Behind the Success
With 51 years of expertise in the Indian recruiting landscape, William Mascarenhas, founder of Royal Consultants, has witnessed massive change in his industry as well as in the country. In this interview, he shares insights and lessons he learned along the way. From navigating shifting market demands to adapting to evolving candidate preferences, William provides a candid account of the challenges and triumphs that have defined his and Royal Consultant’s successful career.
What are the three pillars on which Royal Consults stands?
Royal Consultant’s success is a mix of hard work, strong relationships, and teamplay. Our work is based on the following three principles:
1.Good Reputation: Our firm has a longstanding reputation for excellence and integrity within the industry. This trust extends to international clients looking for India to source talent as well as local employees seeking good work opportunities abroad.
2. Deep Industry Knowledge: With 51 years of expertise, we possess a detailed understanding of the industry landscape and how to find what employers truly look for. We also understand the psyche of Indian employees, and how to analyze their interview answers, documents, and job readability, ensuring authentic and background-checked candidates.
3. Great Network: At Royal Consultants, we have access to an extensive network of connections and relationships across India, allowing us to facilitate valuable collaborations and opportunities for our clients around the world.
What was recruiting 50 years ago?
Believe me, the recruitment landscape was vastly different from what it is now! The Indian market was still in its infancy, lacking the maturity and sophistication seen today. Both candidates and employers operated in a state of relative ignorance, unsure of what to expect from the recruitment process. In addition, travel during this time was a much more arduous affair, and often requiring long and strenuous voyages by ship for international job opportunities. Scouting for candidates meant venturing into remote areas of India where talent was often found away from urban centers. We used posters and newspaper ads - there was no WhatsApp or even a cell phone!
What are the three key changes that you see in today’s recruitment industry?
In today's dynamic recruitment landscape, I personally have witnessed three notable changes that reshaped the industry:
1. Increased Awareness: With the rise of digital technology and widespread connectivity, applicants now have unprecedented access to information about job opportunities, salary ranges, and the overall recruitment process in India as well as abroad. This heightened awareness empowers candidates to make more informed decisions about their career paths.
2. Enhanced Verification Processes: Thanks to the internet and online resources, the verification process for applicants has become significantly streamlined. Candidates can easily access a company's website, review its reputation, and gauge its suitability as an employer. This accessibility fosters transparency and trust between employers and job seekers.
3. Evolution of Labor Laws: The global landscape of labor laws has evolved significantly, with a focus on ensuring fair and equitable treatment for workers. This emphasis on compliance contributes to a more secure and stable working environment for Indian talent going abroad.
What's one funny incident that you always share with people?
One amusing anecdote is from an interview conducted in Mumbai for blue-collar workers. The venue was a well-known building equipped with newly installed OTIS elevators. Candidates were instructed to assemble on the 8th floor and wait until their names were called for the interview. The elevator could accommodate up to 10 people at a time. During one instance, as the elevator doors opened, seven applicants confidently stepped out. Then, the doors began to close again, leaving the remaining three puzzled and stranded inside. Unaware of how to operate the elevator, the trio began to panic, shouting for help and divine intervention. Fortunately, a kind soul came to their rescue, guiding them on which button to press to keep the doors open until everyone had safely disembarked.
What are three highlights of your career?
Throughout my career, several moments stood out for me personally:
1. Managing an order for Ahmad Hamad Al Gosaibi & Bros. Company: In 1973, I undertook the monumental task of recruiting 3200 workers for Ahmad Hamad Al Gosaibi & Bros. company. Locating suitable candidates from remote areas in India and facilitating their transportation to Saudi Arabia was a daunting challenge. Through meticulous planning and coordination, we successfully fulfilled the order. This included chartering entire ships to accommodate such a vast number of workers!
2. Rapid Deployment of 600 Workers for an Iraq-based company: Another notable achievement occurred in 2003-4 when we assembled, interviewed, processed visas, and cleared medical examinations for 600 workers for Compass Group within an astonishing three-day timeframe. It was a testament to the dedication and teamwork of the entire Royal Consultants staff, who rallied behind me so we – as a team – could deliver on our promise to the client, turning what seemed impossible into a reality.
3. Acknowledgement: In 1987, was honored by the Kuwaiti Hotels, with specific mention of the Hilton Hotels, for executing a 100 people recruitment order during the 5th Islamic conference on a very short notice. The acknowledgment underscored Royal Consultants dedication to excellence, and our ability to meet the needs of clients on an international scale.
What is one piece of advice you would give your clients?
When recruiting from India, my advice to clients is simple: prioritize reliability over cheap deals. While it may be tempting to opt for agencies offering the lowest costs or extravagant timelines, such choices often lead to disappointment and frustration in the long run. Instead, I recommend conducting thorough ground research and partnering only with reputable, reliable, and renowned recruiting companies with a proven track record of delivering results. By prioritizing quality over cost, clients can ensure a smoother recruitment process, mitigate risks, and ultimately achieve their desired outcome: hiring well-trained talent from India.
If you are a company looking for Indian talent, please email us with your requirements at jobs@royal-consultants.com or fill out the form here. We are looking forward to hearing from you!
NEW: Royal Consultants now offers intercultural training about India for employers in Europe! Reach out to us to learn more here.