Category: Recruiter

Talent2africa > Blog (EN) > Recruiter
02Jul

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.

29Jun

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

22Oct
Recrutement en Afrique

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.

You can also read Fitting into a new company: essential tips

15Oct
L’Afrique, nouveau terrain de jeu des géants de la tech

Fitting into a new company: essential tips

You finally got your dream job after many interviews. You have signed your contract with a lot of enthusiasm. However it is not a done deal just yet. You still have one step to go through that is as important as the one before, which is fitting in the new company.

 

This step might seem easy but it is not because obviously adjusting to an unknown world is not a peace of cake especially for those who are just entering into the work world. This is why it is not a waste of time to look into the necessary tips to successfully fit in a new work environment.

First, one of the most important things for the new hire to do is to be aware of the challenges this represent. If not it will be difficult to properly adjust. That way, according to Catherine Berliet, coach and co-author of Manger au quotidien, three steps are vital to successfully fit it a new company.

The first one being, according to her,  well prepared for the new job by carefully reading the job description in order to know precisely where you will take actions.

The second one consists of a SWOT which stands for Stenght,Weakness, Opportunities and Threats. The goal is to put in writing the necessary elements that would allow you to quickly be efficient in your new job.

Finally, the third step according to Catherine Berliner still, consists of putting interest in the Dow and the don’ts. Which means all the aspects in terms of culture, its values and its creation etc. Basically, it means for the new hire to spot the  appropriate dress-code that is put in place, the way people are talking and the way they are operating internally.

In this adjustment phase, it is essential to open up to new people, to go to people to make it easier to communicate  and develop contacts. It is even more important knowing that on the first days, your new colleagues will judge you. Be nice and honest without putting yourself in the spotlight and risking to sound arrogant.

You can also read Africa: when artificial intelligence gets the business world excited

11Oct

Africa: when artificial intelligence gets the business world excited

Artififial intelligente has found the way to our everyday life and got quite comfortable in doing so. It’s an amazing reality. The future of the planet revolves around artificial intelligence. “Whoever becomes the leader in this sphere will become the ruler of the world.”,said Vladimir Putine the President of Russia.

In the working world, some are a bit scared of it, while others, in the other hand, do see some potential in it. Artificial intelligence has changed all the habits in Africa. In that side of the world, more and more young people have taken upon themselves to take advantage of everything that artificial intelligence has to offer.  For that reason, some kind of excitement happened in the “Black” continent over the rise of artificial intelligence especially in the entrepreneur field.

Artificial intelligence is made of a set of functions that the computer can execute better than the actual human brain or the human intelligence. The same is true for the analysis of massive amounts of data for example to proceed risk assessment. AI makes the machine learn about those mass data on its own and self improve.

With the huge potential that AI offers, Africa surely plans on relying on it to be on the same level as the rest of the world, because there are more and more investments made in that sector. From the health field, the education field to the environment field, mainstream AI based apps are very popular considering the fact that the smartphone business is booming in Africa.

 

In fact, according to Koundi a Deloitte Africa associate, the number of machines which are by the way around 350 millions, should double by year 2020 in Africa. Prices dropped from 80 dollars to 30 in less than two years, thanks to the launch of machines specifically made for Africa.

With this in mind, Betelhem Dessie was able to mention that AI could be the lever that allow the African continent to rise to the top next to the Northern countries. It would be, in other words, some kind of fast track to development that will make people forget that Africa has missed out on the first two revolutions, the industrial one and the post-industrial one.

Africa has considerably felt the impact of AI in the job market just like any other region in the planet. Today, despite the numerous advantages AI has to offer, there is a risk that a lot of jobs will disappear in Africa. This is, in fact, one of the main concerns that critics have toward this revolutionary trend. Despite the fear it might have brought, AI has been well received in the “black” continent. 

It is safe to admit that the way young African entrepreneur have been getting excited over it goes to show that Africa does plan on relying on AI to secure an economic take-off.

You can also read Professional relationships: how to handle a difficult colleague?

09Oct

Professional relationships: how to handle a difficult colleague?

Les relations professionnelles ne sont pas toujours cordiales, comme toute autre relation. La plupart du temps, la vie au travail nous obligera à travailler avec des collègues difficiles à gérer. Qu’ils soient collègues ou employeurs, les personnes difficiles dans une entreprise peuvent avoir un impact négatif sur votre humeur. Si vous contrôlez la bonne attitude à adopter, ils peuvent faire de votre vie un enfer. Il est épuisant de les traiter émotionnellement, mentalement et physiquement à moins de connaître le jeu auquel ils jouent. Malheureusement, vous trouvez ces types de personnes dans toutes les catégories de travail, des petites entreprises aux PME en passant par les grandes entreprises. Mais comment traitons-nous avec eux? Découvrons-le!

Préparez votre retour

Un collègue difficile trouvera du plaisir à provoquer chez vous une attitude défensive, fâchée, effrayée ou même triste. Son but ultime est de vous briser afin de contrôler vos émotions. Ne lui donnez pas ce pouvoir parce que c’est à vous de le laisser gagner ou de l’arrêter tout de suite. Même la plus petite expression sur une émotion le laissera penser qu’il a le contrôle sur vous. Pour éviter que vous deviez préparer votre retour et surveiller vos arrières. Ayez 2 ou 3 phrases en tête que vous pourriez utiliser lorsque vous sentez que des attaques malveillantes vous arrivent. Vous allez le mettre en échec.

Choisissez de rester calme au lieu de vous mettre en colère

La plupart des personnes difficiles se nourrissent des explosions de colère de leurs victimes. Ils auront le sentiment d’avoir gagné à la minute qui leur est réservée quelque chose qui montre l’état émotionnel de la victime. C’est la raison pour laquelle vous ne devriez jamais casser sous la pression, peu importe ce qui se passe. Lorsque vous êtes avec lui, soyez sur lui. Pour ce faire, vous devez être capable de gérer votre propre colère avant de lui parler. Dans tous les cas, ne vous inquiétez pas et répondez calmement. Il va se perdre …

Ne vous sentez jamais coupable d’une personne difficile

Certaines personnes difficiles à manipuler sont si douées pour vous faire sentir coupable de quelque chose qu’elles ont fait. Ne tombez jamais dans ce piège parce que vous n’êtes pas le problème. Vous êtes la victime en fait. Malheureusement, si vous ne l’obtenez pas, vous pourriez parfois vous sentir coupable. Il est également important que vous vous souveniez que vous êtes manipulé pour vous faire du tort sur vous-même.

Vous pouvez également lire Culture d’entreprise: un défi majeur dans le processus de recrutement

07Oct

Corporate culture in Africa: A major challenge in the recruitment process

All companies no matter how they are demand for their partners concerned to agree on a minimum set of rules and values. The same applies for the professional relationships. It is actually taken very seriously in that department. This reality makes the recruiter takes into consideration the corporate culture of his company when he is doing his hiring. In other words, in the process of hiring qualified people, he will have to make sure that those people will be able to adjust to the values of the company. What it means is that the corporate culture is now a legitimate part of the hiring process.

It could be difficult to give a simple definition of corporate culture because the term is very large. We can however say that it is linked to all aspects of the company, whether in a formal or non formal way, to its traditions as well as its inside dynamic that has been implemented throughout the years.

Corporate culture is not limited to a simple theorical concept with no real impact on the company’s functioning and organization. The least we can say is that it plays a central part in the recruiting process, both for the company and the candidate.

Some studies were able to show that hiring candidates in line with the corporate culture reduced turnover by 30%. It naturally implies that hiring candidates that don’t share the same values as the company could have a negative impact on its productivity.

In a more general way, corporate culture is a mix of different elements. The more noticeable ones being the dress code and the interpersonal relationship between co-workers. The work environment also represents a major part of the corporate culture depending on whether the employees are working in an open space or in enclosed offices.

Other elements are less noticeable like the work atmosphere, the managing style, or the interpersonal relationship in the company. The corporate culture is not the same if employees say hi by giving each other hand shakes or kisses.

What ever the case is, it is obvious that an employee who is in a culture that fits him feels more comfortable and has a better chance of having a long lasting collaboration with his employer.

In the other hand, a candidate coming in a company he doesn’t share the same values with will have a hard time feeling happy and adjusting. He will not have the type of behavior he is expected to have. Therefore, it would be difficult for that person to feel like he belongs. In short, there is a good chance that he will go somewhere else.

You can also read Companies, train your employees for the jobs of the future

03Oct

Companies, train your employees for the jobs of the future

Technology innovations have yet to turn the professional world upside down. The changes that they are bringing are forcing workers to get out of their comfort zone and throw themselves in the fast growing job market of the future. It is even more true knowing that a study made by World Economic Forum revealed that 65% of the children who have started elementary school this last years will do jobs that don’t exist yet. Therefore technology innovations will result in the creation of new jobs. One should be prepared to not miss the progress of the world. It is essential for companies to get their employees ready for tomorrow’s jobs. For that to happen,one has to think about a new way of training.

 

Train your employees to become thristy for knowledge and go-getters 

Training your employees to jobs that don’t exist just yet is a hard task to handle. It is necessary to have them ready to open up to new skills. The main goal of the employer will be to boost the curiosity of its employees by training them into people who are thirsty for knowledge and go-getters. Naturally,this new approach is totally different from the classic training concept based on the short term, for the simple fact that the speed evolution of jobs in the companies makes it impossible not to have planned trainings in the future. You must make your employees want to acquire some knowledge.

Prepare your employees to consider a career change in a peaceful manner 

It is a knowed factor that technology innovations will result in creating new jobs, however on the downside some professions will also have to disappear because of the digital era. The employees will have to get use to that new reality and acquire new techniques that will allow them to quickly retrain in new jobs. A worker will now be able to go from one profession to the other all through his professional life and acquire new skills. It is in the companies’ best interest to keep the employability of their employees in the years to come in order to set themselves aside eom the bunch.

Make it easier for employees to have access to training 

Training employees have always been something necessary for companies to do but sometimes it tend to be underestimated or ignored by employees who are more interested in making profits. Today, the way things are going,  getting training for the jobs of the future is becoming a viability for the company. It is necessary to look training differently and make it more accessible. The companies will have to handle the school education now. Training should not be viewed as an obstacle. It is something that has to be the company’s own decision to prepare the employees.

You can also read How to become a successful negociater as a salesman ?

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

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