Archives des Recruiter - Page 3 of 5

14Jan

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.

03May

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

16Jul

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.

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:

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.
Business trips or participation in trade fairs in Africa are very expensive and do not have the desired return on investment.
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

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

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