Finding Top Talent in Africa: Why a Global Search is Key

One of the main reasons why a global search is necessary is that the most talented executives in Africa may not be actively looking for a job. They may already be employed and happy in their current roles, making them difficult to reach through local channels. By conducting a global search, companies can tap into a much larger talent pool and increase their chances of finding the right fit for the job.

Moreover, a global search allows companies to identify executives with the right skill set, experience, and cultural fit. It’s essential to remember that Africa is a diverse continent, with many different cultures, languages, and business practices. A global search can help companies find executives who understand the local market and have experience working in similar environments.

Another benefit of a global search is that it allows companies to identify executives who are willing to go back home. These executives have the best of both worlds, as they can return home to work in Africa while still maintaining connections and opportunities on a global level. This can be particularly attractive to top talent who may have spent time working abroad and want to bring their expertise back to their home country/continent.

The Benefits of Hiring Talent from the Diaspora for African Growth Markets

As African economies continue to grow, the demand for skilled professionals has skyrocketed. However, finding the right talent can be a challenge, especially for foreign companies that may be hesitant to send expatriates due to high costs and potential cultural barriers. Fortunately, there is a cost-effective alternative: hiring talent from the diaspora.

Diaspora talent refers to individuals of African descent who were born or raised outside of the continent. These individuals have a unique advantage over foreign expatriates because they have a deeper understanding of the local professional, social, cultural, political, and economic circumstances. This means that they are better equipped to navigate the complexities of doing business in Africa and can hit the ground running from day one.

But it’s not just about having a local perspective. Hiring talent from the diaspora can also be a cost-effective solution. Diaspora talents have reasonable demands such as relocation packages, housing allowance, tuition support and health insurance, etc.

They are already familiar with the culture and language, which reduces the need for expensive onboarding and cultural training.

Moreover, the benefits of hiring diaspora talent go beyond the financial. By tapping into the diaspora, companies can also access a highly educated, diverse pool of professionals with valuable global experience. These individuals bring unique perspectives, skill sets, and networks that can help companies thrive in African growth markets.

So, how can companies tap into this valuable resource? Here are a few key considerations:

  1. Develop a targeted recruitment strategy that focuses on engaging with diaspora communities through online platforms, events, and professional associations.
  2. Employ partnerships with other organizations such as regional universities, corporations or other stakeholders
  3. Provide support and resources to help diaspora talent navigate the local job market, such as mentoring programs, job shadowing, and training opportunities.
  4. Create a welcoming and inclusive work environment that values diversity and encourages employees to share their perspectives and experiences.

In conclusion, a global search is essential for companies looking to fill executive positions in Africa. By conducting a global search, companies can tap into a larger talent pool, identify executives with the right skill set and cultural fit, and find individuals who are willing to return.

By prioritizing the recruitment of diaspora talent, companies can gain a competitive edge in African growth markets while also supporting the local economy and promoting diversity and inclusion.

With the right talent in place, companies can succeed in the African market and achieve long-term success.


Why employers need to look beyond big names on a CV

The truth about big companies: Why employers need to look beyond names on a CV to find the best talent

The prestige of a company is often associated with the quality and competency of its employees. However, this assumption is often false. Working for a renowned company does not guarantee that you have acquired solid skills in your field. It is also possible that employees working for lesser-known companies have acquired more varied and in-depth skills.

Let’s take the example of an employee of a large technology company. Although the company is reputed for its technological innovations, this does not guarantee that the employee has acquired practical skills in all aspects of technology. It is possible that they are specialized in a very specific area, but lack practical experience in other aspects of technology.

On the other hand, a candidate who has worked for a small advertising agency may have created very successful advertising campaigns for medium-sized clients, while a candidate who has worked for a large agency may have only worked on minor projects. The skills of an employee are not guaranteed by the reputation of the company they work for.

It is important to understand that the skills and experience of an employee are determined by their responsibilities and projects, not just by the name of the company they work for. Employees who work for lesser-known companies may have more responsibilities and work on a greater variety of projects, which can give them more varied and in-depth experience.

It is also important to note that employees can acquire skills outside of work. Employees can acquire skills through personal projects, training, mentoring, or volunteer work. These skills can be just as valuable, if not more so, than those acquired through professional experience.

Ultimately, it is important for employers to look beyond the name of the company to evaluate the skills and experience of an employee. Candidates should be judged based on their achievements and relevant experience for the position being offered. Employers should also encourage employees to pursue their professional development outside of work, which can give them more varied and in-depth experience.

In summary, the reputation of a company does not guarantee the skills and experience of an employee. Skills are determined by an employee’s responsibilities and projects, as well as the skills acquired outside of work. Employers should look beyond the name of the company to evaluate a candidate’s skills, and encourage employees to pursue their professional development outside of work.


Talent2Africa’s Entrepreneurial Pivot

First Steps

Amidst the bustling economic landscape of Africa, an ambitious team rose with an unwavering belief in the potential of African talent. Talent2Africa was born, a daring recruitment agency that dreamt of connecting the hidden gems of the continent and the diaspora with companies hungry for exceptional skills.

The Awakening of Flexibility

As Talent2Africa gained momentum, an intriguing opportunity emerged from the challenges posed by the pandemic. The need for flexibility became imperative for companies seeking resilience. The team seized this opportunity with determination, observing businesses search not only for full-time employees but also temporary experts. They understood that the delicate balance between flexibility and the security of Employer of Record (EOR) services was a necessity.

Embracing EOR Services

In the midst of crisis, during a virtual meeting fueled by audacity, the Talent2Africa team glimpsed a powerful innovation. What if we expanded our offering by introducing the concept of Employer of Record (EOR) services in Africa? This was the perfect opportunity to bridge the gap between independent talents seeking temporary missions and companies in need of customized expertise. Thus, Talent2Africa’s clients could access qualified experts for specific projects, enjoy flexibility without full-time commitment, and execute their endeavors with the finest talents.

The Challenge and Expertise

The path to this new perspective was intricate yet invigorating. EOR services, a relatively unexplored field in Africa compared to Northern countries, demanded precise expertise to excel. The team immersed themselves in research, forged strategic partnerships, and gained a profound understanding of local regulations. In doing so, they became the audacious pioneers of this emerging era.

The Blossoming of the New Model

With unwavering determination, Talent2Africa successfully launched its EOR services model. Independent professionals swiftly grasped its potential. They enthusiastically embraced the opportunity to work on captivating projects while enjoying the security provided by EOR services. Companies eagerly welcomed this innovative approach, a perfect solution to promptly access qualified talents without traditional hassles.

Impact and Expansion

Over time, audacity reshaped the African work landscape. Failure (event if we believe strongly in what Nelson Mandela once said, “I never lose. I either win or I learn.”) and mostly Success stories with diverse clients across Africa accumulated, collaborations multiplied, and the EOR services model became a revolution tailored to African realities. Talents embraced new opportunities, while companies embraced this newfound agility.

The Future in Perspective

At the threshold of a new phase, even though the road ahead is long, Talent2Africa humbly continues to make its mark in the field of EOR services in Africa. Empowered by expertise gained over the years, an extensive network, and a humble passion for innovation, the team diligently works to create a future where work flexibility naturally aligns with employment security. The tale of Talent2Africa is one of transformation, of a realized vision, and of a team that has proven that even in the face of challenges, modest dreams can evolve into significant and inspiring successes.


One thing successful entrepreneurs do when it comes to hiring

In the fast-paced world of entrepreneurship and business, where strategies evolve, technologies advance, and markets shift, one timeless truth remains constant: people are at the heart of any successful enterprise. The journey of building a great company begins with assembling the right culture, and it’s the mix of people that determines whether this culture thrives or falters.

In the annals of corporate history, there exists a remarkable story of a CEO who took this belief to an unprecedented level, redefining the role of leadership in shaping a company’s culture. Dan Serfaty, the former CEO and Co-founder of Viadeo, emerged not only as a visionary entrepreneur but also as a leader deeply committed to the cultivation of an extraordinary company culture.

The first wave of employees is often considered pivotal in a startup’s trajectory, and it’s not uncommon for founders or CEOs to personally interview a select few to ensure alignment with the company’s vision. However, Dan Serfaty broke all norms by personally conducting interviews with every single one of Viadeo’s first 300+ employees. This astounding number of job interviews is a testament to his unwavering dedication to nurturing a culture that would set Viadeo apart in the competitive landscape at that time.

Why did Dan go to such extraordinary lengths? He recognized that the initial group of hires are not just employees; they are the “cultural co-founders” of the company. These individuals play a pivotal role in setting the tone, imprinting behavior, and instilling values that will define the organization’s identity. Their influence extends far beyond their job descriptions, as they become the architects of the culture that can either propel the business to success or impede its growth.

Dan’s search went beyond traditional qualifications and skills. While skills and experience were essential in the earlier stages of candidate screening, he sought something deeper, more intangible—the elusive concept of “cultural fit.” Cultural fit varies from one company to another, as each organization has its own unique ideals and values. What may be a “Perfect 10” fit for one company could be a “0” for another. Some companies prize free thinkers who challenge the status quo, while others seek employees who diligently follow prescribed paths. Some value directness and transparency, while others favor diplomacy and tact.

The key takeaway from Dan Serfaty’s extraordinary journey at Viadeo is that the responsibility for defining and fostering the right culture lies with the company’s leadership. It’s a profound reminder that regardless of the specific attributes or qualities sought in potential hires, the ultimate decision rests with those at the helm. Building a great company is not solely about the product or service it offers; it’s about the people who shape its culture and drive its success.

In an era where business strategies may evolve rapidly, the enduring lesson from Dan Serfaty’s exceptional approach is clear: the pursuit of the right mix of people and the cultivation of a cohesive culture are central to building a great company. The legacy of a CEO who interviewed hundreds of employees goes beyond Viadeo; it serves as an inspiration for all leaders who understand that, in the grand tapestry of business, culture is the thread that holds it all together.

As we navigate the complexities of the modern business environment, let us not forget that embracing the past can often illuminate the path to a brighter future. Nostalgia, in this context, is a valuable lens through which we can appreciate the enduring importance of people, culture, and values in our organizations.


Recruitment mistakes can be costly. How to minimize them ?

Talent hunting is a constant quest for any company aiming for excellence. In partnership with trusted talent hunters, organizations seek to create a shortlist of exceptional candidates. But how can one distinguish the best among this carefully selected pool?

The choice of a talent hunter is the first link in this chain. A trusted talent hunter is one who not only understands the company profile but also grasps the culture, mission, and values that drive the organization. They don’t just seek skills; they search for personalities that will seamlessly integrate into the company’s ecosystem.

The Shortlist, Crème de la Crème:

The shortlist is the result of the talent hunter’s expertise. It is a narrowed selection of candidates who meet the most demanding criteria. These individuals are raw diamonds waiting to be polished to shine within your company.

However, the shortlist can sometimes seem perplexing. All candidates are presented with a set of impressive skills, experiences, and references. How do you distinguish the best among the best?

Revealing Signs of Rare Gems:

Passion and Motivation: The best talents are those who are passionate about what they do. They view their work not as a mere task but as an opportunity to contribute to something greater. They are driven by intrinsic motivation and are willing to go above and beyond the call of duty.

  • Adaptability: In a constantly evolving world, the best candidates are those who can quickly adapt to changes. They are flexible, open to change, and have an insatiable thirst for learning.
  • Team Spirit: Excellence is not achieved in isolation. The best talents are exceptional collaborators. They can work harmoniously with their peers, share ideas, and contribute to a positive corporate culture.
  • Creativity: Innovation is the engine of growth. The best talents are often those who bring a fresh and creative perspective to their roles. They don’t just follow established norms; they seek to surpass them.
  • Integrity: Good character is invaluable. The best talents are those who act with integrity, honesty, and ethics. They are trustworthy and serve as role models for professional behavior.

The Interview, the Moment of Truth:

The interview is where you can truly distinguish the best talents from the shortlist. Ask questions that highlight their passion, adaptability, team spirit, creativity, and integrity. Listen carefully to their responses and look for concrete examples of past situations where they demonstrated these qualities.

Reference Check, the Final Step:

Don’t forget to check their references. Former employers, colleagues, and supervisors can provide valuable insights into how these candidates behaved in real work environments. Look for additional evidence of their outstanding skills and character.

Identifying the best talents in a shortlist is both an art and a science. It requires a deep understanding of what you’re looking for, as well as the ability to spot revealing signs of excellence. By collaborating with a trusted talent hunter, conducting thorough interviews, and checking references, you can be confident in choosing the most precious diamonds to enrich your company. The best talents are the cornerstone of success, so choose them carefully to build a prosperous future.


African fintech takes the continent by storm

In Africa, deals recorded by fintech players are rising dramatically. By 2021, 63% of funding to the technology sector went to fintech.The growth of fintech is helping to improve financial inclusion.

When Nigeria went into lockdown in 2020 to stop the spread of the coronavirus, Michael Terver was able to keep his small internet café afloat, but also to help his friends and customers facing new challenges brought on by the pandemic. He did this through a partnership with an electronic banking company.

Before the COVID-19 pandemic, most of the cybercafé’s customers, who did not have bank accounts, preferred to make purchases or sales with cash. But as social distance made it impossible to conduct most transactions “in person,” they were able to go digital with the help of an integrated online system, allowing them to pay bills, make deposits or transfers, or apply for microcredit from the café.

Dubbed Quickteller Paypoint, the system had been launched in 2016 by Interswitch, a Nigerian fintech company, to help individuals as well as micro and small businesses adopt paperless transactions.

“Accessing Quickteller Paypoint from my facility was a game changer,” says Michael Terver. Because of the lockdown, businesses couldn’t operate as usual, which affected cash payments. Our Quickteller Paypoint automatically replaced cash transactions, because staying safe was what mattered most.”

Michael Terver’s story is indicative of a larger phenomenon. A combination of finance and technology, fintech is rapidly transforming the way individuals and businesses conduct transactions, particularly in Africa. North Africa and the Middle East have recently seen the fastest growth in transaction volume recorded by fintech players in the world, with a 40 percent increase in 2020, while sub-Saharan Africa, with a 21 percent increase over the same period, was on par with North America.

Over the past decade, fintech has enabled 1.2 billion unbanked people to access financial services, a 35% reduction in the unbanked population worldwide. With this increase in financial inclusion, more individuals and small entrepreneurs are saving, receiving government payments, conducting business, and securing their wages.

“Investment in fintech is growing much faster in emerging markets than in developed markets because it fills a vital gap. We expect this growth to continue,” says Aliou Maiga, Africa regional director for IFC’s Financial Institutions division. For the first time, microenterprises and individuals with very limited financial assets can secure their savings, make transfers without exorbitant fees, and even take out small loans to increase their income. This is a real turning point in our efforts to promote financial inclusion and eradicate extreme poverty.”

Plenty of room for growth

The African fintech market has plenty of room for growth. Indeed, only about 20 percent of adults in sub-Saharan Africa own a debit or credit card, compared to over 80 percent in developed economies. Cash is still prevalent in many underserved rural and urban areas, creating additional costs, difficulties in buying and selling goods, and increased exposure to theft and fraud.

Traditional banks have been reluctant to offer services to individuals with small incomes and few savings. Yet these millions of unbanked people represent a significant economic force that the digital finance sector can leverage.

The multitude of small businesses on the continent can also benefit from fintech. According to World Bank estimates, SMEs account for 90 percent of the total number of businesses, have one billion customers, and create seven out of ten jobs.

In addition, the continent is characterized by a large sector of informal and micro businesses, which have been particularly affected by the pandemic. During the crisis, fintech helped microenterprises and SMEs to keep their heads above water by offering them the possibility to conduct small transactions online and by providing microcredit and electronic payment platforms.

In South Africa, for example, Adumo, an IFC-supported company, is enabling small businesses to grow by moving to digital payments.

The sector’s growth continued in 2021: a report shows that venture capital funding for the tech sector in Africa tripled to more than $5 billion, beating all other regions of the world. The majority of this funding-63 percent, or $3.3 billion- went to fintech.

IFC has been a leading investor in the African fintech market. Its investments include Interswitch; Fawry, an Egyptian online payment platform; Wave, a mobile money service provider in West Africa; South African companies Adumo and Lulalend; and TerraPay, a pan-African fintech infrastructure player.

A momentum propelled by the pandemic

While fintech has been around since the early 1990s, the COVID-19 pandemic spurred the development of its services to unbanked and vulnerable populations, especially at a time when confinements limited cash transactions. According to a survey conducted by the World Bank and other partners, two-thirds of fintech companies surveyed worldwide report changing their business models during the crisis by lowering fees, revising lending criteria, and relaxing payment terms.

For example, TerraPay expanded its operations to North America to allow Africans working abroad to transfer money within 24 hours at an affordable cost. Also during the pandemic, fintech giant Tutuka, which has since merged with Paymentology, expanded its virtual card offering to meet demand from businesses and governments for solutions that allow them to pay employees working remotely and to disburse government grants or insurance benefits.

IFC supports these and other fintech services through direct and indirect investment in funds such as Helios, Partech and Apis Partners. Interswitch, for example, is receiving funding from Helios and LeapFrog.

In the coming years, fintech will become an even more integral part of African economies as businesses and customers alike recognize the long-term benefits of digital transactions.

According to a McKinsey report released in August, fintech is indeed enabling more affordable services for customers. “Transaction fees can be up to 80 percent lower, and interest on savings accounts up to three times higher than traditional players. Money transfers can be up to six times cheaper,” the report said.

Lulalend, which allows small businesses to apply for financing online, believes that fintech will play a key role in the continent’s future growth.

“Fintech is transforming Africa, because it allows companies to manage their cash flow better than ever before. It gives every business the opportunity to succeed,” says CEO Trevor Gosling. And a successful business grows the economy and creates jobs.”

Source: https://www.ifc.org/wps/wcm/connect/news_ext_content/ifc_external_corporate_site/news+and+events/news/african-fintech-rises-to-the-challenge-en


Why use an outplacement service?

Outplacement (or reclassification) is a coaching process for professional mobility. Its aim is to make the process of breaking a contract between a company and its employees less complicated.

It is an external outplacement service provided by a human resources firm. It consists in guiding and accompanying the former employee in the search for a new job or in the launch of his own activity. The adviser listens to the candidate and provides support, advice and expertise.


Evaluation and coaching process

Every new beginning begins with a check-up. Taking stock of what has been accomplished and what remains to be done. This is exactly the same process with outplacement. The HR consultant will help the employee to make a personal and professional assessment. In this way, both will be able to identify where the employee comes from in terms of career path and all the possibilities that might be open to him or her.

This is done by first analysing the background of the person concerned in order to better understand it. Then, the consultant helps the former employee to identify his or her strengths in order to maximize them and to be able to use them better in the future. The candidate’s areas for improvement are also analysed.


Outplacement: transition coaching and springboard to a new job

Some moments in our professional career can be quite sensitive and unsettling. For example, a breach of contract or a dismissal are difficult events that can easily confuse any employee.

To enable the employee to bounce back and to be able to orient himself effectively, the consultant will also take on the role of a coach. In addition to technical support, there is a human dimension that is added here. This translates into listening and understanding the personality and full potential of the candidate, which are now at the heart of the outplacement process. We talk about coaching here because the consultant seeks to improve the skills and performance of the candidate. Whether it is in the context of a reconversion through training or a new project, the objective is to equip the candidate to reposition himself favourably and sustainably in his market.

Outplacement is a real career accelerator. It helps the beneficiary of the service to make the right choices, by having all the necessary tools at his disposal. In this way, the candidate avoids the mistakes he or she might have made if he or she was not accompanied.


The benefits of outplacement

In order to be able to part with an employee in the best possible conditions, the company itself chooses the service provider who will take care of the outplacement service.

Outplacement is beneficial to company executives because it allows them to reposition themselves quickly after a layoff. The period of unemployment is thus reduced and the employee can return to work in a short period of time.

It also allows the employee to maintain or even increase his or her income level. Indeed, it is common for candidates accompanied by an outplacement consultant to find a better paid job than their previous one. Trusting an outplacement consultant means putting all the chances on his or her side to get a job according to his or her real abilities and experience.  

Outplacement is also very advantageous for companies. By making it easier for employees to return to work, companies demonstrate their social responsibility. In this way, they support the efforts of governments by helping to reduce unemployment.

Finally, using an outplacement service contributes greatly to the employer’s good reputation, as it is perceived as helping employees who are separating from the company to find a new job. The company thus promotes values of respect, consideration and recognition of the services and efforts made by its former employees. 


The importance of an HR department within a company

Human resources management plays a fundamental role within companies. Indeed, it is a complex and transversal function that must be at the very heart of any company’s strategy.

People create value, they are the most important resource of any company. And the most important mission of the HR function is to provide the company with efficient and fulfilled human capital.


The HR function designs an optimal recruitment strategy

Talent is essential to the growth and evolution of any structure in Africa. We must therefore be able to attract them. First, the HR manager(s) carry out a complete diagnosis of the company in order to understand its needs. Thus, they draw up a mapping of jobs and skills in order to have a clear and precise vision of talent (current and future). It is also a question here of listing the skills already present within the company in order to unleash their potential. This is a real groundwork that requires expert hands.

Once the recruitment plan is established, it is now time to attract talent. To do so, HR managers will need to leverage their employer brand and corporate culture. These two factors are key to differentiating themselves from other employers in Africa.


Talent management and retention

Once recruitment is finalised, HR management remains crucial to the cohesion of the organisation .

Personnel management, for example, is a key factor in the smooth running of any business. Establishing the salary scale, setting up social benefits, monitoring the evolution of performance, including evaluation and training … It is therefore a complete cycle that is set in motion and that concerns both the daily and the long-term vision.

In addition to the administrative management of personnel, there are also crisis management (economic crisis, health crisis, etc.), or even internal conflicts that may arise within the company. In these delicate phases too, human resources are a crucial player.

As we saw with the VIDOC-19 pandemic, the strategic importance of HR is well established. There is an urgent need for companies in Africa to commit now to making HR a strategic HR function.



The HR function, a real growth lever for companies in Africa

Much more than just an administrative department for contract management, the HR function in Africa is a real driving force for the company’s development.

To achieve its growth objective, HR managers in Africa are responsible for building the company’s marketing strategy and ensuring the development and deployment of the employer brand. These two branches concern both the company’s internal and external communication.

All of these elements contribute not only to the well-being of employees, but also to a better functioning of the company and its good reputation.


Are you overwhelmed or have little knowledge in this area? Don’t hesitate to ask an experienced Consultant to help you build your HR strategy and deploy it. By deciding to make it your priority, you are investing in the development of your company.


Wage portage in Africa

Following numerous requests from our international clients, we now offer a wage portage service at our hubs in Dakar and Abidjan. Talent2Africa being configured to be responsive, efficient and sufficiently adaptable to function as a transparent and cost-effective extension of our clients’ internal recruitment teams, we have chosen to accompany our clients on this type of needs.

There are three major challenges for any company wishing to develop its presence in Africa:

  1. Companies are interested in the market potential of the African continent but want to sound out the market first before they can open a subsidiary.
  2. Business trips or participation in trade fairs in Africa are very expensive and do not have the desired return on investment.
  3. The creation of companies in Africa and the management of these companies can represent a risk for companies that do not master the environment of these countries.


Why opt for wage portage in Africa?

Talent2Africa offers its clients services on a contract basis: for a short period of time or for a longer intervention, our experts are dedicated to your various projects. 

Focus on agility

We build for you, a scalable and immediately operational team according to your specific needs, and in record time.


Make your costs profitable

Talent2Africa also absorbs for you, all the fixed costs related to the creation and management of a business. Thus, you control your budget perfectly.


Fill up with serenity

Managing all legal and fiscal aspects of local employment contracts is also part of our offer. This, quite simply with the aim of guaranteeing you protection and, in fact, peace of mind.


Our business expertise with regard to wage portage in Africa is based on two aspects:

Business development

Talent2Africa builds and manages for you an additional sales force whose mission is to prospect locally in the field so that you have all the information you need, as if you were there.


Outsourcing of personnel

We are committed to recruiting qualified employees for you in the following areas:

  • NGO
  • IT ( Banks, Telcom, ERP)
  • Engineering ( Oil and Gas, Energies renouvelables, Infrastructures


Wage portage in Côte d’Ivoire and Senegal 

A simple approach adapted to your needs:

The first step is recruitment: We are dedicated to finding the right talent for you. To that end, we use our high standards of recruitment to select the right resource that meets your expectations.

Then, we deploy our strategy of “wage portage” in Ivory Coast and Senegal: we take care of everything: payment of the employee’s salary every month, as well as legal, social, fiscal and accounting management with all the country’s organizations and authorities.

Finally, Talent2Africa provides coaching to our clients’ employees. The objective is to carry out a continuous training related to the market, to surround and support your teams on the spot.

To receive the complete presentation of our wage portage offer, contact us


Recruiters in Africa did you know that a disappointed candidate is a lost client

It is a clear fact now that there is a thin line between professional life and personal life. Needless to say that, setting apart work relationships and private matter is, in deed, a hard task to handle even though we wish it wasn’t. The type of relationship we have developed with the company we are working in can shape our perception of the company itself.

The fact that, for example, a job seeker would see his job application rejected or not taken seriously could result in him feeling frustrated and to the company losing a potential client or consumer. Either companies don’t realise what they are doing or they just don’t take it into consideration. It is however something that shouldn’t be neglected.

Some serious studies showed just how big the issue really is. It led to the surprising conclusion that a dissappointed candidate is potentially a lost client. In fact, most of the surveyed candidates admit that their experience as candidates had an impact on them as consumers. The candidate experience during a potential recruitment can have some real consequences on the overall image of the company. A job application that has not been handle accordingly could change the way the candidate sees the company as a consumer and that wouldn’t be good for the business.

Specialists that gave some thoughts to the question came to the conclusion that HR and marketing became a one thing that cannot be separated. As a result, the company is obligated to take into consideration the candidate experience or else it will tarnish its reputation or even have clients turning their backs on them.

Today, a lot of companies send automatic responses to their different candidates. It is certainly a move to the right direction however it is still not enough because this impersonal format gives to the candidate the impression that he didn’t really get a feedback. Some specialists suggest more personalized systematic emails that would be able to explain to the candidate why he was not a good fit for the job. There are many ways to explain why an application has been rejected. It could be because of a lack of experience, a position that is already filled etc.

Either way, an application with no response can have a negative impact on the way the candidates see the company. Try your best to handle the situation the best way possible.

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