Thursday. 27th August 2015
Please find below an introductory word from Doug Bugie, President of the Antal Network. This note was sent to
the Antal Support Team, the Operations board and the Franchise Advisory Council. We thought you would like to
see it.
“Dear Team
I know I'm throwing a lot at you; you are all working flat out - the price of our increasing success! Just be glad I
am 'out of your lives' during about half your working days, or better, not right there with you!!
That would be something! It has been a pretty crazy pace these days for all of us. It's hard but vital, worthy
work.
We have an amazing team all over the world and I include all at HQ, Ash, Lisa, Sophia and Constanze, Joe, Gina,
Shinu and Jheel. I include Nancy too, she carries a large burden selflessly. India is leading the charge in many
ways! We now have Nizar in the Gulf weighing in too and a good number of experienced Franchisees really
stepping up to pitch in with referrals and support. All of you are continuously helping one another and literally
willing Antal to get better. The FAC is doing the right thing, challenging us with ideas and constructive
improvement. I want you to know I really appreciate it and... It is working!
There is a lot of action with the Key Account Management groups, combing Company Owned with AIN. Great stuff.
We are optimistic about moving ahead, adding new owners, energy and ideas. Our culture of caring about
owners' success lives on.
Thank you!”
Contents
Welcome to our new Owners
Top Performers
Client terms of business
Great team work
KAM update
Awards
IT updates
AGS18
How to build an exceptional team
Training Updates
Marketing updates and India Newsletter
Anniversaries
PR Coverage
2 minute recruiter Tips
Charities
IWelcome to our New Owners
UK & Pakistan
Welcome to Nausherwan Akram & Muhammad Akram Malik
We are very pleased to announce that we have opened two new
offices located in the UK and Pakistan.
th
On the week of the 13 July, our franchise team ran a
comprehensive induction programme for the new Managing
Partners Nausherwan and Malik as well as their recruiters Irfan
and Salman to expand the Antal services within the IT and
Engineering sectors.
Profile Summaries:
Naush and Muhammad are father / son and have joined hands in order to set-up their businesses in the UK and
Pakistan. In order to support the business, Muhammad has also hired his two sons Irfan and Salman who will be
the first of, we are sure, a very powerful team of recruiters.
Naush brings with him more than 14 years of experience in a variety of global roles in areas
including strategy, marketing, business development, business/lean transformation, process
improvement, working capital improvement, customer experience, change management,
engineering and project/programme delivery. He has led a number of strategic initiatives,
managed multiple and cross-functional teams and achieved breakthrough results for global
industrial companies including ESAB (part of US-listed group Colfax Corp) and Alstom. This
has earned him a reputation of being a “trusted adviser” for the CEO and the Executive
team, able to “make things happen” and an inspirational coach/mentor for his fellow
associates. Naush has an MBA from Ashridge Business School and BEng (Electronics) with
first class honours from the University of Hull. He was an elected member of the Ashridge Alumni Council (20092012), responsible for membership strategy and hosting alumni events.
Malik has an illustrious career spanning over 30 years in the petrochemicals and Chemicals
industries, where he worked in senior technical and corporate roles in major multinationals
including ICI, Exxon Chemicals and BP (formerly Union Texas Inc) in Pakistan. Malik started
his career from National Refinery in Pakistan, had a successful stint at BP working as
senior manager for their oil and gas operations in Badin before being hunted to work in ICI
Pakistan for senior management roles. There he set up ICI's Polyester Fibre and Soda Ash
expansion projects in an unprecedented time frame and under budgets. Malik had an
accelerated career progression within ICI where he had the opportunity to successfully
manage manufacturing operations as Works Manager and then finally promoted as the
General Manager, Corporate Technical and Engineering, reporting directly to CEO and the
Executive Board of ICI Pakistan. Malik was the chief architect responsible for bringing about ICI’s successful joint
venture partnerships with leading power and automation technology groups including ABB. After an early
retirement from ICI, Malik worked as business consultant operating from the UK providing services to a number
multinational and the corporate clients based in the UK, Middle East and Pakistan.
We are confident that their high levels of enthusiasm, commitment and professionalism combined with our Antal
model will be absolute dynamite. We warmly welcome this vibrant duo and their team to the Antal family and
wish them every success.
You can contact them via their Microsites:
 http://www.antal.com/office/ansi-uk/188
 http://www.antal.com/office/ansi-pakistan/189
Panama
We are very proud to welcome
their Antal office in Panama.
Kevin Escobar and Eysa Reyes who will open
th
They had their induction class in Miami on the 17 August and Doug did flight
over especially for them to train them on how to become a professional recruiter.
Forging new territories and carving new markets is a key strength of Antal
International. In keeping with our philosophy of international exploration and
expansion we are delighted to welcome on board our new office in Panama.
This new Antal office will be led by two individuals who have outstanding
reputations within their industries.
Kevin Escobar has over 10 years in senior management positions within the telecoms industry with a strong track
record of performance in turnaround and high paced organizations, experience in sales operation, P&L oversight,
new business products, and marketing. Kevin is a natural people person and his enthusiasm and leadership skills
are evident in the way he conducts his business. He will be working closely with candidates and clients in the
Panama region to find innovative solutions to recruitment demands.
Working alongside Kevin is the dynamic and highly driven Eysa Reyes, who has an
impressive legacy as a leader in the financial industry. Eysa is able to provide expertise
and consulting to project managers in the process of project management and in the
softer skills of team dynamics, team building and group motivation. She has extensive
expertise in accounting & financial systems, and current managerial administrative
processes consistent with corporate policies and internal controls.
A formidable duet, a prime location and our international brand – we are excited about
the future success that this new office and the region as a whole will deliver.
India
Welcome to Rajesh Shankar has opened his office in Bangalore, Indiranagar. Rajesh is a
seasoned mechanical engineer with a MBA in Operations Control. He is a certified PMP with
over 17 years of hands on experience in Product Design, Program Management, Account
Management and Business Planning in the engineering services industry.
Rajesh has worked on-site with industry majors in the Automotive, Rail, Aerospace and Heavy
engineering sectors. Engineering clients can therefore be guaranteed to receive the best
services with unparalleled industry knowhow, skills and contacts.
Contact details:
http://www.antal.com/office/indira-nagar-bangalore/187
[email protected]
Sanjeev Kothari launched Antal’s first office in Kolkata and East India. Sanjeev graduated
from University of Calcutta with a degree in Commerce. His Office in Kolkata will focus on IT &
Hospitality. He plays a critical part in his skill development training and placement institute
named, Orion Edutech Pvt. Ltd, an NSDC partnered company and a member of CII, FICCI & TiE.
Sanjeev is also the Director for Brainvalley Solutions Pvt. Ltd., a subsidiary of Orion Edutech.
Brainvalley is an online assessment and certification portal that has assessed more than 3
million students.
Contact details:
http://www.antal.com/office/kolkata-india/186
[email protected]
Naresh Sharma opened the third new office in India in Jaipur and is a Supply Chain
Management professional with more than 22 years of experience in handling pan India supply
chain and warehousing functions of leading Corporates and in the Indian Army Logistics. After
more than two decades of successful journey in the Indian Army, Naresh decided to venture
into the corporate world after taking voluntary retirement as a Colonel. It was his passion,
confidence and skill sets which drove him to tread the unchartered grounds.
Naresh Sharma has been actively engaged in providing Logistics Consultancy services to hospital chains and has
been instrumental in achieving lean inventory holding, process optimization and resultant savings. Having
extensive network in Supply Chain and Logistics industry, he is adept in working with people from culturally
diverse backgrounds.
Contact details:
http://www.antal.com/office/jaipur-india/185
[email protected]
Contents↑
New Office Directory
You can use this directory to find offices that work the same sector and
discipline – print this off and keep it by your phone. A new directory is
available on the Antal intranet.
Contents↑
Top Performers / Office News Globally
South Africa
Well done to our Johannesburg Office!!!
They had a record breaking month in July with 9 placements and R774,750 the biggest monthly figure to date for
this office!
Bulgaria
Congratulations to our colleagues in the office in Bulgaria who have recently earned the
certificate for a "Loyal company" from a certification company in Bulgaria.
Contents↑
Client Terms of Business
Did you read and implement the new shortened client terms?
Terms of business:
Experience has shown there is a global trend to simplify the
relationship between clients and suppliers and to move away from
cumbersome agreements.
Those recruitment organisations who can demonstrate a simpler
way to do business actually see a commercial advantage. It was
felt that the existing Antal terms were too long and over
complicated. We reviewed these with our lawyer, the FAC and the
Ops Board and recommend the new shortened terms to be used
from now onwards.
We understand that you will make adjustments to suit the agreements you reach with your clients and to take
into account any local variations.
Please review the terms and send us your thoughts, particularly why you should not shift to these or a variation
(many have already). This is important as we would not want confusion, where there are multiple offices a
country or a client getting contracts from Antal which were completely different, especially when we are doing
an increasing amount of multi-national business - quite literally, we need to be on the same page.
Contents↑
KAM update
“Since early 2015, we have been trialing small groups of people to discuss ways to develop Key Accounts in
industry sectors, the groups have met in some cases 6+ times and are have identified and are approaching key
clients across their industry. An outcome from 2 groups has been industry specific presentations which
showcases Antal’s Global delivery skills. Please feel free to review these presentations on the intranet and
engage with Ashleigh Fitzgerald and the leader of the groups if you would like to input. Thank you to all the
leaders of the groups who have given freely of their time to channel our attention onto key clients.
Ashleigh Fitzgerald, Operations Director: “An example of the true power of the Antal Network.“
Contents↑
Awards & Recognition
Global Recruiter Awards
Antal scooped the Best Use of Social Media Award on
th
Thursday 25 June for outstanding performance in social
media marketing.
The Global Recruiter UK Industry Awards are judged by a
team of experts drawn from the industry itself. The
awards are free to enter which creates a level playing
field for all recruiters and recruitment companies.
The Best Use of Social Media category was aiming at the
most effective targeting and engaging with new
candidate communities. Antal impressed the judges with
their comprehensive and international use of social media
channels. Antal delivered impressive statistics across the
board and have used social media to improve the
experience of clients, candidates and internal staff.
Sophia Benzina said the award meant a lot to the business:
“This shows the strength of our in-house marketing team and what can be achieved with creative thinking and
good use of the latest technologies. Social Media marketing plays a big role in our recruiting and brand
development strategies. We want to thank everyone within our international network, especially our colleagues
and partners who have been loyal to the brand”.
Tony Goodwin says:
“This is a special award because it is the first time Global Recruiter has offered this category. This means we could
not have worked towards trying to win it since it never existed before. What this clearly demonstrates is Antal's
ability to take up the challenges offered by social and new media and communicate with our target audience on
an informed, interesting and relevant way. We still acknowledge that traditional personal contact is vital in the
performance of our role as professional recruiters whilst simultaneously embracing technological innovation”.
Doug Bugie added:
“Wow! I'd like to make it clear about the height of this achievement. The UK is far and
away the most competitive recruitment market in the world, far more even than the USA.
The fact that won Best Use of Social Media category at a major gala annual
industry event is nothing less than an amazing achievement!
For example there are 173k recruiters alone who are on LinkedIn in the UK (in comparison
18k in Germany, a huge market), 10,000 recruitment companies and something like 50
publicly traded entities, including some which are top ten globally in size --we're talking
many BILLIONS $$ in revenue. There are at least 5 major publications that follow only the
recruitment industry. There is one in the USA. In most countries there are none. The UK
industry is the toughest one to compete in the world.
And remember Social Media is global, not UK centric in nature. We all benefit from this. MRI, with 600 franchised
offices (and at its peak 1$ Billion in fees annually, not so now) has 3000 LinkedIn followers globally. Antal has
97000. To win this award and to have in the past been named best international recruitment organization at this
event cannot be understated or underestimated.
It is nothing short of incredible.
Stand up - with your clients, candidates and peers. Use your own groups. Be proud of who we are and
who you are together and what creativity and sheer hard work has been delivered by our IT and Public
Relations Teams in London and all over the world to win something like this.”
Antal awarded Best Executive Recruitment Company 2015 by Focus magazine
in Germany
The renowned News magazine FOCUS has awarded Antal International with the title “Top
Personaldienstleister/Best Executive Recruitment Company 2015″ in Germany for the first
time.
Together with XING, over 1.200 employees in the recruitment sector such as line managers have been surveyed
on different criteria such as quality of collaboration, selection of candidates, and price/ performance ratio. In
addition, over 2.000 candidates have also been interviewed (on quality of selection of job offers, communication
during the placement process, and general quality of service).
The special edition of FOCUS magazine can be obtained here: https://focusabo.de/focus-spezial-gehalt-karriere-2015/
Over the past 15 years, our offices across Germany have made more than 1000
placements and have stood the test of time with national and international coverage.
We have had impact on companies and candidates which is real and long-standing.
Germany is the largest economy in Europe, many say it is the ‘engine’ of Europe and
a difficult market to enter and to stand out in as there are easily 1500 executive
recruitment businesses in Germany. This ranking puts Antal in the top 3%. The whole
Antal International Network takes pride in this singular achievement where we
ranked at the top not only with German leaders but world leaders in our industry.
Thanks everyone and well done Antal Germany!
Contents↑
IT Updates
During June-July, the IT Department has been busy running one of its biggest IT
upgrade projects for many years to one of their most critical applications where they
had to upgrade 10 Global Email Servers, 600 user mail files and 150 email in Databases
to the latest version of Lotus Domino Version 9.
The technical Support team says:
“I am happy to say that we have now completed the most critical and risky element of
the project with very little impact to the business and users across the world. This could
only be managed because this work was carried out over the weekends and evenings.
Over the coming months we will be upgrading all the desktop email clients for all the Company Owned pc's to the
newer version of Lotus Notes V9, unfortunately this will cause some disruption to the users because we will have
to connect to the users pc's and install the new version of Lotus Notes V9, but will try to keep this to a minimal.”
Tony Goodwin adds:
“Thanks to you and the team, Rakesh, we can all breathe normally without thinking about it - I mean this quite
literally as this is how important your work and this project is to our business: like the human respiratory system.
We all depend upon it for business life, it is vital; and yet take it for grant and notice it or complain about it when
it goes wrong or we cough and splutter and have to go to the doctor. Thanks Raks, Gary, Rob, Samirah and all you
back room team that make placing good people into good jobs so much easier for us to do. Well done &
congratulations for a job brilliantly implemented, executed and delivered.”
Contents↑
Launch of the Antal Global Snapshot 18
With the launch of the AGS18, we are pleased to see some really good results for the first week.
Please remember that by making these calls you are not only doing the survey but also making a client
development call.
Doug adds
“In my view every recruiter should make a minimum of 100 calls to contribute to this.”
India
2025
Poland
763
Germany
107
Czech Republic
82
United States of America
64
Slovakia
61
United Arab Emirates
55
Italy
46
Bulgaria
40
United Kingdom
36
South Africa
20
Singapore
18
Saudi Arabia
14
Philippines
11
Spain
10
Overall: 3,554
responses.
Target: 10,000 responses.
Thank you everyone who is contributing and special thanks to all Antal Indian offices.
2,025 responses within first 10 days is an absolute record!!! Well done! Please share your success stories and any
new clients gained out of this project.
Reminder: to get your country featured we need no less than 200 responses. To get sectors featured within your
country we need no less than 100 responses per sector.
Of course, there are hundreds of new releases we achieve in all forms of Media and the credibility which proves
Antal globally. This is the largest and increasing best known survey of its type done globally and we encourage
you in the strongest possible way to do your part and be a part of it. Don't leave this valuable work to others
and don't miss out on the business building opportunity the Antal Global Snapshot provides for you.
Please click here to read the step-by-step guide on how to use AGS as a business development tool.
The survey links can be found here >> http://intranet.antal.com/index.php/resources/survey-links
The results links can be found here >> http://intranet.antal.com/index.php/resources/survey-results
Contents↑
How to build an exceptional recruitment team
Tony Goodwin shares a frank and meaningful insight into recruiting your team members in
this engaging video. You will have to agree that Tony is very passionate and enthusiastic
about Antal and this video is a window into a senior management meeting which you can have
in your own office. That is the beauty of such technology; we can all be in the room.
The message being - hire non experienced people and train them the Antal way and you will
get better results.
Do watch the video and share your feedback with Tony, he will appreciate that.
https://www.youtube.com/watch?v=MicQ6QmnFyI
Doug adds
“This approach to hiring and developing people has been proven countless times in the last 2 decades around the
world, this is a hall mark video!”
Contents↑
Training updates
Training:
This 180 rotation is now finished and we would like to take this chance thank
advice and time she has given us with this training delivery.
Shinu Javed for the support,
Tony Goodwin adds: “We are building a quality organisation in India
built upon quality people.”
Shinu adds: “Thank you for your kind words, it has been a great
learning experience for me as well. I feel happy to see many familiar
names dialling in to the sessions, and I hope that you have carried some
insights to work better at the desks. You have been very patient with my
travel schedules and some disruptions with technology and I am very
glad that we have come to today, where we will have the last session
delivered for the rotation. Most days I feel humbled to be sitting in my
home office in a non-metro city and reaching out to the world.
I am reviewing the existing modules and trying to incorporate newer insights and perspectives, so it reflects our
constantly evolving work. I do look forwards to your feedback, it would definitely help in review of content. In
India (in the old times), at the end of a learning period, the students were required to give to the teacher, Guru
Dakshina – a fee. Your Guru Dakshina is your feedback. Please click on the link and let us know how we can
improve.”
Below if an overview of all training classes to come, mark your calendar and email Ashleigh or Constanze if you
wish to attend any of these classes, the Green ones being the 180 modules managed by Shinu and the yellow
ones being NLE traing classes.
Contents↑
ANTAL NLE TV Tips
The NLE series continues and you will find the excerpts below are very helpful,
you should look at these to see how substantive and informative the Antal NLE
program is.
Prospect Sourcing & Turning the Extra Corner
In Eric Dickerson’s presentation, he shares some of the
biggest lessons learned from his decades of search
experience including how to remain true to your
recruiting specialty, how to conduct face-to-face new
client meetings that produce searches, how to secure
and expand retained search engagements, and much
more.
Watch "Big Biller" by Eric Dickerson to learn more.
In his presentation, Sean Rigsby reveals some of the
keys to success in recruitment including working an
efficient desk, brand building, and using time-saving
applications and templates to work faster and smarter.
Watch "Big Biller" by Sean Rigsby to learn more.
Contents↑
Marketing updates & India Newsletter
Personalised Salary Surveys
We wanted to share with you a Salary Survey conducted by
and prepared with the help of
Salvatore Fernandez
Sophia Benzina.
Click here to view the report
Salvatore is working solo and didn't have much time or resources for his own
marketing. He also could not use the Antal Global Snapshot report as it didn't cover
his niche market - hospitality.
This report is an example of what every office can succeed in. Salvatore had all the
necessary data for his report in his CRM system (Recruit Studio) - if you log the
salary, benefits, etc in your CRM on regular basis you can easily gather this
information.
Here at HQ we will use your data & content and create a similar attractive design.
Please get in touch with us and let's plan your marketing!
Salvatore adds:
“I must recognize the tremendous work & efforts from Sophia & Sam great team work. We've already had a
mention about the report on the Big Hospitality magazine and they're asking for a further involvement on other
recruiting issues!!”
India Newsletter
The India Newsletter is available on the intranet:
New Images & Posters to download
Please read this with care, you can use these images to be more effective when you are conducting your
business via telephone conference or in person.
Our “Matrix Portfolio Management” system, a powerful combination giving us a unique overview of your market,
has recently been re-branded by Constanze & Sam. Everyone can download the high resolution (for print) from
intranet here >> http://bit.ly/1Hwj4eL
This MPM system was conceived and designed by Antal in 1997 and we encourage our offices to share the post
(direct link: http://bit.ly/1HzOdvs) and also print the high resolution poster for your own office. We can also
translate the poster into your local languages - please let Sophia Benzina know!
By the way we also have high resolution posters of 4-Way Methodology, Antal Values and other branded
materials here >> http://intranet.antal.com/index.php/resources/marketing/marketing-material
If you are experiencing troubles in accessing the intranet please contact [email protected]
Contents↑
Antal Anniversaries
A special mention for Nizar Lalani for his 10 year Anniversary
Tony Goodwin and Nizar Lalani would like to thank the Dubai Team for their
hard work, dedication, sincerity and loyalty for Antal over the past 10 years which
has brought Antal UAE to where it is today. This wouldn’t have been possible
without each and every member of the team – Both Tony and Nizar would like to
express their gratitude for the wonderful work all the team has done in the past 10
years and sincerely hope that they all have enjoyed their Antal journey so far.
Nizar says:
“What could have been a better way of celebrating our 10th anniversary than by
making highest number of placements in May resulting in highest sales this month in
the history of Antal UAE. This month we are set to surpass our previous highest sales
in the 10 year history of Antal in UAE. Well done Team!!”
Tony adds:
“Nizar makes a strong case here and I want to endorse his thanks wholeheartedly. Great businesses are built on
great people. Thank you.
I want to add that we have tremendous plans to make your business even more successful over the next few years
by expanding rapidly through specialist disciplines and building a forceful office and recruitment powerhouse in
UAE.
Newly qualified, quality volume, specialist divisions hiring graduates for us based on your experience to manage,
mentor and build them into placement focussed, quality volume machines.
They will be respected for their ruthless efficiency at finding the right jobs for newly qualified candidates fast.
Here's to the future of Antal Dubai/UAE you all have great opportunities ahead.”
Another special mention for Jim Foster for his 12 year Anniversary
Congratulations to
Jim Foster, Owner in the UK, who has celebrated his 12 years in the Antal Network!
Jim says:
“Yes 12 years have flown by. I can't say it's been an easy road so far but it's been an interesting one and
challenging and still a way to go yet.
My overall goal is still to build something of value, not necessarily to sell but just to say I achieved something.
I am not really sure how long I really want to keep doing what I am doing but can't see any reason to stop yet and
the objective is to get the business running and managed without me.
So I’m looking forward to the next few years to see what we can achieve.“
Doug Bugie adds:
“Is it another huge anniversary? WOW!! Glad
to see and hear you are forging ahead.
Congrats--big time--to you both...and Jim is
on roll hiring and growing his business! An
inspiration to us all!
Jim would be the first to tell you that his
wife-life mate-partner, Linda, has been a
crucial part of his success. He will also tell
you it isn't easy, can be downright tough, but
he never quits, never stop (Oh he has fun
too!!) and keep his eyes, mind and heart in
the forward direction.
Cheers, Jim and Linda, the most tenured
franchise Owners in Antal!”
June
Ludovic Massuel, Nagesh Joshi, Avinash Shahane, Funmi WaleAdegbite, Régis Lhomme and George Mathers on their Antal anniversary! Throughout the years we have
We extend our best wishes to
enjoyed your dedication and enthusiasm.
Avinash Shahane has been with us for 3 years, Nagesh Joshi for 5 years &
Ludovic Massuel just celebrated his 8 Year Anniversary!
Régis and George have both been with us 2 years & Funmi just celebrated
her 8 Year Anniversary!
Keep up the good work and we wish you all success in the years to come.
Best Wishes to you all on your Anniversary with Antal. We appreciate
everything you do!
July
Andrew Warburton, Hemant Kale, Ma'en Alnsoor, Max
Mistry, Richard Adam, Russ Klinger, Salvatore Fernandez, Shaji Hassan & Sivakumar
Sundaram.
We wanted to send a special message to
We wish them a very happy Antal Anniversary.
Max, Richard and Salvatore have been with us 6 years, Sivakumar & Hemant for 2 years, Ma'en, Andrew & Shaji
for 1 year & Russ just celebrated his 7 Year Anniversary!
Tony Goodwin says:
“I have to say that's an impressive list of anniversaries and an even more impressive list of people.
This is what makes good businesses great, congratulations to all.”
Headquarters UK
We wanted to send a special message to
Antal!
Gary Levy, who has been with us for one year at
Happy Antal Anniversary!
India
rd
Congratulations to Gina Mascarenhas on your 3
Antal
anniversary! This has truly been a good working association wherein
your hard work is gently appreciated.
Wish you many more years with Antal.
And we have some messages for you on your special day to make it
more special.
Joe Devasia says:
”Wow Gina, I can’t believe it’s already 3 years. Thank you for your efforts with Antal’s PR and ensuring that we
stay on top of recall value for our audience. My kids say, I am famous, because of all the press clips that appear –
all due to your relentless efforts. I am absolutely thrilled to have you on our team and hope that we can build the
brand stronger, together”.
Shinu says:
”Congratulations Gina for three years - time does fly. In these years, you have grown to be a strong pillar to the
India Network. It’s great to have you in the team and there are just so many lovely memories of working with you.
I like your persistence with the PR efforts, but more than that your willingness to step up and cover for any team
member who needs helps, and always do that with a smile.
I am sure there are many more years of Antal in you, and I am certain that this is going to be on helluva ride.”
Doug says 'Gina, without people like you, Antal would not grow and flourish. You are not only a valuable person to
the Owners in India, you are highly valued the Antal world over. Congratulations! We look forward to working with
you to produce more great news and fresh momentum for Antal globally'.”
Contents↑
PR Coverage worldwide
UK
Tony Goodwin was published on bdln about “Five reasons why the phone is still your most powerful tool”
http://www.bdln.com/five-reasons-why-the-phone-is-still-your-most-powerful-tool/?ref=articles
Doug Bugie says:
“Legend has it that when Alexander Graham Bell first spoke into the phone he
said the words, 'What hath God wrought?' There is still much truth in these
words. You're right, there is still no better, faster, cheaper and more effective
way to really personally touch people and move people emotionally and
intellectually faster than picking up the phone and calling them. May people,
including us, try to outsmart this simple fact.
Uh Oh! I'm dating myself, but I distinctly remember when MRI, the largest recruiter in the USA arranged for phonetime charges reduced to 10 US cents a minute and the Network went wild with joy! Now making calls costs fraction
of a cent per minute or free with Skype etc.
One of our greatest strengths is conveying who and what we are and what we do--personally. Antal Owners and
company leaders are true standouts in the global recruitment community, but the marketplace has to know this,
feel this directly.
How can we best convey this? Yes! The phone!”
With the recent deals in China and UK we have been featured on Bloomberg website. Both releases on Smart
Moves and Career International have been also published along with the Antal profile.
http://www.bloomberg.com/research/stocks/private/snapshot.asp?privcapId=13223685
Doug Bugie announced as special guest speaker at the “Icons Of Growth” in
London
We are delighted to announce that Doug Bugie will be a special guest speaker at the “Icons of Growth In Global
Recruitment” event hosted by The Elite Recruitment Network and Jonathan Wright, to also featuring the
celebrated recruitment entrepreneur and Dragon's Den star, James Caan as well as the female executive of the
year, Rosaleen Blair. Mr. Bugie will be the only speaker representing franchising in recruitment.
Doug is a currently President of Antal International Network (the
franchise division of the Antal Intl Group Of Companies founded and
chaired by Tony Goodwin).
Antal International Network is the executive recruitment franchise
headquartered in London with 120 offices in 30 countries, soon to
open 8 more including Panama and Greece.
Doug was also CEO of Norman Broadbent, first executive search
firm in Europe and co-founder of Humana International with James
Caan which was sold to a publically traded fortune 500, cdi corp.
Humana was the international franchisor of the year in the UK in
2000.
Doug has over 30 years sold, built and led over 800 franchised
recruitment businesses in more than 40 countries.
Icon host Jonathan Wright says : “I met Doug in 1993 when I was starting my time as James Caan's CEO at the
Alexander Mann Group. James had recently invested alongside Doug to build an international recruitment
business - Humana International. I did a good deal of coaching and training work for Doug, helping to develop the
skills of business leaders around the globe. What I witnessed was a total commitment to replicating a proven
formula in every international operation that he opened. Naturally this had to be sympathetic to local culture
but Doug’s ability to drive consistent results through proven embedded methodology was incredible. So
successful, in fact, that the business was acquired by one of the world's largest recruitment businesses, CDI
Corporation”
This workshop will explore and dissect the style and approach of 5 industry leaders:
 James Caan (Founder of Alexander Mann, has built and sold hundreds of millions of pounds in value in
recruitment businesses, investor on BBC’s Dragons’ Den)
 Doug Bugie (President of Antal International Network, 130 offices in 30 countries)
 Rosaleen Blair (Veuve Clicquot’s Business Woman of the Year in 2007, her business filled over 100k jobs in
70 countries last year, founder of Alexander Mann Solutions - Britain’s first specialist Recruitment Process
Outsourcing business)
 Rod Flavell (Founder of FDM Group, ‘Best CEO in the IT industry’ in the 2015 European CEO Awards
 Peter Searle (CEO of Adecco UK & Ireland, Adecco is one of the top 3 recruitment businesses in the world)
Event details:
Location: London
Date: 29.09.2015
TO LEARN MORE about Doug’s and James Caan first business together featured IN CHAPTER 21 in his book “From
Brick Lane to Dragons Den”
Click here to read Jonathan Wright’s announcement about Doug Bugie
Spain
Here the latest press releases in which were merged the new 7 offices opened and the incorporation of Smart
Moves:
http://bit.ly/1IYLpfF
http://bit.ly/1L0VQSc
Other Spanish publications this week were based on the latest version of AGS
and FMCG:
http://bit.ly/1HwhE3V
http://bit.ly/1GnG63p
http://bit.ly/1I4W0XL
http://bit.ly/1TE71kV
Italy
These are our last publications for Italy:

Avvenire
http://www.avvenire.it/Lavoro/Agenzie%20Lavoro/Pagine/antal-occasioni-in-italia-e-estero.aspx


Informazione.it
http://www.informazione.it/c/158242E0-49E2-461C-89F2-1315A190651A/Con-AntalItaly-ci-sono-250-opportunita-per-fare-carriera-in-Italia-e-all-Estero

ImpresaMia
http://www.impresamia.com/lavoro-ricerche-antal-italy-250-opportunita-tempoindeterminato/

MilanoToday
http://www.milanotoday.it/annunci/antal-italy-opportunita-carriera-tempo-indeterminato.html

Il Sole 24 Ore
http://job24.ilsole24ore.com/news/Articoli/2015/06/lavorochece-antal22062015.php?uuid=4d05ecc0-168511e5-9fdb-904757a7bb15&DocRulesView=Libero

Lavoratorio
http://www.lavoratorio.it/evento-lavoro/antal-seleziona-250-profili-qualificati/3660.html
India
Antal Lucknow had about 12 publications in the top Indian Media over the past
year - they are all now featured on their microsite. This is just the most
prominent ones. Mayank as an amazing example of a successful self-PR by a
single franchise office. Link: http://www.antal.com/office/lucknow-india/104
Here an overview of the main latest publications managed by Gina
Mascarenhas:

CBS Interactive’s TechRepublic
http://www.techrepublic.com/article/indias-e-commerce-startups-are-shopping-for-engineers-in-siliconvalley/

Mint
http://www.livemint.com/Companies/f8XkbW3x5DJFKT8Ynp8ZFM/Wage-growth-dips-to-its-slowest-since09.html
http://goo.gl/Kk4X1F
http://goo.gl/OYxKBg
http://www.livemint.com/Money/1lkh6kr1byqmJq5tgA3xiL/Quess-Corp-appoints-three-banks-to-manageIPO.html

Business Insider
http://www.businessinsider.in/Were-you-quitting-your-job-and-just-receiveda-counter-offer-from-yourcurrent-organisation-Read-on-to-know-if-its-a-wiseidea-to-stay-on-or-leave/articleshow/47613600.cms
Contents↑
[2-Minute Recruiting Tips]: The Lazy
Recruiters Guide to Tracking Numbers
If you already have your metrics system dialed then you don’t
need to watch this 4-minute video on tracking numbers by
Gary
Stauble, American Recruitment coach, this is a simple method
for tracking your numbers.
Watch this 4-Minute Training Video Now
Contents↑
Recruitment Newsletters & Tips
Below an overview of the top articles from the Fordyce Letter, the
Recruiter and the Recruitment Grapevine Newsletter.
Fordyce Letter
For your information, Fordyce has just launched a new website, a site that works on any mobile device; a site
that offers new content to explore; a site that is fresher and easier to use: FordyceLetter.com.










Why Should Candidates Stay In Touch With You (Even After They Get Placed)
You CAN Get Talent to Come to You
Strong Private Sector Job Growth In June Adds 237,000 Workers;
Small Businesses Lead the Way
Market Your Candidate With Substance and Sizzle
Writing Better Job Ads Will Attract Better Candidates
The ABC’s Of Interviewing To Find Candidates Who Will Earn You Five-Figure Fees
Temp Takes 8,900 Hit In July As Overall Jobs Grow by 215K
Seduce Your Candidate Over the Phone
4 Ways to Build a Pipeline of Great Candidates
High Tech Doesn’t Replace the Personal Touch
Recruiter

UK workers in top 10 of countries with itchy feet – to move jobs
The UK has ranked within the top 10 of countries where workers would most like to change jobs,
according to…click for more

UK employment continues upward trend
UK employment is on the up, a trend that has continued since late 2011,
according to the ONS…click for more

Too few part-time jobs biggest barrier for youth finding work
Almost a quarter of young people in the UK claim an inability to find part-time work in their local area
is…click for more

Directors banned for employing illegal workers
Five directors of restaurants in Yeovil, Cardiff and Newport have been banned from running companies
for…click for more

Royal Mint grows its own with graduates
The Royal Mint, which has minted British coins for more than 1,000 years, is opening its doors to
graduates to help ‘grow its own’ talent…click for more

When I grow up, I want to be...
Ever wonder what the next generation of workers will be and what recruitment niches might benefit? Will
the young…click for more

Twitter’s lifting of character limit to enhance recruiter engagement
Twitter’s lifting of its 140 character limit for direct messages will greatly enhance agencies’ ability to
engage with candidates… click for more

Unemployment rise: end of the jobs boom?
UK unemployment has continued to rise, according to official government data. Office for National
Statistics (ONS) data, published… click for more

Jobvite opens first overseas office in London
A buoyant UK jobs market has been the catalyst for Jobvite opening its first overseas location in London,
according to… click here for more

Adecco sees slight drop in UK & Ireland revenue
Recruitment giant Adecco has seen UK & Ireland year-on-year revenue decline by 1%, according to its Q2
2015 results… click here for more

Government demands ‘apprenticeship commitment’ from firms
All companies bidding for government contracts worth more than £10m will have to demonstrate a “clear
commitment” to apprenticeships from 1 September… click for more

Perm and temp jobs continue to grow
Permanent and temporary job placements continued to grow in July, though at the slowest rate in 26
and… click here for more

Intel doubles bonuses for diversity referrals
US technology company Intel is doubling the referral bonuses it pays out to recruit women, ethnic
minorities and… click here for more

Tougher penalties for businesses that hire illegal workers
Businesses that continually flout rules on employing illegal workers could be wound up under new
government proposals… click here for more
Recruitment Grapevine Newsletter





Aldi to expand with 130 new stores and 8,000 jobs
Aldi is hoping to increase its UK workforce to 35,000 in their twoyear planned investment...
Top US hiring perks revealed in battle for talent
Google may be famous for its crazy employee perks, but the tech-giant is by no means alone,...
Bad job adverts failing recruiters
The recruitment industry is “wasting money and time” with unclear job adverts. Two...
Company reputation as important as pay for job seekers
Employer brand is more important than ever and is a key driver in gaining the interest...
UK unemployment falls to 1.8 million
The number of people in work is at an all-time high, according to the Office for National...















What makes the perfect LinkedIn photo?
Your LinkedIn photo has the potential to make a prospective employer trust you. So, how...
Google's toughest interview questions revealed
Google applicants must prepare themselves to answer some tricky questions when they land...
LinkedIn's employer branding tips
Organisations that are lacking a strong employer brand are losing out on money,...
Starbucks CEO spearheads initiative to find 100,000 youth jobs
Starbucks and 28 other companies are looking to help 100,000 of young adults find jobs...
City employers compete for top talent with 2.3 jobs per candidate
City employers are taking advantage of the growing economy by trying to secure top talent....
CEO secrets: Recruit people "better than you"
A group of CEO's have revealed their top secrets for success. BBC News asked the Chief...
Top 5 largest Recruitment firms revealed
The five largest recruitment firms in the world have been revealed as...
Gaming boss admits 'industry needs to recruit more women'
More women need to be working in the UK gaming industry according to an industry boss. Craig...
UK has too many over-qualified graduates
There are too many over-qualified graduates in the UK. That's according to a report that...
Hilariously honest job ad warns boss “will incite anger and frustration”
A software company has put out a job ad warning candidates of a boss who “will incite...
#ILookLikeAnEngineer fights sexism in Tech sector
An American women’s blog post highlighting the sexism apparent in the technology...
Google: Find out what happens after the job interview
Google may be famous for asking tricky interview questions, but little is known about...
Fortune 500 companies continue C-suite diversity push
More Fortune 500 companies are recruiting female board members, research reveals. 29.2%...
Chipotle announce plans to hire 4,000 new workers in one day
Chipotle is going on a hiring spree as it plans to hire 4,000 new workers in one day...
Recruiters must 'step-up social media game' and 'embrace digitisation'
As internet-native millennials are breaking into the labour market, recruiters must step...
Contents↑
Heartbreak and Solutions
By Steve Finkel
Recruiting is a terrific business.
At its best, which is most of the time, it is challenging, exciting, interesting and highly profitable. But at its worst,
it can be heartbreaking.
What is the worst? If you consider it, I think you'll find it's when you've done
everything from search to offer to acceptance -- and a successful counter-offer
from the candidate's employer steals it all away. Right behind that as a
frustration you'll find the related problem of "turndowns", offer extended, but
not accepted.
How Often?
On the other hand, if you never have to deal with counteroffers or turndowns,
it's a bad sign, too. It means your sourcing yields only easily-identified,
unhappy or unemployed candidates rather than the unique high-quality people
you might obtain through genuine and correct recruiting.
How often does this happen to you? Hopefully, not much. But if you add the
lost revenue over a career -- or even a 5-year period -- the amount can be
truly significant. And that doesn't even count the emotional trauma. Depending
on your field and various factors we'll address shortly, it can be overwhelming. I have seen experienced
successful recruiters lose as much as 50% of their potential production to counter-offers or turndowns.
Even in a slow market, hiring authorities don't like to face the time, cost and risk involved in having to replace
people. In a strong market, of course, it can be truly tumultuous for them to have to do so.
It is easier to counteroffer. And turndowns -- candidates who should accept, but don't -- must be dealt with and
avoided regardless of market conditions.
The Solution
The natural tendency under such circumstances is to rely on perceived selling skills -- saying the right words to
the candidates. It is certainly true that all problems in our business eventually yield to superior selling skills. The
best verbiage, however, will not serve if major systemic flaws in the search and placement process exist. A major
part of correct selling skills is the ability to coolly analyze that process -- and then to make appropriate
changes.
Following are the questions to be asked to enable you to do so.
1) Are you selecting the right search
assignments?
Working on the wrong assignment leads inevitably to
placements that disintegrate. A poor offer, a slow-growth
client, an unmotivated hiring authority, any of the 21 keys to
selecting the search, if ignored, leads to doom. The first
principle of "Making the Sale" is selling the Best Product.
Motivating the Hiring Authority -- not HR -- to work with you
properly, which means moving quickly, extending a good offer
and selling the benefits of his opportunity, is critical. Selecting the search is where it all starts.
In a strong market where it is easier to get search assignments, it is also easier to work on the wrong
assignment. In a not-so-strong market, the tendency is to leap at the wrong one.
2) How are you obtaining candidates?
"Recruiters" whose main sources of candidates come from means whereby all others have easy access -- ads, job
boards, or the internet, for example -- will always lose a high percentage at the end.
When scores or hundreds of others (including clients) have access to the identical candidate, how can all this
competition not result in turndowns? If an actively looking candidate has many opportunities from which to
choose, there is a tendency to delay or simply not to choose yours. And if the client can obtain through others -or find on his own or through his HR department -- the same candidates as you're presenting, why should he
work with you? If you sometimes hear "we already have that candidate", this is why.
The "Easy Way" is frequently the hardest.
3) Are you recruiting correctly?
"Target" recruiting on a specific, well-selected search yields serious motivated candidates who accept; old-style,
"generic" recruiting -- "we have many opportunities to help your career" -- yields shoppers, accepted
counteroffers, turndowns, and fall-offs. "Indirect" recruiting also yields reduced effectiveness.
The proper way to recruit in today's market is directly, professionally, with a strong sales-oriented presentation
which answers the prospective candidate's question, "what will this specific opportunity do for my career?"
4) Are you properly obtaining in-depth candidate concerns?
Working with candidates not actively looking to make a change is very different from ads, job boards or the
internet. Beyond the obvious difference in quality is the change doing so with the unhappy, unqualified, or
unemployed people to be found through in techniques necessary to obtain candidate concerns. What does the
person not like about his present position? Without this information, your odds of overcoming a counter-offer or
a turndown are remote. A recruiting call is inadequate if "softeners" are not utilized to thoroughly elicit indepth and total concerns. "Softeners" may be defined as specific scripts which reduce the feelings of disloyalty
about disclosing in-depth concerns.
This complex subject and others addressed in this article are covered extensively in my new book Real
Recruiting!
5) Are you following up effectively after First Interview?
Solid selling skills here will really make a difference. Such techniques as reinforcing positives and eliciting
specifics, overcoming objections and reducing concerns, will greatly elevate the perceived worth of the
opportunity to the candidate.
The foundation of our business is a serious grounding in Classical Selling Skills. Extensive reading and study
combined with role-playing, taping and evaluation of these calls will yield a major boost in income. Most
recruiters are shallow in this critical area.
6) Are you covering the counter-offer at the right time in the process?
The most appropriate verbiage will not serve if used at the wrong moment. The time for greatest results is
between the offer being accepted and the candidate turning in his notice. This specific window of time -- which
may be from an hour to two or three days -- is when counteroffers must be addressed, and as thoroughly and as
well as possible. It will thus be freshest in his mind should this circumstance arise. To do so earlier is not only to
blunt the effect of your script; it can actually put counter-productive thoughts in the mind of the candidate.
Some believe that by introducing this topic early, they can identify "shoppers". Improved techniques of pulling
out thorough candidate concerns and refusal to proceed in their absence is a far superior method of
accomplishing this purpose so. See #4, above.
7) Are you utilizing the best tools to assist you?
"Third-party references" -- the judgements of respected outside authorities --- are a proven and effective sales
technique. Written material will serve to reinforce whatever you might say. Should a candidate mistakenly
accept a counter-offer and then later call with a tale of woe, have him send you a letter detailing his regrets.
Then use it to send to other candidates to warn them against duplicating the errors of others.
Supporting your case against counteroffers with articles from industry authorities will also help enormously.
Paul Hawkinson, long-time editor of The Fordyce Letter, has an excellent article entitled "Counteroffer
Acceptance: Road to Career Ruin". It may be found through a Google search.
Much time and effort is spent in most search and recruiting firms in an attempt to develop verbiage which deals
with the totally predictable problem of possible counteroffers or turndowns. It is evident that the best possible
script is necessary to reduce the incidences of this occurring. A cool and logical analysis of the entire process,
however, will frequently yield major errors which appear far earlier.
When these flaws are corrected, a substantial improvement in production will be the inevitable result.
Contents↑
Charities
Antal contributes into amazing charity work in Ireland
th
On Saturday, 27 June, ten acts, 16 people overall, battled to please a
panel of judges to win the price of The Voice Of Tralee 2015. Our Operations
Ashleigh Fitzgerald, participated in this great event and did
wonders as witnessed by Constanze Kästner who flew over to Ireland to
Director,
support Ashleigh!
All the contestants were absolutely amazing, they were put through the
paces over a couple of weeks before the event working on song and dance
routines and were ready to rock!
This show was organised to raise money for a local
charity “Recovery Haven” which supports people and
families who went through the life shattering
experience of facing cancer.
The evening was an absolute blast, everyone was
overcoming their stage fear and did they best but no
one could beat the entertaining trio re-enacting The
Supremes. Ashleigh was and definitely is a rising star
as she perfectly sang the very difficult ‘From This
Moment’ from Shania Twain leaving the audience
speechless and cheering.
Contents↑
Success News
Please remember to send your success stories into us. We are constantly searching the network for
new office records, great individual achievements, shared deals or news about YOUR office.... So please
help us to publicise your office and the success you are enjoying. Your news just has to be sent
to [email protected] for inclusion in the weekly news.
Contents↑