Author Archives: Hamza Bentahila

Data: 5 de Fevereiro de 2014
Contacto: Alex Mugan, Diretor de Marketing – Global Career Company
Tel: +44 (0) 20 8834 0331
Email: alexander.mugan@globalcc.net
www.careersinafrica.com/pt
Páginas: 3

Com a Indústria Mineira Moçambicana em ascensão os Responsáveis de Recursos Humanos de vários sectores têm os olhos postos no Fórum Careers in Africa Lisboa

As quatro concessões mineiras atribuídas no ano passado, com uma expectativa de gerar £3 biliões e 1000 vagas de trabalho, aliadas ao potencial de oportunidades neste mercado, têm atraído os candidatos Moçambicanos na diáspora a candidatar-se a eventos de recrutamento como o Fórum de Recrutamento Careers in Africa Lisboa.

Londres, Reino Unido – Entre as más notícias, como o aumento do custo energético e os riscos associados a tecnologias como parques eólicos, as boas notícias correm o risco de se dissipar.

Em Moçambique, a ideia de que as resevas naturais de carvão e gás natural podem contribuir substancialmente para a melhoria do custo de vida, da educação e dos rendimentos familiares, está a ser corroborada pela indústria mineira e pelo governo. Ao contrário de outros países africanos onde se criam restrições à indústria mineira, Moçambique tem conseguido administrar com sucesso os interesses nacionais e o investimento estrangeiro, de forma a criar estruturas sustentadas e novas formas de rendimento para os cidadãos Moçambicanos.

Os sinais de desenvolvimento económico em Moçambique sustentado pela indústria mineira culminaram na criação de um sector dinâmico de recrutamento para esse mesmo sector. O conhecimento externo aliado à força de trabalho local proporcionou aos Moçambicanos e aos expatriados novas fontes de rendimento e prosperidade. Cada vez mais os empregadores procuram Moçambicanos para os seus quadros, através de um maior investimento em eventos de recrutamento em todo o Mundo, tal como os da Global Career Company (Careers in Africa Lisboa)

Recrutamento e prosperidade

Cláudio Osório, um consultor de recrutamento especializado no mercado Moçambicano defende que este é o momento para profissionais da indústria mineira e para o país da África Austral,“Enquanto que em outros mercados o sector mineiro não é mais robusto, em Moçambique o seu potencial é claro. Este desenvolvimento está a ter um forte impacto nos profissionais com nacionalidade Moçambicana, que se encontram a preparar o seu regresso ao país de origem. Vamos ter um ano sensacional pela frente!”

As reservas de gás e de carvão em Moçambique – juntamente com a sua cultura empresarial dinâmica – fazem com que o país se torne num dos mais promissores para o sector mineiro internacional. Estudos conduzidos pelo Fast Market Research clarificam que em 2014 é expectável o rápido crescimento da produção e o desenvolvimento de indústrias associadas, o que certamente trará desafios e oportunidades para os Recursos Humanos do sector mineiro.

Actividades recentes de pesquisa e a descoberta de grandes reservas de gás natural imprimiram um novo dinamismo ao sector de recrutamento mineiro em Moçambique, tanto localmente como internacionalmente. Espera-se que a atribuição das novas 4 concessões mineiras gere por volta de £3 biliões e que crie mais de 1000 novos postos de trabalho. Estas necessidades disponibilizadas pelo mercado levam a que os empregadores explorem novas oportunidades nos eventos de recrutamento,“O Mercado está em plena actividade”, indica Cláudio Osório, “os nossos competidores estão a desenvolver novos eventos focados no mercado Moçambicano, enquanto nós verificamos um claro crescimento no interesse dos candidatos e dos nossos clientes no Fórum de Lisboa, que celebrará este ano a sua sétima edição.”

Mais oportunidades de emprego local, a criação de ambiente que proporciona o empreendedorismo e que dá rendimento sustentável ao mercado mineiro e uma maior segurança energética global – O sector mineiro em Moçambique parece ser o alvo de investimento em 2014, o que leva Cláudio Osório acreditar ainda mais que o Fórum Careers in Africa Lisboa será uma mais-valia para empregadores e profissionais.

“O nosso Fórum conta com uma pré-selecção especializada, uma rede de contactos com profissionais de topo e empresas lideres de Mercado. Para os empregadores que procuram atrair profissionais internacionalmente, a única forma de terem a certeza que o seu investimento terá um retorno é através de um processo de pré-selecção altamente escrutinado. Connosco você irá conhecer candidatos que reembolsarão o custo da sua viagem Lisboa.”
O Fórum Careers in Africa da Global Career Company irá ter lugar em Lisboa no próximo mês de Maio. Os candidatos e as empresas interessadas deverão aceder ao website www.careersinafrica.com para mais detalhes.

Fim

Artigo baseado nos resultados do Questionário Careers in Africa aplicado a profissionais Moçambicanos na Diáspora em 2013.
279 Responderam ao questionário na sua totalidade

Factores-chave:

A Global Career Company foi criada em 2002
Candidatos esperados para o Fórum – 15,000
Contratações feitas através dos Fóruns – mais de 7000
Países Africanos para os quais já recrutaram – 45
Profissionais na rede de contactos da Global Career Company nos Mercados Emergentes – mais de 500,000
Sectores trabalhados – All, Energia, Finanças, FMCG, TI e Telecomunicações, e serviços profissionais

Date: 5th February 2014
Contact: Alex Mugan, Marketing Director – Global Career Company
Tel: +44 (0) 20 8834 0331
Email: alexander.mugan@globalcc.net
Pages: 3

Mozambique Mining Ready for Lift-Off as HR Professionals from All Sectors Look to Careers in Africa Recruitment Summit in Lisbon

With four new mining concessions assigned last year expected to generate £3 billion and 1000 jobs, the potential for Mozambican candidates around the world to join a buoyant market in 2014 is driving applicants to events like Careers in Africa’s Recruitment Summit in Lisbon this May.
London, UK. Amongst all the bad news stories about rising energy costs and the risks associated with technologies like fracking and wind farms, good news stories can get lost.

In Mozambique, the potential for natural reserves of coal and gas to produce substantial changes to living conditions, education and income is being supported by the mining industry and the national government, working in harmony. Unlike some other African nations where restrictions on mining apply, Mozambique has successfully merged its national interests with outside investment to create robust structures and new sources of income for its citizens.
Mozambique’s renaissance has been supported by the mining industry and has created a vibrant Mozambique mining recruitment sector. In this area, outside expertise and internal labour pools have combined to give Mozambicans, and expats, new sources of income and prosperity. Increasingly, companies are looking to Mozambique nationals to fill all roles, driving investment in recruitment events around the world, such as Global Career Company’s Careers in Africa Lisbon.

Recruitment and prosperity

Claudio Osorio, a recruitment consultant who specialises in the Mozambique market argues that this is a great opportunity for mining professionals as well as the country itself,”While the mining sector isn’t strong in all markets, its potential in Mozambique is clear. This is having an impact on mining professionals around the world with Mozambican work authorisation, who are gearing up for a return to the country. It’s going to be an exciting year!”
Mozambique’s coal and gas reserves – along with its energetic internal business culture – make it one of the most promising countries for the global mining sector. Research conducted by Fast Market Research makes clear that rapid growth in production and associated industries can be expected in 2014 and that this will bring both challenges and opportunities for Mozambique mining HR. Recent survey activity and the discovery of large reserves of natural gas have given the whole Mozambique mining recruitment sector a new dynamism, both inside national borders and internationally. It’s expected that the four new mining concessions assigned last year will be worth around £3 billion and are anticipated to produce around 1,000 new jobs. These needs are driving companies to explore the opportunities created by recruitment events,“The market is buoyant,” Notes Osorio, “our competitors are opening new events focused on Mozambique, while we’re seeing an upsurge in both candidate and client interest in our Lisbon Summit, which is running its 7th edition in 2014.”

New employment locally, the creation of a business environment that supports entrepreneurs as well as giving sustainable income to coalminers, and greater energy security globally – Mozambique’s mining sector is set to be a good news story in 2014, one that Osorio believes Careers in Africa Lisbon can support,
“Our Summit relies on pre-screening, connecting the best professionals with the best employers. For those aiming to source professionals internationally, the way to be confident in your investment is to trust the pre-screening process. You know you’re meeting candidates who are worth the trip that way.”

Global Career Company’s Careers in Africa Recruitment Summit will take place in Lisbon in May 2014. Prospective candidates and companies interested in attending should visit www.careersinafrica.com for further details.

Ends

Careers in Africa survey of Angolan database worldwide in December 2013. 329 respondents completed the survey.

Key Facts

Company established – 2002
Projected applicants – 15,000
Previous Summit hires for Africa – 7000+
African countries recruited for – 45
Professionals in Global Career Company’s emerging markets networks – 500,000+
Sectors covered – All, with energy, finance, FMCG, IT/telecoms, mining and professional services particularly prominent

Data: 5 de Fevereiro de 2014
Contacto: Alex Mugan, Diretor de Marketing – Global Career Company
Tel: +44 (0) 20 8834 0331
Email: alexander.mugan@globalcc.net
www.globalcareercompany.com/pt

Summary

Mais de dois terços dos angolanos na diáspora estão a considerar regressar ao seu país de origem em 2014. As contas são da consultora de recrutamento Global Career Company, que conclui que o crescimento no sector energético e a economia em expansão faz com que licenciados e profissionais angolanos em todo o mundo estejam hoje mais focados nas oportunidades em Angola.

É a pensar nestes números que a consultora promove por todo o mundo as iniciativas do recrutamento para carreiras em África, em todo mundo. Em Lisboa, o Fórum Careers in Africa decorre em maio e as inscrições já estão abertas.

O estudo da Global Career Company, que utilizou uma amostra de 9000 recém-licenciados e profissionais angolanos, em 2013, conclui que 67% dos angolanos querem voltar.

O Fórum Careers in Africa da Global Career Company irá ter lugar em Lisboa, de 9 a 11 de maio, e os candidatos podem contar com entrevistas com os responsáveis de empresas regionais e multinacionais, workshops, seminários e sessões de coaching. E, claro, ofertas de emprego, neste caso para Angola. No total, a Global Career Company garante que mais de 7000 profissionais já encontraram oportunidades em África através dos fóruns de recrutamento, para mais de 45 países.

Energia, tecnologias da informação e telecomunicações, finanças, indústria de produtos de grande consumo, e serviços são os principais sectores que estarão a recrutar. Os candidatos deverão ter autorização de trabalho para, pelo menos, um país africano, bem como domínio do português e uma ou mais línguas africanas ou europeias, uma licenciatura ou experiência profissional.

Candidaturas aqui: www.globalcareercompany.com/pt

Páginas: 3

Mais de dois terços dos angolanos estarão de regresso a Angola em 2014. Esta realidade constata-se no aumento das candidaturas para o Fórum de Recrutamento Careers in Africa em Lisboa 2014.

Pesquisas feitas pela Global Career Company indicam que 67% dos angolanos na diáspora estão a considerar regressar ao seu país de origem em 2014. À medida que o crescimento no sector energético se torna mais significativo e a economia em expansão é cada vez mais diversificada, licenciados e profissionais angolanos em todo mundo estão focados nas oportunidades em Angola.

Em 2013 foi realizada em Londres pela consultora de recrutamento Global Career Company uma pesquisa onde se destaca que 67% dos angolanos na diáspora estão a regressar ao seu país de origem em 2014. Estes dados apenas confirmam as tendências reveladas pelos especialistas no mercado, que apontam Angola como uns país rico em recursos naturais e um país forte em oportunidades profissionais estáveis. A Senior Recruitment Consultant da Global Career Company para África Lusófona, Roberta Dutra, teve um papel preponderante neste estudo.

“Com este estudo queríamos perceber o quão rápido os angolanos na Diáspora estavam de regresso ao seu país de origem. De acordo com o que os nossos consultores especializados no mercado Lusófono têm presenciado relativamente à quantidade e qualidade dos candidatos era expectável um número significativo mas o resultado final foi ainda mais surpreendente.”

A Global Career Company utilizou uma amostra de 9000 recém-licenciados e profissionais angolanos provenientes da sua base de dados, uma vez que consideram o mapeamento da pool de talento um factor crítico na prestação de serviços a mais de 550 empresas regionais, locais e multinacionais presentes nos mercados emergentes. Os resultados deste estudo poderão traduzir-se tanto em oportunidades como obstáculos para os empregadores, mas certamente terão impacto significativo na visibilidade de iniciativas como Fórum Internacional de Recrutamento Careers in Africa Lisboa 2014.

Com uma base de dados de profissionais angolanos na diáspora distribuídos pelo mundo inteiro, a possibilidade dos empregadores atraírem talento de qualidade é extremamente elevada. A tendência para regressar ao país de origem destacada pelo estudo dará às empresas a confiança de que esta pool de talento está realmente comprometida a trabalhar em Angola, tornando flexíveis factores como os salários de expatriados e o estilo de vida. A oportunidade é agora.
O maior obstáculo que as empresas enfrentam é o risco de serem deixadas de fora. Devido ao rápido desenvolvimento dos mercados emergentes, os candidatos mais qualificados e mais talentosos irão integrar as empresas que tenham as suas estratégias de atracção delineadas o mais depressa possível. Se tivermos em conta a morosidade de todo o processo de recrutamento (atracção, entrevistas, negociação de oferta e o período de admissão) será fácil perceber que estes candidatos com vontade de regressar irão ser “caçados” rapidamente, deixando pouco espaço para empresas que ainda se encontram a discutir a sua estratégia. Roberta Dutra revela que este foi, no passado, um dos maiores obstáculos enfrentados pelos seus clientes.

“Frequentemente temos clientes entusiasmados com a sua participação no Fórum mas que por algum motivo não têm as suas necessidades totalmente definidas no início do projecto. Aquelas empresas que definem as suas necessidades logo de início conseguem uma atracção mais eficaz, mantendo-se assim um passo á frente da sua concorrência. As empresas que não o fazem acabam por perder a sua vantagem competitiva.”

A solução mais óbvia para os empregadores seria o desenvolvimento de actividades que possam aumentar o seu pipeline de candidatos para que quando tiverem a sua estratégia totalmente definida possam começar a contratar. Esta abordagem é reforçada pelo facto de que um grande número de Angolanos que pretende trabalhar na indústria de Oil & Gas continuam a estudar no estrangeiro. Países como o Brasil, a Rússia, o Reino Unido, os Estados Unidos, a França e obviamente Portugal continuam a ser destinos apetecíveis. Segundo a opinião de Roberta Dutra, as actividades de atracção nestes mercados traduzir-se-ão numa maneira de cativar os candidatos a regressarem mais rapidamente, mas também, numa forma de consciencializar o talento recém-licenciado.

“Os nossos clientes entendem a sua estratégia global de atracção de novos profissionais como uma peça-chave do seu plano de aquisição de talento. A manutenção da visibilidade da marca junto dos candidatos ao longo do ano é crucial para o aumento da recepção de candidaturas quando surge a necessidade de recrutar.”

Todos estes factores têm contribuído para um aumento sem precedentes do número de candidaturas ao Fórum Careers in Africa Lisboa 2014, bem como, para a replicação de eventos semelhantes aos da Global Career Company. Os candidatos e os empregadores poderão beneficiar de um grande número de opções em cidades como Lisboa, Paris e Londres, sendo que em qualquer uma destas cidades encontrarão os eventos da Global Career. Roberta Dutra enfatiza que os Fóruns Careers in Africa continuam a oferecer um valor diferenciador, tanto para clientes como para candidatos.

“A nossa pesquisa revelou que 45% dos nossos candidatos tem mais de 7 anos de experiência profissional, o que nos indica que estes profissionais procuram um evento de recrutamento que vá ao encontro do seu nível de senioridade, em detrimento das feiras de emprego que usualmente o mercado tem para oferecer. O nosso processo de pré-selecção dá sustentabilidade a um evento onde tanto os candidatos como empregadores estão empenhados em criarem um ambiente propício a entrevistas. É um evento de topo onde é possível que uma empresa líder contrate um candidato de alto calibre.”

O Fórum Careers in Africa da Global Career Company irá ter lugar em Lisboa no próximo mês de Maio. Os candidatos e as empresas interessadas deverão aceder ao website www.careersinafrica.com para mais detalhes.

Artigo baseado nos resultados do Questionário Careers in Africa aplicado a profissionais Angolanos na Diáspora em 2013.
329 Responderam ao questionário na sua totalidade

Factores-chave:

A Global Career Company foi criada em 2002
Candidatos esperados para o Fórum – 15,000
Contratações feitas através dos Fóruns – mais de 7000
Países Africanos para os quais já recrutaram – 45
Profissionais na rede de contactos da Global Career Company nos Mercados Emergentes – mais de 500,000
Sectores trabalhados – All, Energia, Finanças, FMCG, TI e Telecomunicações, e serviços profissionais

Date: 5th February 2014
Contact: Alex Mugan, Marketing Director – Global Career Company
Tel: +44 (0) 20 8834 0331
Email: alexander.mugan@globalcc.net
Pages: 3

Two Thirds of Diaspora Angolans Heading Home in 2014 – Applications Flood in for the Careers in Africa Recruitment Summit, Lisbon 2014
Research conducted by Global Career Company indicates that 67% of the Angolan Diaspora is considering a return to the country in 2014. As growth in the energy sector spearheads a booming and increasingly diversified economy, Angolan graduates and professionals based around the world are targeting the exciting opportunities Angola has to offer.

London, UK. Research conducted in December 2013 by international recruitment consultancy Global Career Company has revealed that a significant majority (67%) of the Angolan Diaspora is aiming to return to the country in 2014. This statistic bears out trends noted by market experts, with resource-rich Angola exerting a potent gravity founded on professional opportunities and increased stability. Global Career Company’s Senior Recruitment Consultant for Lusophone Africa, Roberta Dutra, played a lead role in the survey,

“We wanted to see just how quickly the Diaspora was heading back to Angola. We had expected a significant number, in line with what our consultants are seeing in the increasing strength of the local talent pool, but the final figure was a surprise.”

Global Career Company commissioned the research of its talent base of circa 9,000 Angolan graduates and professionals, as mapping trends within the international talent pool is critical to the service it delivers for more than 550 multinational, regional and local companies across emerging markets. The implications of the data include both opportunity and threat for these employers, and will have a significant impact on the popularity of initiatives such as Global Career Company’s Careers in Africa Lisbon Recruitment Summit.

With a qualified, experienced Diaspora distributed worldwide, the potential for companies to attract outstanding talent is high. Evidence of readiness to relocate will give these companies confidence that the candidate pool is seriously committed to work in Angola, and that expatriate salaries, lifestyle considerations and other factors can be managed successfully. That’s the opportunity.

The threat facing companies is the risk of being left behind. Given the sense of urgency among the Diaspora, the most talented will join the firms whose sourcing strategies are ready when they are. The job hunt, interview process, notice period and negotiations add up, and the twelve months these candidates are aiming to return within will quickly evaporate, leaving little time for firms whose talent needs are still waiting on strategic discussions. Dutra notes the issues faced by prospective clients in the past,

“We regularly have clients who are excited to be at Summits, but who cannot confirm their requirements when they really ought to be signing. For those who do make it on time, the sourcing phase is shortened, allowing first mover advantage to the competition. For those who don’t, they end up missing out altogether.”

The obvious solution for employers would be an increase in pipeline building activities aimed at making connections and progressing applications now that can be completed when the strategic picture is clearer. The value of such an approach is increased by the fact that Angolans continue to study abroad in numbers, particularly those seeking a route into the oil and gas industry. Brazil, Russia, the UK, US, France and, of course, Portugal, remain popular destinations, and so pipeline building activity in these markets can have the dual effect of preparing candidates to return quickly, and raising awareness among graduate populations, as Dutra highlights,

“Our clients view global sourcing strategies as a central part of their talent acquisition plans. Maintaining a brand through the year is a crucial part of being able to drive applications when the opportunities are available.”

This combination of factors is leading to unprecedented candidate applications for the Careers in Africa Recruitment Summit in Lisbon, an upturn mirrored in increased competition in the recruitment event space from traditional events providers. While candidates and companies are benefiting from a range of options in cities such as Lisbon, Paris and London, all of which will see Global Career Company events in 2014, Dutra is confident that the Careers in Africa Summit continues to offer a valuable differentiator,

“Our research revealed that 45% of our candidate base has over seven years of professional experience. That tells us those candidates need a recruitment event befitting their status as senior professionals, rather than the job fairs most providers offer. Our pre-screening process creates an event where both candidates and companies are committed to a proper interview environment. It’s the best meeting the best, with real careers on offer.”
Global Career Company’s Careers in Africa Recruitment Summit will take place in Lisbon in May 2014. Prospective candidates and companies interested in attending should visit www.careersinafrica.com for further details.

Ends

Careers in Africa survey of Angolan database worldwide in December 2013. 329 respondents completed the survey.

Key Facts

Company established – 2002
Projected applicants – 15,000
Previous Summit hires for Africa – 7000+
African countries recruited for – 45
Professionals in Global Career Company’s emerging markets networks – 500,000+
Sectors covered – All, with energy, finance, FMCG, IT/telecoms, professional services particularly prominent

The First Lady of Mozambique, Maria da Luz Guebuza, led the agenda at Women’s Conference that took place on Friday 3rd June at the Park Royal Hotel in London. This prestigious event was attended by a number of notable figures from the Mozambique community that were there to discuss the causes and commitment required to support the treatment of Cancer and HIV.

The purpose of the ceremony was to launch a Cancer and HIV prevention campaign and the support that will be given into mobilising resources, and was the third part of a global launch campaign for this initiative.

As well as focussing on such an important cause for the Mozambique community, the first lady also emphasised the shortage of skilled Mozambican workforces to exploit these resources, such as engineers and technicians who are needed in order to continue working on prevention solutions such as vaccinations. This lack of skilled workers means that there is no choice but for talent to be sourced from international markets.

With Talent Agenda strategies for the African market and how to support economies and communities very much at the forefront of what Global Career Company do, we were able to discuss how we could work to support and build an economy with a skilled workforce that is currently lacking. Following this, our representative from Global Career Company Diana Carvalho, was able to meet the Mozambique Ambassador Isabel Dos Santos in London to brainstorm on talent agenda solutions and strategies to support the need for a skilled workforce in this market.

Diana said of her experience of the day, ‘The number HIV patients, especially amongst new-born’s were shocking, Mozambique is in urgent need of help if it is to continue to grow. According to the World Bank, the population and labour force is decreasing, in other words, the population is aging and the skilled labour force is not returning, which is a matter of great concern especially when infant mortality is extremely high. As recruitment specialists, we are committed to ensure the talent is attracted, selected and returned to the country but is Mozambique ready accommodate these skilful, ambitious with know how new leaders? Our healthy GDP and economy structure trend says we are getting there. It was motivating to hear the first lady stating a problem that here at GCC we are equipped to provide a solution for, and the fact that I am part of an initiative that will change my country for the better is a great feeling.’

Although the day was designed to focus on Cancer and HIV Prevention launch, there was also an opportunity to celebrate the rituals of Mozambique, which included singing in Chuwabu dialect, dancing and wearing traditional clothing.

Global Career Company was represented by Diana Carvalho at the Women’s Conference hosted by the High Commission of the Republic of Mozambique with the first lady Maria da Luz Guebuza as a special guest. Global Career Company supports these cultural events as a means of supporting Mozambique development. For more information on our services plesae get in touch with us at contactus@globalcc.net.

A Global Career Company esteve presente na Conferência da Associação de Mulheres Moçambicanas em Londres onde a primeira-dama de Moçambique Maria Da Luz Guebuza lançou um apelo à comunidade Moçambicana no tratamento do Cancro e do vírus HIV.

A primeira-dama de Moçambique, Maria da Luz Guebuza, liderou a agenda na Conferência da Associação de Mulheres Moçambicanas em Londres, no dia 3 de Junho Terça-feira no Hotel Royal Park, em South Kensington. Este prestigiado evento contou com uma série de pessoas influentes na comunidade Moçambicana como a embaixatriz da primeira-dama, Isabel dos Santos, que analisou as causas e apoio necessário no auxílio ao tratamento do Cancro e do vírus HIV, o objectivo da cerimónia.

A terceira parte desta cerimónia ficou marcada pelo lançamento de uma campanha nacional para o tratamento do Cancro e prevenção do vírus HIV, bem como para a mobilização de recursos humanos que possa apoiar o projecto.

Embora o dia tenha sido sobretudo vocacionado para o tratamento do Cancro e prevenção do vírus HIV, houve também espaço para celebrar a cultura Moçambicana, que incluiu cantos e danças tradicionais.

A Global Career Company fez-se representar, na Conferência organizada pelo Alto Comissariado da República de Moçambique em Londres, por Diana Carvalho, onde esteve presente, como convidada especial, a primeira-dama Maria da Luz Guebuza.

Para a Global Career Company, apoiar estes eventos socioculturais em proximidade com a comunidade, é uma das formas mais positivas de continuar a apoiar o desenvolvimento de Moçambique.

Para mais informações sobre quem somos e sobre os nossos serviços, por favor entre em contacto via email: contactus@globalcc.net.

Rapid growth in African markets means companies need the right talent. The Careers in Africa London Summit provided a selection of high calibre candidates for companies who are looking for their leaders of tomorrow.

Africa continues to see strong economic growth in 2014 and that looks set to continue well into 2015, with some African countries in double digit growth. The story for Africa currently is overwhelmingly positive. The average growth rate is about 4% year on year, although there are variations across regions and industries in this market, with East and West Africa showing the fastest growth.

In order to support sustainable growth plans, companies in this market are looking to invest in their future leaders who can drive businesses forward. The 12th annual Careers in Africa’s London Summit provided the perfect platform for companies to meet and interview talent that could be an integral part of their development plans, with over 1700 high calibre candidates in attendance.
As growth is on the rise , it is not a surprise that the multinationals are investing heavily in African markets. Seadrill, one of the companies recruiting at the Summit with roles available across Africa is expanding its global footprint, and recognises the need for the right talent to support this expansion . Sandra Branganca at Seadril commented on the level of available talent, ‘We are very happy to be here at this event, and we have found a lot of good talent for Africa.’ The future is promising for organisations as the talent pool is available and wants to work with leading brands to support economic growth for their home countries. Candidates that attended reflected this sentiment with one candidate commenting on the employment market and the benefits of returning to Africa, ‘‘It was always going to be the long term goal to head back home. What motivates me is my family and also the growth and opportunities in Africa that there is compared to Europe.’

With the majority of companies looking to fill opportunities in these African markets, it is no surprise that there were hour long queues at some of the exhibitor stands, especially those who have a wide business presence across Africa. Rapid growth can only mean aggressive investment in talent and recruitment strategies from these major players, with a trend that looks like it will only grow further in the coming year. Alex Mugan, the Marketing Director at Global Career Company has seen this trend develop over the last year ‘The market conditions in Africa continue to change rapidly, meaning organisations need to be recruiting talent that will help drive business performance forward over the longer term – with companies looking for those ‘star’ candidates, the potential business leaders of the future. These candidates have to display the right level and mix of both relevant qualifications and experience as well as soft skills that they can bring to an organisation. Staff retention is also on the increase, as companies invest more in their employees, understanding the value and impact investment in human capital can have on a business.’

The Summit this year was supported by a new initiative, the Talent Agenda Conference, that focussed on the skills and talent gap between local African talent and the Diaspora, to understand in more depth the challenges that companies face, and where they can resource a sustainable talent pool that meets all their requirements. Alessandra Zorzato, Events Director for Global Career Company who managed the conference commented on the positive contributions from attending clients: ‘The Talent Agenda 2014 London Conference was the first event in a Series that aims at supporting businesses in Africa in writing their future recruitment strategy blueprint. Speakers and attendees welcomed the Conference as informative and well-attended, and Careers in Africa and Global Career Company as forthcoming thought-leaders in human capital excellence for Africa.‘

The Careers in Africa London Summit was the most successful Summit for Global Career Company to date, which saw over 1700 candidates and 28 participating companies attend the weekend long event. For more information on the Careers in Africa Summit’s and how to get involved please contact Global Career Company on conference@globalcc.net.

Global Career Company would like to congratulate Aliko Dangote on being nominated by TIME magazine as one of world’s 100 most influential people in 2014. Being Africa’s most powerful business leader,

we are proud to have been able to work with him in the past through our Careers in Africa Recruitment Summits, and we look forward to continuing our support to Dangote Group.

Constantly looking to drive the economic growth, his work has undoubtedly helped support Africa’s continuing development. As we focus on Human Capital growth in Africa through our Careers in Africa Summits and other recruitment services, we hope our work with Aliko has been able to support some of the key areas of focus for this country.

Human Capital Excellence in Africa

The Talent Gap in Africa: Challenges to Businesses

With many markets across Africa in double digit growth, expansion in the continent is high on the agenda of companies around the world. Despite this potential however, Africa faces one big challenge in creating sustainable growth, a talent gap hindering the pace of growth. This is a challenge recognised at the top level, as the 16th Annual Global Survey conducted by PwC in 2012 of over 1300 CEO’s, highlighted that 82% of African CEO’s view the availability of key skills as a threat to business growth.

As human capital is the key to growth in this market, finding the right talent to ensure continued growth for organisations is paramount. Constraints on the availability of local talent possessing the skills and expertise to support businesses in a booming economy will have a major impact on future growth. Assessing skilled human capital in many African countries is an issue, and many do not have the expertise or experience required by the businesses to fulfil the roles available – the roles that will drive businesses – subsequently resulting in many turning to the pool of available diaspora to ensure business growth. The talent gap widens the higher up the hierarchy of a company you go, with the lack of soft skills and international experience required at a managerial level being the catalyst for companies to seek talent from outside Africa. Although this is one solution to ensure continued growth, it overlooks the fact that the real issues are around developing local talent to meet these organisational requirements. Local talent needs to be supported and developed early on to reach the skill and experience levels required by companies in Africa. Companies need to nurture Africa’s future business leaders from the outset to ensure the talent pool is available to them at a local level.

It is inevitable that the levels of growth will slow down if local talent is not managed and developed. What is required is a deeper understanding of the skills needed, and skills specifically that will benefit businesses in the African market, some of which do not currently exist in the local talent pool available.
In most cases, a mix of both local and diaspora talent could be the solution – ensuring local talent is exposed to those who have gained international experience in order to share their knowledge and expertise, creating a development agenda within organisations. This is until the levels of education and work experience available to African talent wishing to stay in their home country are at the standard required by organisations, and therefore more competitive internationally. Alongside this, the cultural knowledge and understanding of the market place that local talent can bring to a company is also essential. Without this deeper level of understanding of a market place, organisations may find growth is not at a level they require as this intrinsic knowledge is invaluable. It must also be taken into consideration that returning diaspora, whilst they may have certain soft skills required to fulfil an organisations requirements, may need support re-integrating back into society. How long they have been away and their level of experience and education could have an adverse effect in terms of embedding themselves easily into the culture and environment of an organisation.

The Talent Agenda 2014 Conference organised by Global Career Company is taking place on May 16th in London at the Hilton in Canary Wharf. It aims to cover this increasingly important topic for discussion, and is a unique opportunity to bring together HR Leaders, business leaders and academics to provide an understanding of the challenges businesses face in finding or creating the talent needed to operate and grow internationally.
Alex Mugan, Marketing Director at Global Career Company said about the conference: “Rapid growth creates demand in human capital, not just for new talent, but for the delivery of excellence across the field. From in- house recruiters to consultancies and agencies, this is the reality for anyone operating in Africa. The Talent Agenda 2014 Conference is a long term view of the market place as it stands and where it wants to get to. Assessing and addressing the issues, and creating a blueprint to support businesses in achieving human capital excellence, is critical to the success of all professionals in this space.’

With a packed agenda and a panel of guest speakers from companies such as Exim Bank, Amatheon Agri Holding, Ashridge, Schlumberger and Unilever, Talent Agenda 2014 will lead the discussion on human capital excellence in Africa. There are still a limited number of opportunities to attend so contact Global Career Company for more information on conference@globalcc.net.

This week, GCC’s head of the MENA region, Senior Consultant Hedi Samari, was featured in top Tunisian business and entrepreneurship website www.leaders.com.tn

The article focused on Careers in Maghreb, GCC’s North African service dedicated to uniting the region’s top local and multinational employers with its best talent.

To view the full article
click here.

With the focus on African business sharpening all over the world, Global Career Company experts are increasingly being called to share insights on the human capital factors in play. On the 13th of September 2013, Charlotte Battaglia, Global Career Company’s Talent Acquisition Consultant gave an interview on French radio RFi regarding the opportunities, challenges and evolutions that accompany a professional move to Africa.

Charlotte first revealed that there were two types of companies that were now actively recruiting throughout the continent, multinationals that are currently expanding to Africa and developing companies looking to grow their teams. Furthermore, Charlotte added that the profiles most in demand included ones in finance, engineering, management and young graduates who can be trained to perfectly fit the companies they join.

According to Charlotte, candidates, two

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groups comprise the bulk of the professional returnees to Africa. The first includes African nationals who completed degrees abroad and decided to return to their home countries to begin building their professional career. The second is made up of young graduate Africans who have lived abroad all of their lives and decided to return and rediscover the culture, lifestyle and professional opportunities now available on the continent their parents moved away from. Beyond this, Charlotte also touched on the motivations driving individuals to relocate to Africa, listing the difficulty of finding jobs with a clear development path, the growing unemployment throughout Europe and the appeal of Africa’s developing markets as the key motivators.

To conclude the interview, Charlotte spoke about the notable evolutions within Africa that have lead to the continent’s present competitive advantage in terms of luring, not only multinational companies, but high calibre talent as well. The fact that presently, all sectors are booming and recruiting throughout Africa whereas before the continent was mainly known for the energy sector has scored major attraction points with returning talent. Moreover, the opportunities present within many different industries has created a will, within the newer generation, to return to Africa and make use of the knowledge they have accumulated abroad to further drive the development of their countries and continent. Charlotte also emphasized that this same new generation of African talent has the power to break the stigma of failure historically associated with returning to the continent, as driving the development of the booming economy becomes a positive choice leading to successful stories.

To hear Charlotte’s full interview
click here.