Executive Search in Africa : a.k.a. Headhunting
The skills shortage in certain functional job areas has prompted clients to use headhunting to source suitable candidates rather than use traditional recruitment processes that may not deliver the results they need. The competition is getting fiercer with large global recruiters entering African markets. The stagnation of the economies in the more mature business regions of the world has also encouraged the headhunters to scout for business in more lucrative places.
Some practitioners in global “executive search” are sensitive to the term “headhunter” but headhunting is primarily what it is. There are also regional firms that are growing their operations across Africa, mostly from a base in South Africa or Nigeria, and there are also many in-country operations focused solely on local needs.
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 reach out to graduates and experienced African candidates who are working outside Africa, particularly in Europe or North America, who would like to return home. Other sources 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?
Many of the clients are foreign-based multinationals with growing businesses in Africa. Usually the objective is to expand or develop an existing business in markets where they are already operational or to enter new countries. Expansion within the mining sector and petroleum exploration and production companies is driving the growth in recruitment of individuals for senior executive roles in Africa. The industries that are most active in using headhunters are :
- Metals & Mining
- Energy, Oil & Gas
- Financial Services
- Telecommunications
- Manufacturing and FMCG
- Health care and pharmaceuticals
How do they operate?
Headhunters typically use a direct approach to top candidates in a carefully defined target market that has been fully searched beforehand. Researchers are employed to do the initial preparation of a “short list”. Headhunters look for the right skill set and also attempt to find candidates that are a good fit for the culture of the company and the industry. The people being approached are likely to be working happily at a competitor, performing well and not currently looking for a move. These search companies look for senior managers and specialists that have strong track records of success in that particular industry in Africa.
Approaches may come through the use of personal contacts and recommendations, through social networking, or by a “warm” phone call to introduce the possibility of a move. The better operators follow a formal methodology including an extensive interview process and checking of academic and career credentials. Confidentiality and ethical behaviour are two of their cornerstones, partly to protect both the client and the candidate but also to ensure that they are not undermined by unscrupulous competitors. Beware, there are many unprofessional headhunters that take shortcuts.
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