Published: Recruitment International, February 2011

Joseph Devasia, Managing Partner of Antal International Network added his thoughts on running a recruitment business in India:

How long have you been in the market?

I have been operating in the Indian market since Jan 2007 – four and a half years.

What obstacles did you face in the transition to working there?

When I returned to work in India, I had no existing relations or networks to draw support from, neither did I have any idea of how people in India behave in the business world. One thing that quickly became evident was time keeping, often a meeting would be arranged for a particular time, but was often not stuck to! However, once you get used to this it soon becomes quite normal, and something you factor in to your day to day activity. Recruitment fees in India are very low, and trying to increase fees is difficult. Read the rest of this entry »

Antal International is a leading business to business franchise where owners are channelling their professional business skills and experience by placing top professionals every day; generating thousands of placements a year, millions of pounds in placement fees and becoming recruitment industry leaders.

The Antal Recruitment Franchise supports professionals with a range of ambitions: from those who desire the flexibility and lifestyle of being a ‘one man band’, to those who have aspirations to build a profitable team and create a sustainable business that can be sold.

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From brushing up the traditional CV to a full embrace of online networking, especially LinkedIn, we look at how executives can boost their chances of landing a rewarding role in a steadily recovering jobs market

Although the jury is still out on just how influential LinkedIn is in helping recruiters discover unknowns (LinkedIn claims 25 per cent of FTSE-100 companies hire from it, but recruiters say the figure is five to 10 per cent), experts agree that tending to your online brand is essential. “It’s the minimum now to get a new job,” says Mitchell, “but also the minimum to keep an existing job, too.” It is unlikely, though not impossible, that being on LinkedIn will cause companies to cold-email directors with job offers. But if it does happen, Tony Goodwin, founder of recruiter Antal International, believes there is a key advantage. “Sending CVs to recruitment agencies explicitly says you’re looking for a new job, and this immediately devalues your worth in what is a buyer’s market. Being headhunted means you can command a 15 to 20 per cent salary premium, and online networks are a better way of saying you ‘might’ be available, but ‘you call me’ if you’re interested.”

Please read the rest of the article on Director magazine  web-site

BEIJING - Many makers of luxury brands that aggressively expanded in China in recent years are finding themselves caught up in a shortage of skilled management.

“Although there is a comparatively sound management talent supply channel for luxury brands in Beijing and Shanghai, the talent shortage in second- and third-tier cities is very serious,” said Zhao Wei, an executive recruitment consultant with Antal International.

In Beijing and Shanghai, the talent supply has matured because they are the key cities where luxury brands started to open stores in China.

In second- and third-tier cities such as Tianjin, Shenyang and Hangzhou, store managers selling luxury brands come from a variety of fields, including the hospitality and cosmetics sectors. It’s very hard to find the right people for this position, Zhao said.

Please read the rest of the article on China Daily web-site

Robert Maguire looks at recruitment trends in Singapore in 2010, and offers his predictions for growth in 2011

2010 - a good year for Singapore