attraction & recruitment - sopaf from sopaf hr shared services unit obstacles and challenges in...

Attraction & Recruitment - SOPAF

from SOPAF HR Shared Services Unit

Obstacles and Challenges in

Engaging with the African Diaspora

China

USA

India

W Europe

New

Zea

land

Argentin

a

Africa is BIG!

Area (Mln sq km)China 9.6USA 9.4India 3.3W Europe 4.9Argentina 2.8New Zealand 0.3

30.2

Africa 30.3

Africa represents: 20% of global land area13% of global population2 % of global economic output1 % of global Internet users

• Total GDP similar to Switzerland • Number of fixed line telephone similar to Tokyo,

Mobiles have now overtaken fixed lines• Limited airline connections between countries.

Air travel between some counties is via Europe• North-South cross-Continental flight : 11 hours• 5 time zones


Purpose of this Presentation

• Sharing Shell’s initiatives launched from Africa between May and December 2004

• Providing an insight into the challenges Shell faced

• The way forward in 2005


Shell Oil Products Africa (SOPAF)

The HR Vision:

Management of our African Business

from Africa by African People

Shell Businesses in Africa



Key Drivers for SOPAF Attraction and Recruitment included:

• Significant increase in the recruitment need of high potential African talent

• Credibility of recruitment processes and decisions • Speed of talent delivery• Management of costs• Sustainable delivery of talent • Development of HR professionals

Finding a Solution…



Attraction and Recruitment Strategy and Solution for Africa:

• Establishing an Attraction & Recruitment Unit in Africa • Leveraging the combined business presence in Africa• Develop sustainable recruitment capability • Market research • Understanding and building employer brand• Implement Long & Short term attraction strategies• International Attraction programmes • Establishment of Academic and Professional networks• Successful placement of high potential recruits• Onboarding


SOPAF Recruitment Delivery


SOPAF Recruitment Delivery

• Significant African talent absorbed into Africa• Significantly strengthened specific skill pools • Representation from all regions across Africa• Representation across gender – 50%/50% split• A number of African candidates starting in global businesses in

Europe and the Middle East with second assignments in Africa• Only a very small number of candidates rejected offers in Africa • Positions in Africa offer attractive career and development

opportunities • Increased consideration of career opportunities in Africa by

African post graduates studying abroad • Pull factor: Job content, breadth of responsibilities and

exposure


Africa Recruitment Challenges:


Africa Recruitment Challenges:

Skill gaps Political / Social Unrest

CandidatePool within

Africa

Vacancies

Labour & Market

agreements

GlobalCompetit

ors

Present specific

to discipline

s and locations

Increasing

preference on

specific work

locations &

concerns on long

term employm

ent stability

UN Economic Commissio

n for Africa: 20,000 Africans leave the continent each year to work abroad

High increas

e in position

s

Few regional agreements cater for free

movement of

people across

borders

Increased global

competition for talent and

incentives to

return to Africa

Internal Strategy

and Objectives

Increased profitabilit

y aspiration

for operations in Africa


Going Forward: Challenges


Going Forward…

Challenges:• Africa Diaspora linkages to Africa – family, making a

difference back home…but the step back into Africa is perceived as too big. The longer out of Africa the more difficult the return becomes.

• Cross border postings are not supported by current market agreements, some exception: ECOWAS

• Difficult to compete with competitive global offers • Are companies focusing on closing the short term skills gap

as opposed to providing long term career commitments? What perception is being created for the Diaspora?

• Diversity in languages across Africa: i.e. French, Portuguese, Arabic and English create difficulties in integrating business and staff movements.


Going Forward: Finding a solution


Going Forward…Finding a solution as one….• Understanding where to attract outside of Africa for specific

regional requirements• Gaining further understanding of what constitutes an

attractive employer offer to the Diaspora• Attract at graduate and post-graduate level• Being flexible around location of employment• Allow for diversity of languages• Provide internships for graduates to experience work life in

Africa• Leverage African societies and interest groups active

outside and inside Africa• Connecting with students sponsored by governments to

study abroad


Going Forward…Finding a solution as one….

• Africa Careers Fairs abroad • African webpage• Providing some ‘soft landing’ support• Recruitment process facilitates pre-placement experience

and contact• Providing as much information as possible on jobs, working

conditions, development opportunities• Opportunities to engage with the Company• Offer global career opportunities• Offer global learning and development opportunities


Going Forward…Finding a solution as part of a whole….”Better Together”

• Stable political, social and economic climate• Increased regional integration which facilitates attractive

careers• Work permit considerations• Providing global learning and career opportunities• Providing business insight into academic curricula• Partnering with governments on policy issues• Marketing Africa’s real and exciting job prospects• Businesses sharing best practice – ‘raising the bar’• Leverage the strong Diaspora community network

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