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17Sep
réussir à expliquer un trou dans son CV

Ways to successfully and truthfully explain gaps in your CV during an interview ?

It is common for a professional to notice in the CV of the candidate, what we usually call a « gap » in the career path of the latter,  during the process of a job interview. Beyond a pure conjecture this embarrassing situation that appear as inconsistency in the career, whether it is true or not, is actually quite common. It does ring a bell especially knowing that majority of people have had that happened at least once in their lives. A gap in employment can be due to many factors. It could be due to a maternity leave. Or again to a personal project like trying to start a business for example. Finally, it could be the result of a contract breach that both parties agreed on and that led to a year leave. Either way, whatever the nature is, a gap in employment is always something that requires some logical explanation unless you want to fail the interview. But how exactly do you go around it without making a mistake? We will try to give an answer to that question in the following paragraphs.

Justifying a gap in your CV by making a coherent plan ?

First thing first, one of the smartest techniques used to explain a gap in your CV is by setting up a coherent plan that would fit with you career path or working experiences. It is crucial because you can be sure that the recruiter will not take lightly the words you choose to justify the gap in your CV. It is obviously a determining factor in the profile of the future employee.

Avoid lying to explain a gap in your CV by all means.

Because they want their interview to be successful some people are tempted to systematically lie to justify an existing gap in their CV. That type of behavior that consists of lying to justify in bad faith those times of inactivities or to change the dates of employments can end up having the opposite effect because if they find out about it, the candidate will lose any chance of having a successful interview. This is why it is very important to be honest when you are trying to explain a gap in the CV. Also, whatever the reason why your career was interrupted at some point of your life, be brief about your personal life. It really is the number one rule.

Use your cover letter to be ahead on the justifications

Contrary to popular misconceptions, a gap in the CV does not mean that you will not have a successful interview. Your cover letter can come handy when trying to anticipate on the questions you will probably get at the interview. It can help overcoming any concern the employer might have. Be honest no matter what and have a persuasive presentation. Make the person you’re speaking to know that what you were doing during your time of inactivity is not the proof of an incoherent behavior but rather the proof of an existing sense of initiative and determination. Taking this type of approach will help you gain some points and convince the employer that you are the best candidate for that position…Making an obstacle turn into an advantage will therefore show how good of a master mind you are.

You can also read Occupational burnout, an unknown disorder in Africa

13Sep
burn out

Occupational burnout, an unknown disorder in Africa

Burnout or work related exhaustion is not just just a theory anymore considering the fact that we live in an era where more and more companies are looking for results and benefits. Now more than ever, society is speeding up rapidly. Because of that, those involved in the working world will need to show a remarkable capacity to adapt to any work situation. Burnout prevention is therefore necessary because it would allow workers to speed up their performances and boost their creativity. This issue is merely known in Africa. It is rare indeed to find companies that care about this important part of the life of a worker and want to prevent any type of suffering and mental harm in the workplace. Yet there are many tools and protocols that allow to do that. But what are actually the causes of a burnout and what are the signs?

What are the causes of a Burnout in Africa?

Although merely known in Africa, we can describe this disorder called burnout as a state of physical, emotional and mental exhaustion characterized by the disengagement of a person toward his job. The risk of having a burnout or work related exhaustion is real for everybody with a job that requires a deep professional commitment. That is the reason why the first signs of burnout have been noticed in the nursing profession. Workplace exhaustion is so serious that it is ranked 2nd among the work-related issues . A burnout occurs when the worker has the feeling that there is a gap between his expectations, the way he sees his job and what the job actually is in reality. It is home to a constant and unbearable stress. Burnout is not classified as a mental health condition. It is a mix of multiple syndromes resulting from a damaged relationship with one’s job.

What are the signs of a Burnout?

The first sign of a burnout is an emotional, physical and mental exhaustion. The individual will feel extreme fatigue that will not be relieved even with the usual resting hours. As a consequence he will not be productive, and will not be able to do his job properly. In other words, occupational exhaustion will lead to disengagement toward one’s job in addition to an impaired self worth, a decline in one’s feeling of successful accomplishment of one’s work, a feeling of ineffectiveness. There are many people working in companies in Africa who are suffering from that disorder without it generating any type of interest from those involved in the working world.

You can also read Well-being in the workplace: Where do we stand in Africa ?

11Sep
bien être au travail

Well-being in the workplace: Where do we stand in Africa?

Following the succession of suicides of some workers that shook France in 2007, the topic regarding quality of life in the workplace is not something that Management takes lightly anymore. People merely talked about it before but these dramatic event that occured, make them realise how well-being in the workplace plays a key role in motivating the worker. It is not a secret anymore that nothing great can happen if the worker is in a working environment where he is feeling down and is stressed out constantly. Actually, some companies have understood it very well. That is the reason why they put in place some mechanisms to encourage the well-being of their employees. The same is true for African companies. However it is sad to see that it underlines a deeper issue that doesn’t seem important. Many African companies have yet to find a way to deal with the matter effectively.

A wake of interest from the World Health Organization about the concept of well-being at the workplace.

The World Health Organization (WHO) is very much concerned with the issue of well-being at the workplace and gave an official definition to describe it. It is defined as “ A state of mind where there is a quite good balance between the skills, needs and aspirations of the worker and the pressure and opportunities at the workplace. Basically “well-being at the workplace”refers to all elements that could potentially have an impact on the working conditions of the employees. It includes security, hygiene of the premises, health protection of workers, the physical and mental effects of the tasks carried out, workplace ergonomics etc. According to the Administrator of Syntec and president of the consulting firm Stimulus, David Mahé who published a look out about stress at the workplace “there is 2 types of stimulation, one that gives meaning to what we do and another that is about duty. Being committed is about the meaning and the enjoyment.”Despise all that, in Africa, many companies struggle to adapt to that reality.

 A theoretical approach of the issue of well-being at the workplace for many African companies

Officially in Africa, many companies talk about the interest they have on the well-being of their employees. However, if we pay more attention to it, we notice that there is a gap between the declarations of interest and the reality. Progress is not for pretend anymore. African companies really need to commit themselves to finding ways to improve the working conditions. It is about, putting the human being in the center of the values of the company for its own sake and for the sake of the co-workers.

You can also read Professional retraining in Africa

09Sep
Bien des travailleurs peu enclins à s’aventurer dans  des horizons peu connus, ressentent une certaine frilosité à l’idée d’envisager une reconversion professionnelle.

Professional retraining in Africa

A good amount of the workers who are not really open to venture to unknown lands,  feel a certain way about contemplating the idea of doing a professional retraining. Whether it is about being afraid to explore the unknown, to step out of their comfort zone or an instinctive search for professional security, professional retraining is not something very popular among workers in Africa and anywhere else in the world.

Change your career to take control of your life

A professional retraining consists of a change of career or work status but more than anything it is about taking your life under control which requires obviously to be someone rather audacious and able to go to the unknown. However, the number of people who are making radical changes in their career, not to mention those who are only talking about it, has risen up this last decade and it keeps growing. According to a study published by Opinion Way in 2016, on “professional retraining” 68% of active workers have considered seriously changing their life and 31% said that they did it at least one time already. Such a decision that is solely based on the desire to take one’s life in controle can’t happen without a change of environment or occupation.

 

Agriculture: the most popular field in Africa for workers undergoing a professional retraining

In Africa, the issue of migration in addition to a job market getting more and more overloaded make many workers turn to professional retraining. When it comes to investment, Africa still is the continent that offers the most possibilities for investors unlike Europe or the United States where almost all sectors have had some. That is the reason why people who are considering undergoing a professional retraining have plenty of areas to choose from to change their career. Agriculture happen to be a very profitable sector that offers many investment opportunities and job creations. Many professionals who are tired of their jobs or looking to have more independence in their professional lives are going into the agriculture business in Africa. That happen to be the case for the ex professional football player Ferdinand Coly who traded his football boots for a career in agriculture in his home country.

The obstacles that come with undergoing a professional retraining

Just like any adventure in life, a professional retraining is an exciting experience but yet stressful. In Africa, many workers that have the objective of going into a professional retraining sometimes have issues finding the appropriate training that meet with the criterion they have set. Another thing that make a professional retraining difficult in Africa is the funding of a professional activity. In many African countries, the Government have put in place many structures to fund those who want to engage in something or undergo a professional retraining. However they are yet to be efficient. Because of the sense of uncertainty that come with taking this type of decision and the issues mentioned earlier, many people would rather stay in the comfort of what they have instead of going to the unknown. Still, African professionals are being more and more aware of the fact that a change of career is an opportunity rather than an issue related to unemployment.

 

You can also read Team spirit development in a company: What solutions do the managers have?

05Sep
développement de l’esprit d’équipe dans une entreprise

Team spirit development in Africa

Like we always say unity is strength. This saying happens to be also true within work relationships where a smart collaboration between team workers is key to the success of any project of any kind. A joined interaction between workers constitutes the basis of a better performance and a good environment in the company. Unfortunately not all managers have the luxury to work with a united team capable of collaborating in perfect harmony.

Team work obstacles within the company?

According to a study conducted by Harris Interactive/Apec published in the Capital, 22% of employees say that they don’t like working in teams. A mismatch of personalities, not knowing the skills that the other people have, and the belief that keeping an information to ourself is an asset, are the main obstacles that keep workers from working with each other. However it does not give an excuse to the manager to not do anything to make workers add the sense of team spirit to their values. There are many existing solutions to encourage teamwork in a company.

Make a example out of you thanks to your attitude

If you want to encourage team spirit in your company, as a manager you need to make an example out of yourself. You need to be able to create direct connections with your employees to make it easier to have good communication within the company. Creating direct connections with your team workers means being open-minded so much that it would be contagious. You can, for example, make it easier to have access to your office by letting the door open for discussions to show that you are available and you are all ears. Try not to keep yourself away from your employees. Show yourself by walking down the office for example. You should also insert in your planing a weekly get together with your colleagues to give them an opportunity to talk about how they feel and what is bothering them. This approach will allow you to show your employees the positive result of the transmission of an information.

Set up interconnection tools 

It’s not about the simple fact of telling your team workers about managing to create a good collaboration between them. Obviously, You will need to invest in technological means that will make it easier for employees to share with each others. It is therefore essential to set up tools and spaces for collaborative work. It will allow the employee to directly express his difficulties so he can get help from everybody.

Interconnection tools also allow for a team member to share a document he produced. The other members of the team will be able also to give their opinions and constructive criticism that would only help improving the performances. That way a genuine collaborative work would be set up.

Finally, if you want to boost the sense of teamwork with your coworkers, find a grading system based on the collective and not on the individual. It is more relevant knowing that the individual score does not really help the collaborative work. Hence, setting up collective criterion will highly encourage the team spirit.

Either way, you must keep in mind that the cultivation of the sense of team spirit in a company is not an easy task and is something that is done on a daily basis. It is a tremendous load of work.

You can also read How to negotiate salary?

23Aug

What do the young executives want?

It would seem absurd for the recruiter to pay attention to the demands of young executives knowing that we are in a job market where the demand widely exceeds the supply. However, this approach is necessary for employers that want to hire the best profiles in order to have high quality human resources. For that, it is crucial to put your co-workers in the best working condition where their career aspirations are taken into consideration. Between developing a good network to having top notch missions, a personal life preserved, young executives have a wide range of demands. 

A rather rich professional network…

It is not a secret anymore. A good professional network is something that is very important for a young executive. A recent survey has actually proven that to be true by saying that 94% of young executives rely on their professional network.It is the reason why they never stop from growing their network. Whether it is internships in companies, traineeship, or vocational training, young executives never get enough of developing a good professional network that would help get their career to the next level. Basically, it is all about getting on field experience and skills that would make their profiles more appealing.

Getting interesting missions…

Beyond the financial consideration, young executives do need to feel empowered in the company unlike popular belief that the salary is the only thing that matter to them. According to the result of a recent survey from Ifop for Cadremploi, 79% of young executives under 35 feel that way and are opened about it with their elders. Managing to get an interesting mission is proof of a certain commitment to the functioning of the company. The young executives put a particular value to that decision that shows that the company have faith in them.

A rather flexible career plan…

You can also read How to exploit the new skills brought by the talents of the diaspora?

 

Unlike older executives, the younger ones are more opened to the idea of a professional retraining and show more flexibility to the possibility of bringing a change to their professional career. According to a BVA study, 81% of executives under 35 think that they could be led to switch professions (against 66% of executives altogether).  To a lesser extent, 58% of them are opened to do temporary work. 44% of the under 35 think that they could be led to change their status at one point of their career (against 33% of the 35-49 years old and 19% of the over 50). Finally, more than the other young people in general (70%), young executives say being ready to start a business of their own (81%). Also, a recent study solely focused on the aspirations of executives under 35 in general. It showed that 8 out of 10 executives worry about their career success on a daily basis, 70% of them have a optimistic view of their professional future despite plenty of bottlenecks here and there that have been noticed in the job market.

22Aug

Resume writing: when your interests become crucial for the recruiter

If you have any type of interest in recruitment process, you should know by now that a lot have changed. The birth of a new paradigm. One that values or takes into consideration some aspects of the life of the candidate, something that never mattered before. The same is happening with non professional competence that became not only essential but also very important part of the resume of the candidate.

Lots of companies admit that they are looking for people with personality. And that is something that just can’t work with a recruitment model that only relies on skills and diplomas. Apart from what you can do, what you actually are represents an important information for your employer nowadays.

This rather new approach means that recruiters will not focus solely on the diplomas anymore but also on the non professional skills. Which simply means that the “interests” section on your resume is crucial because it says a lot about your personality. 

You better not belittle that section, considered most of the time as a style clause, when you write your resume. Today, lots of companies actually commit to base their judgement on non professional skills.

Consequently, Allianz launched a general call among its 11.000 partners as a part of a campaign called “Allianz got talents”. The main goal of the executives of that company was to allow partners to see each other in an aspect different from the professional’s one. “More than 60 volunteers, writer, painter, photographer, singer, kite champion, acrobats shared their passion via the dedicated platform. It generated more than a thousand posts from excited staff members”, said Charlotte Guy-Duquesne, Allianz HR development Director, Talent and Diversity  Management.

Following a big internal consultation, Allianz noticed some big expectations in terms of workplace well being and social connection creation. It is mostly why the initiative was launched.

In any case, we can’t help but notice that a great number of companies have based their recruiting process on non professional skills.” Technical and professional skills are still very important however it is your attitude and your soft skills that sets you apart”, added Charlotte Guy-Duquesne.

The “interests” section that we can find in almost all resumes is something that matter for more and more of the recruiters looking to find talents but also authentic personalities.

Therefore the “interests” section  is no longer a formality but a way for recruiters to find abilities and qualities in candidates and also risk taking capacities, creative minds. So many qualities that could be beneficial to the company

.you can also read What type of diaspora talent is better to recruit?

31Jul
The inclusion of workers with disabilities in Africa: A major challenge to overcome…

The inclusion of workers with disabilities in Africa

The right for all citizens to work is something that is present in almost all the legislations in Africa however it remains an aspiration more than a reality. It is even more true for people with disabilities. They represent close to 1 billion people so 15% of the world population. Almost 80% of them are old enough to work but most of the time, unfortunately, they are deprived of the right to have a decent job.

Generally, individuals with disabilities tend to have a higher unemployment and economic inactivity rate that their non-disabled peers. In France for example, more than 500,000 people with disabilities are unemployed. That is two times more than the non-disabled population. In Africa, only 10% of children with disabilities go to school and 80% of the adults are unemployed. The majority of them are reduced to a life of poverty and discrimination. Women are even more affected by the issues related to equal opportunity at the workplace.

An urgent need to find the right solutions

Even though developed countries are more and more taking into consideration the professional integration of that specific vulnerable group represented by people with disabilities, in developing countries, however, it still remains a major challenge to overcome. In France for example, the European Disability Employment Week (EDEW) has been organized every year since 1997. Last year, the event took place from the 19th to the 22nd of November and aims at taking actions and raising awareness about the inclusion of workers with disabilities in companies. The EDEW focused its 22nd edition on the obstacles for women with disabilities to have access to employment.

The beginnings of solutions on a legislation level

It was required by law for companies to hire people with disabilities in an effort to overcome the challenges that come with their integration into the workplace. It is an obligation for all employers both public and private. In this respect, they are all in the obligation to report the number of employees benefiting from the obligation to hire disabled workers law known as OETH, included companies with less than 20 employees. However companies with less than 20 employees will remain exempt by the OETH. There could be hope for a decline of discrimination against people with disabilities if it is a guarantee that those measures will be taken effectively.

26Jul
Talent2Africa partners with Congo Business Network for an event on the Congolese digital ecosystem

Talent2Africa partners with Congo Business Network

Congo Business Network is organizing an event on the theme: “Digital Ecosystem: What should be the priorities for the emergence of Congolese technology?” Talent2Africa is partnering with this network in planning this conference, which is taking place on July 26, 2019 at Kin Plaza Arjaan by Rotana.

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