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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.

Categories: HR consultant Tags:

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.

Categories: Recruitment Tips Tags:

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. 
Categories: HR consultant Tags:

Right Salary Expectation for Overseas Placements

April 3rd, 2014 No comments

With more than 20 Years of experience in providing international placements to Indian Jobseekers by MM Enterprises, we are currently seeing an increasing trend where candidates have salary expectation from overseas placements that far exceed the market expectations.  We conducted an internal survey of 450 job seekers who are looking for overseas placements and more than 55% quoted a salary hike of three times more than their present salary and another 20% quoted a salary hike of more than four times their present salary. From our experience, these candidates have raised their hopes than what the market prescribes especially for Middle East and Europe.

To decide what the right expected salary is for candidates for overseas placements, please keep the following factors in mind:

  1. Country where you would be working:  Based on the country you would be working; hugely impacts your salary expectations. For example, currently one is expected to get double his current salary in Middle East but if you are working in Germany this could be three times your current salary
  2. Safety of Job: Countries those are currently instable like Afghanistan or Syria can offer you a better salary than safer countries like Jordan or UAE. At MM Enterprises, we do not encourage candidates to be placed in instable countries considering the risks involved.
  3. Expertise: Most European countries look for highly expertise manpower from India and if you believe that you have the right qualification and experience then you can expect a higher salary. If that is not the case, then companies are offering salaries that are still much more lucrative then offered in India.  
  4.  Saving/Expenses Considerations: Candidates should always calculate their savings and expenses while working overseas to that working in India and then derive at a meaningful salary expectation. Generally, your savings would be far greater from overseas employment than in India.
  5. Currency you would be paid: It is important to know the currency in which you are going to be paid in. Most of the companies pay in the currency where you are located but if you are job takes you to various places then it’s always a good idea to know the currency that you would paid. The stronger the currency in International market the more you get in hand compared to your current Indian salary.
  6. Compensation Details: Another important factor the candidates should always check is is there any other compensation that is being provided like housing, food, utility bills etc. If that is the case then it greatly impacts your overseas expenditure and you should calculate your expected salary accordingly.

Apart from the salary considerations, candidates should also note the following suggestions before finalization on their overseas placement:

  1. Make your Mind: Candidates should first check why they need overseas placements and then should be firm with their decision.
  2. Discuss with your Family: Working in a different country not only impacts you in a big way but it also affects your family. So discuss this aspect in detail with them and take their blessings before making your decision final.
  3. Company Credentials: While finalizing on any company do a complete research on the company, like company profile, history, product, job location, country, currency, work environment etc.
  4. VISA Process: Acquiring a visa is a time taking process and a matter of financial investment on client’s part and normally it takes upto 2 months to get a VISA. If candidates have any doubts regarding their employment it should be conveyed before the VISA initialization process as last minute cancellation is a complete loss for not only clients investment but also time as the recruitment process would start from the scratch once again. So candidates need to be 100% certain about their overseas employment.
  5. Documentations: Make sure all your documents are in place and make sure that you also have any additional documents required by the company. This helps in making the complete process easy and hassle free as both you and the company are investing their time to make it work.

If you are a candidate looking for international placements, then please send us your resume at resume@mmenterprises.co.in and if you are an organization looking for recruitment from India then please submit your query or write to us at info@mmenterprises.co.in

Categories: Recruitment Tips Tags:

Hiring Top Professionals from India

March 28th, 2014 No comments

Regardless of the economy, the top performing professionals in any given domain are always in demand.  However, considering their capabilities they are mostly employed by some organization and generally are not looking for new opportunities. Hence, to gauge these performers and then to approach them professionally with a new and better job opportunity can only be done by a recruitment agency who has some experience and expertise in the recruitment business.

Every organization wants high performers as they have a better ROI and our self motivated; so they need little attention to help them attain their professional goals and the goals of the organization. Top performers can single handedly achieve more than thrice of a normal performer and in this age of cut throat competition they inevitably are the differentiating factor between the success of an organization.

If high performing professionals are so much in demand that the companies they are associated with do their best to engage with them and retain them so that they perform for them and not their competitors. There are various incentives and perks that are offered to high performing employees of the company to gain their trust and prevent them from leaving an organization. However, monetary benefits are not the only factor that appeals to employees and especially to top professionals. Hence, a recruitment consultant should know a top performing players motivation factors to help him seek better options that matches his ambitions and requirements to that of a potential organization.

With more than 20 Years of experience in recruitment domain we can confidently say that top driving factor that a top performers looks for an organization is the “Confidence in Organization’s Future” and a top performer aligns his professionals goals to that of the organization’s goals if he truly believes in the success of the organization or the work that he is doing. It’s important for a top performer to know his place in the scheme of things and how he/she plays a critical path in the success of the organization.

Top performers, second most important factor to continue to work with an organization is that which supports “work/life balance”. An organization that supports and encourages work/life balance makes it easier for top performers to stay engaged and they are able to perform much better when at work.  There are many ways organizations can balancing these competing demands, for example; work from home when needed; providing accommodation near the office to minimize travel time or offering flexible timings. It’s important for an organization to know what appeals to the top performer and how it can help him/her focused on his/her work.

Another important factor that is important in attracting top performers to international assignments is Safety. Safety is a critical aspect either while working at a construction site or at an office. However, this aspect takes more importance of international placements as one tends to move away from his/her comfort zone provided by being in the native country. Hence, top performers are more confident and engaged while working with an organization that makes safety a priority.

An experienced and talented recruitment consultant can help not only identify top performers in a domain but can also relate to the factors that drive top performers to align their goals with that of an organization that can provide them a better alternative to their existing organization. By doing this, a recruiter is not only helping an organization find the top talent available but is also contributing to the career growth of the employee also by providing him better opportunities to showcase his talent.

If you are an organization looking for top professionals from India then we at MM Enterprises can help you find the right talent for your organization.

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