By opening to the rest of the world, Africa has quickly succeeded in keeping pace with globalization. For many economic actors, the heart of globalization is in Africa. So the recruitment market in Africa is very active in many sectors: telecommunications, agribusiness, the construction industry, tourism, services, etc.With this economic vitality comes the need for new skills, both technical and managerial. With the skill gap challenge, the continent is relying, especially, on the return of members of the Diaspora.

In the recruitment market, the interest ignited by the local professionals comes face to face with the ambition of the corporate managers from the Diaspora, to return to Africa and take part in its development. The contribution of both is very important. They have a better knowledge of the country and its culture. And in the recruitment process, the emphasis is on the life project of the candidates: they must be ready to settle in Africa in the long term. Today, the Diaspora’s perception of the African employment market has evolved considerably. Many African professionals, trained and / or working outside the continent are now ready to return. A survey by the pan-African equity investor Jacana Partners in December 2012 shows that 70% of African students who are preparing an MBA in the best European or American schools wish to return home after graduation. This “homecoming” kindles much hope: A faster career, increased responsibilities, a real recognition of their skills and a better purchasing power. But for recruitment professionals, such as Chams Diagne, CEO of talent2Africa, the number-one elites recruitment platform by co-opting in Africa, “the important thing is to have an African specificity”. (JeuneAfrique).

The former Director of Viadeo Africa quickly detected “a lack of knowledge and visibility of the needs of the market”. For talent2africa, targeting several important sectors such as energy, Hi Tech, communication and the media, telecoms, banking, finance, etc., the idea is to unlock the best opportunities and “linking talents to recruiters through the platform “. In many sectors such as agribusiness, where demand is especially strong for sales and marketing candidates, Africa needs skills which the professionals from the Diaspora could provide. According to Fanta Traoré, senior consultant in the Africa division of Robert Walters, “HR profiles are among the most difficult to find. They must learn about the local environment and there are few training courses in Africa on the subject “. The education system, originally designed to meet the demands of the public service, failed to adapt. Even though local corporate managers are planning to take over, the need is still persistent, according to Africsearch President, recruitment specialist. According to him, “bringing the Diaspora’s expertise will not be enough to close the skill gap.”