Espoir was founded in 2005 by a team of industry professionals working with leading global companies specializing in Technology, Engineering, Human Resources, Finance, Marketing and Educational Psychology.
We are passionate about what we do. We are happy with our creations because our users are satisfied with what they could achieve in real life situations as a result of trusting our products and programs. Your input is the trigger for our innovations.
We realize the criticality of skill-gaps, and its grave consequences. We invested our years to invent lasting solutions that can turn ordinary into extra ordinary. We innovate new methodologies and technologies so that the result makes meaning to millions of lives.
We don’t advertise. We believe, if you are really in need, you would search and find us. We also believe, ultimately, you are responsible for your future. We can sincerely help. Why not meet us on ‘Let’s Meet’ page?
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Most interviewers will never outright admit to the fear of making a hiring mistake. I can tell you; this fear is a great driver in the decision-making process.
No one likes to make mistakes, but making a mistake in hiring is one of the greatest fears that interviewers have. Hiring mistakes cost money, time, energy and most importantly the reputation of the organization. The whole organization starts asking “Who was the interviewer who recruited this person for this position?” It affects the credibility of the interviewer. All of this can add up to a lot of anxiety on the part of the interviewer.
One of the biggest concerns relating to the nature of an interviewer is the fear of making a mistake.
When you meet us for interviews, you may think we own our companies and are “providers of jobs”. But the truth is that, most of us – interviewers- are employees of our respective organizations. We have our bosses, who evaluate our performances and we must exceed their expectations to succeed in our careers.
His abilities to identify unique strengths, and to recommend right career paths are well known. Professionally his expertise includes Computer Aided Design & Manufacturing, Plastics Engineering, Product Management, Operational Management, Marketing, Quality Systems & Business Excellence.)
(He has conducted over 5000 interviews – Engineers to Senior Management cadre – for over twenty years. Before venturing into entrepreneurship, he was Deputy General Manager – Design at BPL-Sanyo (Now Panasonic), and Chief Operating Officer (COO) at Tata Group of India.
You don't have to be around business or in business or have worked for someone very long to realize what a disaster a hiring mistake can be. Hiring authority egos and reputations are on the line whenever they hire the wrong person.
Therefore, we always look for candidates who communicate well – an intelligent way to save our skins. We are sure that these candidates will eventually impress other employees of the organization and be accepted easily in various departments and divisions. They demonstrate confidence; bring energy, enthusiasm and initiative – vital attributes to be successful at the workplace.
Therefore, we are even ready to ignore small glitches in their qualifications, knowledge levels or technical skills if the candidate is a good communicator.
How Can You Develop Sustainable Communication Abilities?
A theme he/she is passionate about.
A theme which has an immediate application at the workplace.
Anyway, most companies have internal training programs for enhancing and customizing technical skills. As you know, “likeability” and “effective communication abilities” can't be built overnight – technical skills can!
We have our way of testing your communication abilities. We try getting answers for the following four, foundational, gut-level questions:
Can you do the job?
Do I/we like you?
Are you a risk?
What will you cost us?
You may think you could manage these simple questions. But, we twist the question so that a stock answer will never suffice. How you formulate and articulate your answers determine your selection.
Remember, all interviews test your communications skills throughout the interview process. Therefore, each interview question should be regarded as a test of communication skills.
Have you ever rated your communication abilities? Have you ever requested another person to rate your communication abilities? Have you ever analysed the communication requirements of the position for which you are seeking employment?
NASSCOM says 85% of Indian technical graduates are not employable due to their poor English skills. According to Dr. Sam Pitroda, chairman of National Knowledge Commission, Government of India, 93% of Indian MBA holders are not employable due to poor English skills.
If you think your English skills are good, please think again. Test it on Espoir Smart Interview Simulator and allow others to review your video recordings.
Surveys say, 97% of poor communicators think their English skills are good! They commit the corporate hara-kiri.
Observe other good communicators. How did they acquire excellent communication abilities?
Our researchers spoke to 12,473 (8,326 Male & 4147 Female) excellent communicators, (in managerial, technical and business streams), who are highly successful in their professional as well as personal life.
They were asked to respond to the question: “How did you acquire excellent communication abilities?”
According Cognitive Educational Psychology, an adult can acquire second language (Eg. English) skills only through:
99% of male executives, and 96% of female executives acquired communication skills through a theme they are interested in.
They could not gain much from ordinary English & Communication classes - only 1.9% got benefited from them.
Through Movies: 23%
Through Sports News: 24%
Through Detective Novels: 18%
Through General News: 22%
Through Love Stories: 3%
Through Jokes: 9%
Through Classes: 1%
Through Movies: 26%
Through Sports News: 7%
Through Detective Novels: 3%
Through Newspapers: 12%
Through Love Stories: 32%
Through Jokes: 16%
Through Classes: 4%
This method is called Content-based Instruction or Theme-based Learning. *
Don't waste your time & money attending ordinary Spoken English classes, crash-courses, communication training programs, where they repeat those English lessons, which you hated earlier. In a recent survey 88% of HR executives confessed that the “short-term communication skills training programs” they hold in their companies never give any tangible results!
Espoir SMART Series, the World's No.1 in Content-based Instruction English enhancement software programs has two types of unique products. Visit www.IdeaBasedEnglish.com for
Knowledge based Communication products.
Passion-based Communication products.
Language is the expression of emotions and it is absorbed through the heart. Listen to your heart and choose your passionate themes and build great language skills – quickly and easily.
Welcome to the Sure-Fire Way of Learning!
Suresh Namboothiri M.Tech MBA
Mentor for the Indian Edition
Four Questions: Asked in Thousand Ways!
The Fear of Making a Hiring Mistake.
There is a Dire Need
We Research. We Innovate
Why Not Profit by Doing What You Love Doing?
A young man recently told me that because he has a Masters degree from an expensive university he wants and expects to find a job with more responsibility and a higher salary compared to someone with a Master’s degree from an average university.
Susan Matthews, Consultant
I can definitely understand his feelings, after all he has spent more money, however I was still taken aback at his sense of entitlement.
With my over a decade of experience in industry, I can tell you that having a higher qualification and a chain of certifications doesn't 'entitle' you for anything superior, unless the person who carries those certifications prove his/her personal effectiveness in contributing to the strategic objectives of the company.
As you know, 78% of fortune 500 company CEOs are not MBAs. Most engineering innovators don't have an engineering degree. Many professionals who head HR departments of innovative companies are not qualified HR professionals.
In some cases, Masters degrees and certifications reduce your employability. For example, a graduate in Mechanical Engineering has millions of job options, however, when he gains a masters degree in ‘Internal Combustion Engine Design' he restricts his employment to just about twenty manufacturing companies in the world!
It is true that you must get a medical degree, if you want to diagnose a patient and prescribe drugs. You must be duly certified to become an electrician or plumber. You must pass a test and get a licence to drive a car. However, we run away from certain ‘medical practitioners’ despite their claim of higher degrees and certifications. And, on the road, we wonder how few of those drivers passed the driving test and secured a licence.
As long as the factors like ‘mere attendance’ in a program, ‘rot learning and braindump’, or ‘knowing the right people at the right places’ can get you certifications and degrees, employers will continue do everything to drill deep and dig out the correct answer to the following questions from you - through your verbal as well as body-language:
Can you do the job?
Will You Love the Job?
Will You Fit in to our Company Culture?
What will you cost us?
HR executives say, nowadays most candidates are masters degree holders and have some or other sort of certifications. Above all, qualifications and certifications can take you only up to the interview room.
However, the distance from the interview room to the ‘job offer letter’ can be successfully travelled only by answering the above four questions with full conviction. And InterviewMax only can help you in this regard.