Sales Engineers Recruitment from India

October 31st, 2014 No comments

We have already covered in our past blog post about growing demand of sales engineers; in this blog post we would like to highlight how sales engineers from India are making a mark in international market.

 

Who is a Sales Engineer?

 

A sales engineer is a professional that combines technical knowledge with sales skills to provide advice and support on a range of engineering products to clients. A Sales Engineer is usually given a particular geographical area with mutually derived sales target that one has to achieve in that particular area. Hence, it is very important that sales engineers are self motivated and target driven individuals as in most cases they would be given complete freedom to choose how they work as long as they are able to achieve their targets.

 

Why Recruit Sales Engineers from India?

 

There are mainly 5 reasons why Sales Engineers from India are in high demand particularly from Middle East countries like Saudi Arabia, Oman, Kuwait and also in English speaking European countries:

High Technical Knowledge: Indian does usually have a high technical knowhow considering engineering is the most sought after branch after schooling in India. Further, there are many renowned engineering universities in India.

Cost Effectiveness:Considering a weaker Rupee (Indian Currency) than Middle East currency; Indians provide a more affordable alternative than Americans and English speaking European countries.

Socio-Cultural Factors: Being a diverse country; you will find a close resemblance between Indian culture in some places closely resembling that of Middle East places. Further, being a part of diverse country like India, Indians are more accommodative than citizens from other countries.

Ease with English Language: Indians are particularly good in English which comes in handy while dealing with international clients whose first language in English.

Ease of Recruitment: Getting a qualified and right candidate from India is far easier than from any other Asian countries. India has signed several labor treaties with most of the Middle East countries that have eased the process of hiring an Indian. Further, Indian government keeps a close watch on any fraudulent recruitment agencies in India and hence its quite difficult to be duped in India which is sometimes not the case among many other countries.

 

Job description of a sales engineer:

 

Following are some of the required skill set that a sales engineer should possess:

Relevant Experience in the required engineering domain: This is one of the foremost requirements. You most have the necessary experience in the engineering domain you would like to enter. With this experience clients are comfortable looking at your other skills as they are aware that you have been a part of the industry and can start early and need little or no training.

Good Communication Skills: Though it sounds old and have been mentioned in all the job description be it for any profile; however, for sales engineers this one factor could be the deciding factor. You need to have confidence in yourself and your skills because it shows when you would be interacting with clients and customers.

Street Smart: Now, sales is all about being smart and for those individuals who can think on their toes. One can easily cramp product details and engineering specifications in less than 3 months time. But being street smart is a different ball game you need to cultivate this skill and nourish it. This skill comes in handy when you need to win competitive sales, meet ever increasing revenue targets, suppress the competition and finally to come out as a winner.

Build Relationships: Building strong relationships goes more than closing a sales. It means you close sales where both the parties WIN. It means that you follow up with your clients to make sure what you have promised is being delivered and if not; helping this get what they have paid for. As its rightly said “You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.” – Patricia Fripp.

If you are an individual who has the above mentioned qualities and zeal to excel then we at MM Enterprises will help you get the right sales engineering job that would help you propel your career and if you are an organization who is looking to hire an energetic and number driver sales engineer from India then we have some of the best talent that India has to offer.

 

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Latest in the Recruitment World – August Updates

August 5th, 2014 No comments

recruitment-updates-header

 

We bring you the best updates from the recruitment world from around the world.

1. Why Managers and HR Don’t Get Along -> 

Have you ever noticed how ambivalent line managers are about the Human Resources function? On one hand, most of them want their HR people to be involved in key strategic decisions and on the other, they want to make sure that whatever they do is not perceived as an “HR program.  

Read the complete article here -> http://blogs.hbr.org/2014/07/why-managers-and-hr-dont-get-along/

2.  Startup Executives May Not Focus On HR, but It Plays Important Role

Two words can make a startup executive’s eyes glaze over faster than any others: human resources. Yet startups in particular need to be prepared for personnel crises that can upend the workplace.

Read the complete article here -> http://online.wsj.com/articles/startup-executives-may-not-focus-on-hr-but-it-plays-important-role-1405653826

3. Role of the HR to Maintain a Safe Environment at the Workplace
Workers spend a major part of their daily life, at least eight to ten hours of it, at their workplace. So, it is essential for them to get a safe and friendly working environment there. It not only helps the worker to be more committed to his job, but also contributes to the company’s overall productivity.

Read the complete article here -> http://news.yahoo.com/role-hr-maintain-safe-environment-workplace-195224505.html

4. What are the risks of ignoring your HR responsibilities?

I spoke to an owner of a small business the other day who told me that he never gets around to doing the HR (human resources) tasks for his staff, it always gets pushed down the priority list. His thinking was that, although he knew he had certain legal responsibilities, ‘nothing bad had happened yet’. Does that sound familiar?

Read the complete article here -> https://bdaily.co.uk/advice/30-07-2014/what-are-the-risks-of-ignoring-your-hr-responsibilities/

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Qatar preparing to host Soccer World Cup 2022

July 24th, 2014 No comments

Qatar-world-cup

 

With the terrific win of Germany in the current Soccer World Cup 2014 which were perfectly hosted by Brazil at a total cost of $11 Billion with many complaining about such a lavish expenditure for a developing country like Brazil. The next world cup of 2018 are being held in Russia that already has the necessary infrastructure inplace as its also hosting the 2016 world Oympics and have already set a budget of about  for the event.

Qatar on the contrary would be the first Arab country to host the Soccer world cup in the Year 2022 and had to overcome huge odds win the contract to host the cup. The biggest hindrance was its hot climate that can become really unbearable during the summers that is around June-July when World cup is normally held. The temperature during this time can rise upto 50 degree Celsius. To overcome this hindrance all the stadiums are to be temperature controlled and Qatar would be using other advance technology to over this odd.

Qatar is preparing on a massive $200 billion on soccer world of which around $140 billion is for transportation infrastructure like world class airport development, roads and rail network and about $20 billion in Tourism infrastructure. It is also investing big on solar energy to power its stadium cooling systems and has been recruiting in large numbers to help it complete its projects on time.

At MM Enterprises, we have been associated with Qatar for more than 20 Years in providing skilled and highly skilled manpower from India. We have been providing civil, electrical and other engineers for several companies in Qatar.

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What it takes to be a professional recruitment agency?

July 9th, 2014 No comments

professional recruitment india

 

A major disadvantage of a recruitment business is that anyone can start it without any qualification or experience and it’s true in India that most of the recruitment agencies are taking advantage of this factor as they promise to provide recruitment services from an unskilled labor to a company CEO! This has resulted in a lot of negative client experiences which has stained the image of recruitment industry in India as a whole. That is why it’s very important for employers to work with certified and experienced recruitment agency in India that has been in the recruitment business for a considerable time.

In recent Years, recruitment has become far more complicated and process oriented work where it takes more than matching a CV to a job description to find the right talent.  A professional recruitment agency and an experienced HR manager knows it through experience that a successful match is often because of constant interaction between the recruiter and the hiring manager where they can communicate and understand the candidates profile more intrinsically.

A professional recruitment agency understands that to thrive in this recruitment age one must build long term business relationships where one has to forgo short term benefits like transactional recruitment done without any prior knowledge about the industry. A professional recruitment agency hires consultants from the same industry it’s providing recruitment so that it can gauge more than what a candidate resume tells about the candidate and is of immense help to HR managers as recruitment agency has already screened basic technical knowledge and prior experience of the candidate by conducting a face to face interview of candidate with one of its recruitment consultants.

There is a common misconception that the sole role of a recruitment consultant is to match a resume with the job description provided by the HR manger. While, it is true that many recruitment agencies just do that and leave most of the time taking and cumbersome work to HR manger for shortlisting the candidates. However, a professional recruitment agency would go 2 to 3 steps further too screen the candidates further either by personal interview, background check and other techniques so that candidates screened by them are of good quality and it’s the candidate that matches the job description not his resume.

A professional recruitment agency charges competitive fees based on the services it offers. Because if a professional recruitment agency compromises on its fees then it would not be able to retain qualified recruitment consultants who can gauge candidates and hence hampering the quality of the services offered. In the long run, a nominal fee by a professional recruitment agency compensates for the money lost in HR manager time wastage, high attrition rates, failed background verification and other unnecessary cases.

A professional recruitment agency not only has a good quality database of candidates but also an updated database from various fields that it uses to source talented candidates. Apart from this, if it appears that a better candidate could be found then a professional recruitment agency also does a paid advertisement campaign for that particular position to source more candidates. Going a mile extra, is what differentiates a professional recruitment agency from a normal recruitment agency.

A professional recruitment agency offers more than a candidate to an HR manager it helps in saving time and costs by helping and most of the time completely taking over the entire recruitment process so that it can provide the right talent because of high quality database and advertisement campaigns it offers and further it acts as a consultant by offering industry insights and current salary trends so that you as an employer can make better recruitment forecasts.

If you are looking for a professional recruitment agency in India then MM Enterprises can help you. MM Enterprises is an Indian government authorized recruitment agency since 1994 and is a recruiter of choice of several fortune 500 companies from around the world.

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Improving Employee Engagement in your Organization

May 28th, 2014 No comments

As an HR manager you have just conducted a successful internal survey about “employee job satisfaction” and the results are pretty impressive.  Do these results mean that your manpower is committed to your organization and is willing to go extra mile? According to the recent research done in HR field, an employee job satisfaction is not the primary driver but it’s rather an employee “attitude towards commitment” towards the company goals which are inculcated as personal goals that ensures an overall positive employee and employer relationship. Now, the important question is how an organization can develop this “attitude towards commitment” in its employees. And this question is even more important these days’s with companies employing fever employees where they can’t afford to have an employee which is not totally engaged as it can have a drastic effect on the company’s business.

Advantages for an organization whose employees have a positive “attitude towards commitment” for an organization are:

  1. Employees are motivated to handle tough problems and have more resilience during tough times faced by organizations.
  2. Employees contribute more to the bottom line by encouraging other employees whereby increasing their engagement level.
  3. Organizations are able to weather difficult times with less difficulty compared to organizations which have less engagement centric manpower because of fewer turnovers.
  4. Overall profitability of the organization increases.

Now, what are some of the strategies that are being used by organizations to boost employee “attitude towards commitment”:

  1. Tailor engagement programs across various teams: Let your employees know how they are contributing towards to company’s success and how their work is interrelated across various teams by conducting engagement programs.
  2. Reward the performer: Many organizations have either a blanket reward system or a very rigid reward system where the difference between a top performer and under performer is a difference of 10% in the overall reward system. To effectively engage with your employee’s reward in proportion to their contribution to the company’s success.
  3. Stop segregating the work atmosphere: Segregation between status hierarchies within an organization creates a barrier and fosters a feeling of “we” and “them”, which is not fruitful for an organization.  Rather, there should be feeling that everyone’s commitment towards the organization matters.
  4. 4.       Invest in non-monetary incentives:  While monetary incentives do work. However, sometimes a custom and personal incentive can also work. Like, a coupon for “fitness membership” or “complimentary dinner” etc. These tend to foster a feeling of togetherness and can boost an employee commitment level. 
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