Latest news with #MichaelPage
The National
5 days ago
- Sport
- The National
UFC Fight Night: Shara Magomedov ready for fresh start in Abu Dhabi
After coming up short for the first time in 16 fights, Shara Magomedov has gone back to the drawing board as he aims to regain his winning touch. The popular Russian fighter, who is blind in one eye, lost by unanimous decision to Briton Michael Page in a middleweight co-main UFC Fight Night 250 card in Saudi Arabia in February. It was his first defeat and certainly didn't sit well with Magomedov, who returns to the octagon against Canadian Marc-Andre Barriault during UFC Fight Night at the Etihad Arena on July 26. 'That result was hard to swallow and put me back to where I started my professional career (in December 2017),' Magomedov told The National through his manager Gor Azizyan at the UFC Gym on Maqtaa Mall on Thursday. 'After that loss, I'm like have to restart everything. I felt I missed something in that fight. So, it was something that I learnt the hard way. It made me realise, perhaps, I didn't work as hard as I had to.' Barriault arrives with a 17-9 record. He recently registered a stunning win by knockout against Brazilian Bruno Silva in March. Magomedov is aware of the challenge. 'He's very tough and this time I have come well prepared. I have something to prove for all my fans in the UAE and those flying over especially to see me fight. I want to put up a show for them,' he said. 'This time I don't have any problems like the last fight. I have listened to my body and have done what I have to do.' Magomedov is popularly called Bullet for his spinning double back fist that has often caught his opponents off guard. He created that move during his amateur fighting days. 'I have been doing the double bullet for about 10 to 12 years even though it has become more prominent in recent times,' he said. 'Yeah, this is called the double bullet shot. I was doing this in the amateur fights many times but it didn't get famous until I started my professional career. But I have many options when I'm fighting.' Magomedov spent over two weeks in Dubai where he has his training camp ahead of fights. 'I have a sponsor in Dubai and that's where I have based my training ahead of my fights,' he added. He has five eyes to see all around Magomedov manager Gor Azizyan 'They love me there and I have a lot of followers. Likewise, I love Abu Dhabi as well, where I also have a big following. That's why I love to come to Abu Dhabi and put a big show for my fans.' Aside from his training and camps, Magomedov spends most of his time with his family – wife and two daughters, aged seven and five. 'Home and the gym is my routine. When I'm not training, I spend all my time with my wife and two daughters. I'm so blessed to lead a quiet family life from the income I make from my professional career.' Magomedov's career was almost over when he suffered an injury to his right eye during a sparring session in Thailand in 2018. He underwent multiple surgeries and lost more than three years to the injury. 'That's an old story and I don't want to talk about it any more. I'm back and I'm competing on the biggest stage,' he said when asked if fighting with one healthy eye was a hindrance. His manager Azizyan then gestured to his own head and ears, saying: 'He has five eyes to see all around. He's come this far from it and it's not a concern any more.'
Mint
5 days ago
- Business
- Mint
Headhunters tell firms to get real, no 'Purple Squirrel' around
Top executive search firms are now pushing back against unrealistic hiring mandates from clients, warning that their dream 100% match or a 'purple squirrel", a candidate who ticks every box, simply does not exist in today's opaque and volatile job market. Instead, they are urging companies to accept strong 70% matches or risk long delays and costly dropouts. The demand is for a young leader equipped with in-depth knowledge of the latest digital skillsets and cross-functional experience, one who can weather all storms and drive the firm in poor visibility. But such a perfect candidate does not exist. Pranshu Upadhyay, regional director at global executive search firm Michael Page, says it upfront: a recruitment partner 'can match talent and not create it". 'In 6 out of 10 cases, we consult clients on what's available and what's not. In complex roles, a 70% match is a good fit. Otherwise, the hunt for purple squirrels remains on diluting the position further in the relevant candidate pool - being opened for four to six plus months," Upadhyay told Mint. The headhunters, those who prowl for CXOs and a level below, have noticed that companies are combining job descriptions to create a mandate that does not exist in the market. For instance, said the regional director of Michael Page said, a company may ask for a candidate with a large language model (LLM) experience of over five years. But since LLMs—used in artificial intelligence (AI) chatbots—arrived in India only two-three years ago, it is difficult to find someone with this tenure, 'unless they are targeting Silicon Valley for the talent". Over the past couple of years, CXO talent hunt has witnessed a yo-yo. On an overdrive in 2021 and a large part of 2022, the job market froze after companies realized that they had overhired. Indian firms mirrored global layoffs in IT and the startup sector, and then hiring expanded again in 2024. But it has not gathered the same momentum. The crises in West Asia and realigning of businesses as companies tighten their belts and measure the impact of AI on workflows have brought in a lot of hesitancy in the job market. The ongoing trade war, along with its domino effect on economies, has brought about opaqueness in what lies a few quarters down the line. Companies are taking up to six months to take recruitment calls and candidates are also turning hesitant. The fear that the last man in will be the first man out has set in. And, therefore, the talent search firms are strongly nudging clients to dial down their expectations. 'We are hired to find the best in the talent market. But like there is no perfect job, there is no perfect candidate. As leadership advisers, we consult and advise clients on attributes that are 'must have' and those which are 'good to have', and what are the acceptable tradeoffs," said Pankaj Arora, managing director at global executive search firm Russell Reynolds Associates. For Russell Reynolds, the advisory role increases for the "first-time clients" till the rhythm sets in. 'Companies in new-age sectors are more open to experiment since they know talent is scarce in their sector than in the established sectors facing some headwinds, who may have a lesser risk appetite," noted Arora. A search firm represented by headhunters looks at hiring CXOs or top-level executives. Then, there are recruitment companies that place junior and middle management executives. And finally, the hiring industry has staffing firms, which provide the third-party workforce, where the employee works for a firm but is on the payroll of the hiring vendor. While there is a flat fee structure for staffing and recruitment firms, the executive search sector gets its fees in tranches. A part of it comes in when the mandate is given, a part when a certain number of candidates are shortlisted, the third when an offer is made and accepted, and the final tranche sets in when the selected CXO completes three to six months in the firm. Therefore, delays in shortlisting candidates hurt the search firms' books. Agamjeet Dang, chief executive officer for search firm Executive Access India, sits with the client's hiring team to discuss the top three parameters that the candidate must have. 'Over the last 18-24 months, the search industry has seen an increase in failure rates, where the briefs led to long-drawn multiple hunts. About 60% of the clients are open to pushback, but many search firms do not say no, fearing the client will go away". Ultimately, the delays, multiple cross-checks and hesitancy from Indian companies are also leading to an increase in dropouts. Some search firms have noted a 20% increase in CXO dropouts after accepting the offer in the past year, and the whole process has to start again. Many companies are taking to accommodation. According to the HR head of a Mumbai-based mid-tier finance firm, they have decided to accept a candidate who matches 70% of the job profile. But the reason behind the strategy is different. 'We are open to candidates who may not have the exact qualities but can be groomed," the HR head said. "Hence, they are put in the succession pipeline and the skillsets that they do not have are honed."
Indian Express
08-07-2025
- Business
- Indian Express
NRI with MBA from Paris struggles to find job in India, shares ordeal: ‘Applying to roles below my current position…'
An Indian-origin man with an MBA degree from HEC Paris and over a decade of global experience recently expressed his frustration with the Indian job market. Despite holding a senior managerial role in artificial intelligence (AI) and digital strategy in Germany, he is unable to secure a decent job in India. In the now-viral Reddit post, the NRI, who also has an engineering degree from PSG Tech in Tamil Nadu, shared that he has been actively job-hunting for two years. During this time, he has applied to several positions ranging from managerial to senior leadership roles across industries, he said. He applied for firms like Michael Page with personalised cover letters through LinkedIn. However, he had reportedly not yet received any callback. 'I am applying to roles below my current position as well as senior manager roles and above,' he wrote in his post. While he occasionally hears from European recruiters, he shared that Indian employers have been unresponsive. 'What could I be doing wrong ? I am applying to roles below my current role as well as senior manager roles and above as well in Industrial, tech and startup companies. I do get interviews and even linkedin headhunting recruitment mails from recruiters and companies in EU,' he added. See the post here: NRI seeking job to return to India/not much luck, what am I doing wrong ? byu/Flaky_Chocolate6919 innri The post quickly drew attention, prompting professionals to highlight the difference between the hiring practices in India and Europe. 'Currently Job market is not that great in India. its common to see that we apply for 100's of jobs and will not get a callback even from a single unless really lucky. Sorry not trying to discourage you,' a user wrote. 'You might have saved some money right? Start a business in India in your area of expertise, try to get European companies to outsource work to you, hire a few people in India and get the work done by them. Preferably try to get atleast one or two deals before you leave Germany,' another user commented. 'In India referrals work the best, if you dont have contacts try checking for referals in blind app. Linkedin Easy apply jobs are generally flooded with resumes since people misuse it,' a third user reacted.
Khaleej Times
25-06-2025
- Business
- Khaleej Times
UAE jobs: What are the most in-demand positions in tech sector?
Hiring at the senior executive level in the UAE's technology sector has slowed slightly, but mid-level roles are thriving, fuelled by the organisations' growing need for skilled talent to support ambitious projects, according to a study by Michael Page. The Salary Guide 2025 for the technology sector, released by the recruitment firm, revealed which positions are the most sought after in the job market. ERP transformation professionals, programme and change management, cybersecurity engineering, IT management and DevOps and autonomation are the most in-demand positions in the UAE while communication, presentation, stakeholder management, vendor management and critical thinking are the most in-demand skills. The UAE's thriving tech sector has sparked heightened interest from local and international talent, driving an influx of highly relevant applications. This surge has intensified competition, creating a dynamic, competitive market that benefits employers seeking top-tier professionals. Stay up to date with the latest news. Follow KT on WhatsApp Channels. In addition to the exponential growth of domestic fintech and other start-ups in the IT sector, many big foreign technology companies have also relocated their operations to the UAE or opened regional branches here. Moreover, many crypto firms have also opened offices in the UAE, creating job opportunities for local companies. 'The technology recruitment market in the UAE remains dynamic, with consistent opportunities at the mid-market level and exciting prospects for professionals driving technology transformations. While hiring at the senior executive level has slowed slightly One of the key drivers of this demand is the enterprise application transformation programmes undertaken by public and private organisations. "As a result, there's a surge in demand for ERP consultants, project managers, and business analysts to ensure the seamless delivery of these programmes,' Michael Page said. 'Additionally, there is a growing need for specialists in other enterprise applications, such as CRM, SCM, and HCM systems, reflecting the diverse technological advancements within the region.' According to Michael Page, public sector projects remain a significant source of hiring activity, driving demand for enterprise architects, cloud engineers, and application development specialists. 'The UAE continues to attract international professionals, as its growing tech ecosystem, high standard of living, and innovative public-sector initiatives make it a preferred destination for global talent. This inflow of skilled individuals is further bolstered by the region's focus on technology as a cornerstone of economic development,' it added.
ABC News
23-06-2025
- Health
- ABC News
'Falling below herd immunity' AMA sounds alarm on WA vaccination rates
Dr Michael Page, outgoing president of the Australian Medical Association's WA branch, says the state government must urgently address falling vaccination rates. "Influenza hits our hospitals really hard every year," Dr Page told Nadia Mitsopoulos. "It's hitting them hard at the moment. If we didn't have anyone being admitted to hospital with respiratory illnesses like influenza and COVID, that would take a serious load off the hospitals. It would reduce ramping. "It would reduce the burnout that our clinicians are facing, and of course, it would keep patients healthier." He said falling childhood vaccination rates were of particular concern. "Diseases like measles, diphtheria, pertussis (whooping cough) — these illnesses that can cause death and disability in children, the vaccinations are absolutely safe. They've been used for many decades. And yet we're seeing a reluctance of parents to vaccinate their children, which is just extraordinary. "If our vaccination rates for children drop much lower, we will be sitting below a herd immunity threshold for some of these childhood illnesses."
