdocs’s Cyprus Development Centre 17 years back as a Trainee Programmerand has left Amdocs as a Director in 2018 to join the Antal International Network.
He has played various roles and responsibilities across Product Research and Development, Delivery, Production Support and Operations, Program Management, Data Management and Migration Services etc. These roles were performed at Customer sites and Development Centers across Cyprus, India, Canada and Singapore.
In addition to the core roles and responsibilities, he has even managed the Hiring and Onboarding portfolio. He has been mentoring and coaching professionals through all roles on career changes and has been associated with Mentor Together, a non-profit organization that facilitates one-to-one mentoring relationships for disadvantaged young people. He is PMP certified since 2009. Vishal also has a passion for 10m air pistol shooting and aspires to be a professional sports shooter.
As an Antal Owner, Vishal will be based out of Magarpatta in Pune. He will recruit within
Information Technology, Telecommunications. To know more about him visit his microsite https://www.antal.com/office/pune-magarpatta-city/258
Chandrakant Patel is senior management professional with over 20 Years of experience in FMCG & Telecom acrossIndia. He is a competitive blend of FMCG & Telecom sectors and has handled Product, Brand & Marketing, Sales & Business Development and Customer & Revenue Management portfolios. His diverse experience cuts across 5 regional & 5 national assignments i.e. firstly with India’s largest food product marketing organisation called Amul (GCMMF Ltd) for nearly 7 years and then with India’s leading telecom operators like Reliance, Idea, Aircel and Airtel.
As an Antal Owner, Chandrakanth will be based out of South Bhopal in Ahmedabad. He will recruit within Banking & Finance, Digital, Financial Services, FMCG, Insurance and Marketing. To know more about him visit his microsite https://www.antal.com/office/ahmedabad-south-bopal/263
Meet Our New Owners from June 2018 Class:
Antal Gurgaon – Sohna Road
Deepak Jain, a Chartered Accountant, Cost Accountant and Company Secretary by Profession. Deepak has over 22 years of experience in various facets of Finance & Accounting across Indian Companies and Multinational Corporations. He has been recruiting and training his team from a very young age and has been leading his Division from the last 10 years plus.
As an Antal Owner, Deepak will be based out of Sohna Road in Gurgaon. He will recruit within Manufacturing, Retail sectors and will specialize within Accounting, Finance, Legal. To know more about him visit his microsite https://www.antal.com/office/gurgaon-sohna-road/266
Antal Chennai – Neelankarai
Velmurugan has close to 2 decades of experience that straddles across industries in the sales, marketing & media domains. Velmurugan was with CavinKare leading the media duties for CavinKare brands. He was later with Lenovo in Asia Pacific & India roles as the marketing communication and digital marketing lead. As an Antal Owner, Velu will be based in Chennai. He will recruit within
Building Materials, FMCD, FMCG, Retail sectors and will specialize within Sales & Marketing. To know more about him visit his microsite https://www.antal.com/office/neelankarai-chennai/267
Shailin comes in with 25 years of rich corporate experience. He spent the first 9 years with leading brands such as United Colors of Benetton, Walt Disney Consumer Products, etc. He spent the next 16 years with one of India’s leading and premier life insurance companies, HDFC Life. During his enriching stint at HDFC Life, Shailin has spearheaded various verticals encompassing Bancassurance, Strategic Alliances and Institutional Business. He was also instrumental in conceptualizing and developing a unique customer engagement program on the digital platform. At the time he moved out of HDFC Life to join the Antal family, he was Senior Vice President – Bancassurance, leading insurance distribution in the growth verticals of a leading Bank in India.
Ruchi started her career in apparel design and garment making. Over the years she developed an interest in executive search and launched her own search business in the year 2001. For the next few years, she spearheaded executive search for two of India’s leading BPOs. She was instrumental in placing various mid to senior level executives over this time, some of whom are still working at top management positions in those enterprises today. She took a break thereafter to focus on the family, but executive search continued to interest her. Along with Shailin, Ruchi will focus on research and building high quality deliveries.
As an Antal Owners, Shailin and Ruchi will be based out of Goregaon West in Mumbai . They will recruit within Banking, Financial Services, Insurance sectors and will specialize within Sales, Business Development, Strategic Alliances, Acquisition, Distributor Management, Channel Management, Marketing, Digital Marketing, Digital Technologies, Artificial Intelligence, Robotics.
If you are keen on knowing how you can launch your own recruitment business just like they did visit https://india.antalfranchising.com
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.