The skills shortage using functional job areas has prompted clients to utilize headhunting to source suitable candidates rather than use traditional recruitment processes that will not deliver the outcomes they need. The competition is getting fiercer with large global recruiters entering African markets. The stagnation of the economies in the more aged business elements of the entire world has additionally encouraged the headhunters to scout for business in more lucrative places.
Where do they source candidates?
Many potential candidates come from within Africa - from the more developed English speaking markets of South Africa, Nigeria, Ghana, and Kenya. Headhunters also touch base to graduates and experienced African candidates who work outside
Staffing employment market trends in Africa Africa, particularly in Europe or North America, who wish to return home. Other sourced elements of talent are those seasoned expatriates from Europe and the US that have worked extensively in Africa and have an affinity with the continent.
Who do the headhunters recruit for?
Lots of the clients are foreign-based multinationals with growing businesses in Africa. Usually the objective is to expand or develop a preexisting business in markets where they are already operational or even to enter new countries. Expansion within the mining sector and petroleum exploration and production companies is driving the growth in recruitment of an individual for senior executive roles in Africa. The industries which can be most active in using headhunters are:
Metals & Mining
Energy, Oil & Gas
Financial Services
Telecommunications
Manufacturing and FMCG
Medical care and pharmaceuticals
How can they operate?
Headhunters typically use a direct approach to top candidates in a carefully defined target market that's been fully searched beforehand. Researchers are employed to do the initial preparation of a "short list ".Headhunters look for the proper expertise and also attempt to find candidates which can be an excellent fit for the culture of the organization and the industry. Individuals being approached are probably be working happily at a competitor, performing well and not currently looking for a move. These search companies look for senior managers and specialists which have strong track records of success in that specific industry in Africa.
Approaches may come through the utilization of personal contacts and recommendations, through social networking, or by way of a "warm" telephone call to introduce the possibility of a move. The better operators follow a conventional methodology including a thorough interview process and checking of academic and career credentials. Confidentiality and ethical behaviour are two of the cornerstones, partly to safeguard both client and the candidate but additionally to ensure they're not undermined by unscrupulous competitors. Beware, there are many unprofessional headhunters that take shortcuts.
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