Friday, April 18, 2014

Opportunity to share one’s learning as a ‘Returning Indian’

We spotted an Opportunity that feels more like your heart’s calling. Especially to those who intended to return to India, bring back their years of lessons and share a slice of global exposure to the next generation. Here is how it reads...

Job Title: Passion combined with years of earned wisdom.
Job Description: We invite brave youngsters who stepped outside India few decades ago and have grown into wise men and women. Are you one of them? If you are, we invite you to bring back insights gained over your stint at different organizations. Here is an opportunity to stay in your own country and serve it in a noble way. We invite you to share our campus, grow with us and make a difference for our nation. We welcome you.

Share your skills and knowledge in your field of expertise. Your job involves responsibilities like:
  • Shaping your country’s future citizens with relevant and up-to-date industry experience.
  • Making the best into better beings
  • Introducing discipline for perfection
  • Adding hope to the future of nation
  • Listening to virgin thoughts from youngsters
  • Mastering the art of re-learning
  • Mentoring dispassionately

Does this drive you to guess the job? If you were unable to guess it, but have been inspired to take up this job, then the description has achieved its objective. If you have guessed that this is something to do with teaching, then you already have it in you.

We will connect you to this institution, which is opening doors for three streams of education viz, Engineering, Management and Science. The institution is a vision being realized by a renowned company in India and is looking for faculty in these areas and for quality PhD candidates with teaching and/or industry experience. They are offering accommodation on campus with basic amenities. The campus holds a strong student base with CBSE background.

Monday, April 14, 2014

Employment is an agenda of every political party. What about EMPLOYABILITY?

Amidst the political chaos in India, citizens won’t miss to hear about employment in the agenda of political manifesto. Here is a word that political parties could use which may excite both recruiters and job seekers. More than employment, the long term need is employability that needs to be added to the agenda. Each candidate hired needs to add value to a company’s growth.

In 2013, ASSOCHAM had proposed inclusion of employability in the manifestos of political parties. This received attention from the Rajasthan State government which further worked towards introducing skill development programs and entrepreneurship education. It create a great turnover which should be stated as an example to the nation.

Why is this the need of the hour?

With fast changing technology, immediate entrance of Gen Z  and increase in restructuring of workforce; employability is the most alarming subject to be attended to.

Obsolete workforce: Obsolescence of workforce is an issue, discussed extensively, since the inception of the concept workforce productivity. Problem of obsolescence still persists with higher rate of change in technology and the higher rate of adaptability required by the existing workforce in learning and implementing the ever changing technology. Though workforce has moved towards increasing their learning curve, it is not proactive enough to seek the desired results. For instance, people in occupations like teaching, accounting, marketing and so on.  This is seen right from freshers to employees who need to adopt and apply them at work.

Gen Z round the corner: It is not just business organizations but also, political parties who are looking upto adding Gen Z into their target audience. Gen Z is promising pocket of audience both as customers and voters. Such importance is again largely connected to how tech savvy recruiters are and what political parties understand about the needs of Gen Z. Business organizations have to answer if they are ready for Gen Z before harping about employability. Political parties on the other hand, need to study if their agenda is strong enough to conduct inclusive activity with the next generation citizens to improve employability. Gen Z come with a DNA to adapt quickly to the changing trends with bigger learning curves. This needs to be capitalized. Value addition of this ilk in the roles of customers, employees and voters depends upon their employability skills.

Increasing restructuring: Here is another reason why, employability is most required. With many public limited companies in India making headlines for generating pink slips and introducing voluntary resignation schemes, it definitely calls for some thinking. Have the employees contributed enough for companies to grow and have the companies motivated and provided enough direction for their employees to showcase intrapreneurship. Increasing restructuring answers these questions.

These trends reinstate the focus required by business and political ecosystem, towards raising the degree of skill and emancipating unskilled literate rate through better employability. It is not just about better adaptability and learning curves but is about inculcating entrepreneurial thinking by stepping out of a mere employee role. This not only helps the employer in gaining profits but also enhances and build an employee’s personal wealth by creating the ability to create more employment.

Friday, April 04, 2014

How about ‘Relocating’ to India? Am I making the right decision?

Relocating to India may be an exciting thought to many of you who have been away from your extended family and home country. With promising headlines heralded over the news, it may seem all the more promising to make that move now. However, this decision does not just involve your impulsive mood but other factors which need to be a part of your decision making process.
The Options Executive Search (OES) team has identified a few key areas which need to be evaluated before making that international move.

Purpose of movement

That moment, when returning trends and moves made by peers, meet your impulse, you would experience a surge to discover job opportunities in India and migrate back to your home country. But then, pause for a moment. Is this an impulsive decision or do you really want to migrate?

We have recognized that such decisions are either driven by rational or emotional stimuli. Neither of them promise anything as long as they are made into logical and thought through decisions. This requires you to assess the context of ‘what is in it for you?’ of moving back to India.

Here is a chart that provides a list of crucial factors that need to be weighed while you decide upon moving back. Ensure that you include the needs of your family, career and your Self while making this move.

Indian context has changed drastically over the years and you may be astonished to know more than what you have read in the newspaper and rss feeds when you hear it from someone who is actually living in India.

Changing Indian landscape

Lifestyle and living: You need to be prepared to face the shift in lifestyle. Irrespective of world class healthcare and increased access to international education standards, you need to create a world of your own that is closest in resemblance to your current lifestyle. Locality of your residence, schooling, housing and medical facilities are some aspects that need to be discussed with your family. While you are at work, your family will experience and will have to interact the most with this part of the environment.

Culture: Many years of acceptance to the western style of living and thinking may create trouble when you have to settle back in India. Dressing, festival, societal norms are way different from what you had all these years. Traffic and neighborhood culture could be appealing or shocking in this land of extremities.

While you settle down with the Indian lifestyle and culture, you need to orient yourself to the tax structure, social security schemes and investment avenues. Most of all, we will throw some light on the salary structuring and income considerations as per Indian standards.

The Indian Income Tax Act, classifies income being sourced from salaries, house property, business profits and gains, capital gains and income from other sources. The flowchart below sourced from Overseas Indian Facilitation Center (OIFC) provides a snapshot of how salary is structured in India.

Having lived in a foreign country for many years and having climbed up the arduous career ladder, you will be waiting for that winning moment to settle back in your homeland. To evaluate how smart or not this plunge is you can get in touch with Mr.Achyut Menon at <> and discuss further about your professional career building opportunities and the road ahead.

Friday, March 21, 2014

Change the way you look for your next job!

After hearing this podcast hosted by Sheishindo, with Nick Corcodilos’s interview,one could not resist sharing  some inputs shared by him- focussing on the behavioural pattern of “why people don’t change jobs easily?”.

We agree and we echo these words of Nick Corcodilos

1.Who gets on-board effortlessly? If the job candidate is able to demonstrate skills that would promote an organization’s growth, such candidate is highly likely to be selected in any interview. Such persons end up getting an employment offer almost every time.

2.Approach to pursue a job: Instead of spending time on job portals, pick a company you look up to and identify alignment with their corporate goals and start exploring it deeply. Start working towards it passionately by meeting people associated with that company. These people could be investors, partners, employees, or consultants. While you build your network around the company, work towards providing a solution rather than asking for a job! It is more about relationship building than career building. Career growth would turn around to be a residue of good relationship building.

3.What stops people from changing careers and the recruiter’s role: A candidate needs to map his skill sets into a business plan and ensure that recruiting him is truly going to help the organization. HR departments look for industry jargon vs measuring the candidate’s true ability to contribute to the job, team and organization. Recruiters begin and end with a rigid litmus test or checklist.

Nick advocates ‘Library vacation’ to job seekers.

-Set aside three days from work and spend time researching!  Start reading deeper and deeper about that industry, identify companies and listen to influencers.

- Search for relevant job transitions into newer domains which would be completely your investment for which you take the risk.

- Strategic use of Linkedin. Instead of building a great amount of unknown virtual relationships, it is good to post a quality profile and forget about it. The universe returns!

Reference website:

Saturday, February 22, 2014

NRIs- The Non Returning Indians are trending towards ‘Now Returning Indians’

An infographic published by The Economics Times, titled “The Family Affair” has reflected a paradox which states how Family owned enterprises in India contribute to the business growth but fail to attract external talent into their organizations. Is this the beginning of an era of demise in ‘The Big Fat Indian Family Enterprises.’

The team at Options Executive Search has spotted this trend and shared a some takeaways for recruiters. There has been an increase in ‘returning Indians’ and the cause for this is setting forth a new path. Findings state that more and more Indians are either planning to come back or are on their way back to India to become entrepreneurs. This time it is not about coming back to settle for a top management job, but to set up a shop in their home country. To back these findings Venture capitalists and investors those who are spinning the enterprise story acknowledge this revised trend of NRIs.

Recruitment and Now Returning Indians

Internal referral systems and recruitment of employees within the same family worked well for these traditional enterprises to withhold corporate integrity, but it did not prove to be a sustainable act. This has probably shifted the mindset of one-third of family run businesses to pass ownership to next generation non-family management employees to run the relay in the corporate world.
While there are some obvious reasons for such a shift, such as family and ownership conflicts, bureaucratic work culture and limited access to private capital the much amusing reason in inability to attract and retain smart talent to steer their business engines.

Young Indian talent who otherwise would seek for employment in the family dominant enterprises in India have started to choose a self-made path of entrepreneurship. The irony is that the Indian Private Equity markets are welcoming this trend versus a family drive business models with chunky consortium behind them.

Take away for recruiters

For those recruiters who have focused all these years in placing Indian talent back in India in high positions may now have to start recruiting talent for these aspiring entrepreneurs. Recruiters have to gear towards the big ‘One billion entrepreneur’ vision not only for those who want start something on their own but also those who want lead and spearhead MNCs established on the terrain of this subcontinent.
Share your thoughts on how would you respond or shift to accommodate this trend for the new generation.


Thursday, February 20, 2014

Prepare the pulse of 2014 with what Executives felt in 2013

“How is your career and job this year?” has been the trigger to get a sense of what executive managers actually feel about their jobs. We gathered some interesting trends and forecasts for the year 2013 which spelt out the pulse of career planning and intent of top managers towards career succession. Over 1300 executives across India have contributed to these findings. 

Measuring the emotional quotient

In March 2013, career seekers who were looking for a change in job shared their pulse of for the year ahead. 34% of these senior level managers felt that “their jobs could have been better” and only 7% of them were “extremely happy with their jobs.” 43% of them have also expressed that they would tend to walk out of their current organizations if they do not have promising compensation and benefits to them. Ability to grow and work satisfaction were other two prime motivators for them quit their jobs. When it came to making a decision to stick on with the current job, respondents weighed work satisfaction, work and family culture almost equally as a reason to stay back.

Career building and succession planning

For 2013, respondents defined career growth as ‘moving to other roles/functions/positions within an organization’ and shied away from including pay hike in this new definition. This year also saw a shift in methods used to enhance one’s career within their organization. Managers started to focus on achieving KRAs to promote their career. 

Over half of these managers of also provided track record of being self-managers in climbing up the ladder. They have used little external assistance and secondary information to boost their career plans. These managers believe that people need to spend considerable amount of time and energy to plan their road ahead in building their career. However the gloomy side to this is that alumni networks have remained dormant while these groups are filled with great potential to help their clan towards career growth.

65% of these respondents welcomed continuous professional development (CPD) in the form of resume updates, training and career counseling. This number can be justified to learn that over 70% of them were either shifting their jobs or were going move into a new job very soon.

Road Ahead
In 2013, executives wanted to have a strong presence on job sites like Naukri, Monster and Head Honchos and also were keen on networking with HR consultants. The surprise element that remains unanswered for this year is how these managers are adopting the trending social tools to be hired and identified by top recruiters.

We would love to hear your opinion and predictions for the year 2014 and trends you may want to site out of your experience. To be a part of this year's survey tweet @optionsindia with a line '#2014HRsurvey by Options Executive Search'.

Wednesday, January 22, 2014

Social Media Recruitment: How to use Linkedin?

This is a purely professional network and does not need in depth introduction about its value addition to job seekers like you. It has a well rounded ecosystem equipped with niche groups, company pages and professional profiles.

The basic prerequisites for you to get started are:

  • ·       Create a Linkedin account and update it with the necessary and up-to-date professional information about yourself.
  • ·       Connect with your alumni, college faculty, ex-colleagues, employers, current colleagues and other professional network.
  • ·       Update your profile with websites, blogs, industry associations and groups that you are actively involved with.

What else could be done using Linkedin?
Identify three most relevant groups which help you with your industry and career learning. The hidden fact in such participation is that, most smart recruiters hang around such groups to identify talent.

Alert Linkedin about the jobs you would be interested in.Linkedin Jobs alert you when companies are looking for talent through their job boards on Linkedin. Listen to webinar announcements. Linkedin is a hub of niche and professional online activity, where different professional bodies host their presence and increase engagement through free online webinars. These webinars congregate individuals with similar interests and you may find senior management from your dream companies being a part of such meetings.

Use Advanced Search. An underused search feature on Linkedin is the ‘Advanced Search’. Some senior recruiters choose to keep the vacancies away from advertisement and hence state silently about the vacancies. They look forward to connect with people who search genuinely for jobs like theirs and get in touch with them.

Participate in relevant Surveys. Surveys are not only published to conduct research but also with secondary objectives such as identifying right talent. When you share your perspective and knowledge through surveys they help you be found by the right people.