Sales Engineers Recruitment from India

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.

 

Latest in the Recruitment World – August Updates

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/

If you would like to receive these news in your email, then please register for our monthly newsletter.

Qatar preparing to host Soccer World Cup 2022

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.

What it takes to be a professional recruitment agency?

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.

Improving Employee Engagement in your Organization

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. 

Recruitment in Furniture Business

Recruitment in Furniture business is seeing an unprecedented growth with the advent of several international furniture brands making their entry in India. The Furniture recruitment in India is on par with luxury recruitment as the furniture pieces carry a price tag that caters to the very elite.

Furniture business in India has revived in recent months thanks to the growing demand of branded, designer and modern furniture. There is also an increase in presence of international brands that are making their mark in India. If you are in Delhi, than you must have heard about IDUS Furniture store which is one of the biggest furniture showroom in northern India and has furniture pieces from some of the best furniture brands from around the world.

If you are into Furniture or Retail store domain than this might be a good time to take the Furniture business seriously!

Right Salary Expectation for Overseas Placements

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

Hiring Top Professionals from India

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.

10 Reasons Why MM Enterprises is considered a Top Recruiter

Manpower has always been an integral and one of the most important resources for the development of an organization and in today’s highly complex and competitive situation the kind of talent an organization retains and attracts is becoming even more critical. Employee who have been selected after a thorough screening process to match with the organization needs and requirements not only contributes to the efficient running of the organization but also significantly contributes to the overall revenue generation of the organization. Hence, it is of utmost importance to determine and choose the right talent for an organization growing needs.

Following are 10 reasons why MM Enterprises, an Indian government authorized recruitment consultants are considered to be the top international recruiter:

1. Professionalism: Being in recruitment business for more than 20 Years, MM Enterprises was one of the first companies in India to bring professionalism in the recruitment business in India. The complete recruitment cycle is driven by processes that help MM Enterprises screen the best of talent for your organization.
2. Understanding Clients Needs: Recruiting business is more of a science where a clear understanding of clients needs is a critical aspect before scouting for potential candidates. A great recruiter would not only understand the clients’ requirements but also its underlying need to help find the right talent for the organization.
3. Building Relationships: More than anything else, recruiting is peoples businesses, where you are dealing with people and not commodities and hence it’s very important to build relationships but only with your clients but also with candidate that you are planning to recruit. Building relationships helps not only cuts the ice but also helps in understanding a candidate overall personality and how it fits with the potential recruiter organization culture.
4. Discretion: Discretion is the cornerstone of recruiting business and MM Enterprises prides itself of the high standards of Discretion policies that it has rigorously followed since last 20 Years. Discretion is important not only from candidate’s perspective but also from client’s perspective as it helps in guarding their manpower strategies from its competitors.
5.       Indian Government Authorized Recruiter: Being an Indian government authorized recruiter speaks about MM Enterprises credibility and experience as it has also been awarded ISO certification by Indian government.

6.       Self Motivated and Enjoy Recruiting: MM Enterprises recruitment consultants are self motivated individuals that do not see recruiting as a monotonous and repetitive business but rather as a new challenge every time that they need to overcome. They are relationship driven individuals that understand their clients’ needs and match it with the best talent. Our recruitment consultants derive satisfaction when they see a perfect fit between organization and candidates.

7.       Great at Networking and Building Connections: MM Enterprises has strong networking in the recruitment domain and has built strong connections in the course of 20 Years of being in the recruitment domain that most of our new business is either a repeat business or a referral from our existing clients.

8.       Domain Centric Recruitment Consultants: MM Enterprises have various domain specific recruiting consultants that helps us analyze candidates technical expertise along with the overall personality of the candidate.
9.       Provide Organization with Better Opportunities: MM Enterprises has helped organization run their complete HR department from not only providing new recruitment but also analyze the current manpower and plan the recruitment needs along with the organization target plan.

10.   Doing Quality Business rather than Quantitative: MM Enterprises takes pride in doing quality business where they completely understand the client requirements and screen the best possible talent that a company can expect from India in a suitable time frame rather than quantitative business without a suitable timeline as we understand the importance of right manpower to an organization and also the right organization for a candidate.

If you have any recruitment needs from India, then please do give MM Enterprises a try as we are confident that your experience with us would be best.

Luxury Recruitment Services from India

Luxury is an intangible as it has no specific line, price, quality or quantity that can define anything to be luxurious. However, like many intangible attributes luxury can be recognized when we experience it just like power and fame. If we dig deeper, we note that though there is no key factor that differentiates luxury apart from the experience which is often more than the sensory experience but also the feeling of class and often power that are associated with the luxury experience. If power, class and prestige are the accompanying attributes of luxury then it is better to keep it rare and within a reach of select few to make the experience more worthwhile and hence you see most luxurious things are for the super rich that can afford to buy these experiences.

 

The surge of luxury industry recruitment is primarily driven currently from Middle East, with Dubai, Saudi Arabia, Qatar, Kuwait being the leader and followed closely by European countries. The demand is also varied across the countries as Middle East prefers Vintage Cars, designer jewellery and luxury real estate sales recruitment demands whereas European countries prefer hand embroidery, fashion designers and jewellery artists as the recruitment demands from India.

 

With luxury being such a niche and targeted segment, the recruiters who recruit for the luxury industry need to be very stringent in the kind of talent they use to market or sell their product or services. A recruiter should not only at the obvious of experience and qualifications but should also draw upon his/her experience to choose the right candidate to make a successful employee.

 

Some of the industries that are considered to be a part of luxury recruitment segment are, Sales of high end automobiles, Recruitment for Cruise Ships, High end Retail Staffing, Fashion designers, Jewellery designers. There has been a surge in demand for these sector from India, considering the overall quality and diverse manpower options provided by India due to its diversity in population. Further, India itself is in the beginning stages of experiencing the luxury segment that is taking shape in India with easing of Indian market many high end luxury brands opening their shops in India to cater to the growing high net worth individuals whose demand for luxury experience is on the rise which has provided ample opportunity for job seekers to work on these segment to gain the relevant experience.

 

Luxury Recruitment India

 

Further, Luxury recruitment from India is also on the rise considering the English language proficiency among educated Indians is highest and which also comes at an economical price compared to other alternatives from around the world. Having said this, a luxury recruitment agency in India should not only have the past experience in the luxury sector where the recruitment has to be done but also it should be updated with the latest trends in that sector so that it can screen the candidates proficiently. This can be done wither by aligning with the various publications associated with that industry or by attending seminars and shows that are organized for that sector across the world.

Another important aspect that a luxury recruitment services provider in India should bear in mind is the attrition rate in the luxury industry is of utmost importance as any client facing employee main role is building and maintaining client relationships and any sudden or undue attrition is considered to be a bad for the luxury brand image and success.

A successful luxury recruitment company should strive to understand the client’s requirement clearly and objectively so that it can then start the scouting of the right candidate to meet the client’s requirements as luxury is the sector which though cater to a very small segment but it’s still in the mind of a lot many because its looked up for inspiration and awe.