September 2019 – Turning Africa’s Skills Shortage Into Opportunity

The Global Headhunting Firm for Africa

As automation spurs rapid change across the continent, employers are being pushed to reevaluate the way they source, retain and train talent in order to plug Africa’s growing skills shortage. We put together 5 ways employers can address this widening talent gap. Read more below.

Our global database of qualified top talent continues to grow each month. If you’re an employer seeking to fill scarce-skill vacancies, get in touch. If you’re a candidate in the market for a new opportunity with leading Sub-Saharan employers, make sure we have your CV.

It was a busy month of PR and events. Be sure to take a look at what we got up to below.

We hope you have a great month ahead.

Onwards & Upwards

The Homecoming Revolution Team

Faye Tessendorf, Managing Director at Homecoming Revolution, says digitisation presents a unique opportunity for Sub-Saharan African employers.

“While digitisation is anticipated to significantly disrupt the current and future workplace, it is also an opportunity for employers to set themselves apart through the adoption of future-ready talent strategies.”

“Africa is experiencing unprecedented demographic changes. From now until 2030, the continent is projected to expand the size of its workforce by more than the rest of the world combined, according to recent research by the World Economic Forum. This means that previous talent practices are ineffective in this fast-evolving work environment, pushing employers to find different ways to source talent and run their businesses, including developing flexible operating models, organizational structures, and career paths focused on both soft and hard skills.”

1. Ways of working

A recent report by McKinsey titled The future of work in South Africa: Digitisation, productivity & job creation found that in order to ‘future-proof’ investments in reskilling and hiring, and maximise the productivity of their workforces, employers need to adapt to evolving employee expectations and ways of working. Those include greater focus on meaningful work, flexibility and autonomy, continuous growth and connection.

2. Adaptibility

The McKinsey report said organisations who enthusiastically embrace technology to drive innovation generate much greater revenue and employment growth than firms that simply use technology to improve efficiency.

3. Reskilling

The report stressed that in their workforce planning, companies need to take a long-term view on how technology will impact on their workforces over the next five. A 2019 PwC survey, echoes these sentiments with 47% of African respondents recognising significant retraining and upskilling as the most significant interventions needed to close skills gaps in their organisations.

4. Establish a strong pipeline of skills

In the same PwC survey, 22% of CEOs in Africa identified establishing a strong pipeline of skills as an important step.

5. Build a clear narrative

Another PwC survey titled Workforce of the Future,  found a third of workers are anxious about the future and their job due to automation – an anxiety that kills confidence and the willingness to innovate. How your employees feel affects the business today – so start a mature conversation about the future.

Homecoming Revolution specialises in headhunting and placing scarce skill talent in a host of industries including Fintech, Retail, FMCG and Financial Services. Get in touch to speak to one of our headhunters.

South African EE Female – Marketing Director – FMCG
Nigerian Male – Customer Project Manager West Africa – Information Technology
South African EE Female – Risk Advisory Senior – Accounting
South African EE Male – Civil Engineer –  Construction & Engineering
Kenyan Female – Corporate Credit Manager – Banking
South African EE Male – System Analyst – Banking
Ghanaian Male – General Manager – Insurance
South African EE Male – Sector Analyst – Banking
Zimbabwean Male – Associate – Corporate Finance
Kenyan Male –  Account Relationship Manager – Telecoms
South African EE Female – Project Manager – Public Utility
Zambian Male – Monitoring & Evaluations Specialist – Government Relations
South African EE Female – Dealmaker – Financial Services
Kenyan Male – Regional Head of Business Development – Software Development
South African EE Male – Client Relationship Lead – Social Investment
Kenyan Male – Corporate Accounts Manager – Financial Services
South African Male – Head of Institutional Trading – Capital Markets
Senegalese Male – Non-Executive Officer – Information Technology
South African EE Female – Account Manager – Global Payments
Nigerian Male – New Business Manager – Market Research
South African Female – Senior Business Analyst – Banking
South African EE Male – IT Scrum Master – Banking
Kenyan Male – Data & Analytics Associate – Advisory
South African Female – Chief Executive – Information Technology
South African EE Male – Enterprise Architect – Broadcasting
Zimbabwean Male – Business Analyst – Consumer Goods
South African – HR Director – Consumer Goods
Kenyan Male – Business Development Executive – Information Technology
South African EE Male – Financial Controller – Automation
Kenyan Male – Director of Business Development – Financial Services
South African Female – General Manager – Hospitality
South African EE Male – Programme Manager – Education Management & Youth Development

Angel Jones speaks to eNCA on #ImStaying, the Facebook page drawing hundreds of thousands of South Africans due to its positive messages…Click here to watch the full interview.

We spoke to IOL News about the incredible growth and reaction to #ImStaying, the Facebook page changing much of the national social media conversation from negativity to hope…Click here to read more.

Angel Jones spoke to Fairlady about the midlife crisis that turned her NPO into a moneymaking business, the firm’s headhunting work across Sub-Saharan Africa and why many South Africans abroad are still making the decision to return home despite the unstable political and economic climate…Click here to read more.

Angel Jones spoke to CGTN Africa, the African bureau of China Global Television Network, about Africa’s reverse brain drain and why many skilled professionals are choosing to return home…Click here to read more.

Advances in technology are reshaping how insurers conduct business. The Future of Insurance Talent event focused on the industry’s evolving talent needs as well as the skills and capabilities needed to navigate the changing insurance landscape.

Motla Mokgatle (Homecoming Revolution Operations Coordinator) & Celiwe Ross (Human Capital Director at Old Mutual)

Motla Mokgatle, Yolanda Mangesi (Independent Management Consultant) & Naledi Simon (Homecoming Revolution Office Coordinator)

On the 20th of September 2015, Burt Ronald got on a plane from London Heathrow to come back to South Africa, with no intention of staying. Just over four years later, he’s still here!…Read more.