Dominic Ryan’s Post

It’s almost August and if you need an executive vacancy filled by the end of the year, with the new employee on-boarded and fully conversant with the role by January 2025 - YOU NEED TO START THE RECRUITMENT PROCESS…NOW! Finding and filling a vacancy with the best candidate and in a cost-efficient way takes time. On average, a professionally managed executive search campaign takes 2 months. Then there is the notice period of between 1 and 3 months. August + 3 or 4 months is November or December! ACT NOW TO FILL THE EXECUTIVE VACANCIES THAT ARE CRUCIAL TO YOUR ORGANISATION’S PLANS FOR 2025. DWR Executive Search - Ghana, Nigeria & West Africa. Now taking new clients for the last quarter of 2024. Contact Dominic Ryan to arrange a free consultation to discuss your company’s executive staffing requirements for 2025 before it becomes a last-minute and expensive emergency. #HRBP #HR #executivesearch #2025 #hiringmanager #recruitment #headhunter #DWRGhana

It’s almost August and if you need an executive vacancy filled by the end of the year, with the new employee on-boarded and fully conversant with the role by January 2025 - YOU NEED TO START THE RECRUITMENT PROCESS…NOW! Finding and filling a vacancy with the best candidate and in a cost-efficient way takes time. On average, a professionally managed executive search campaign takes 2 months. Then there is the notice period of between 1 and 3 months. August + 3 or 4 months is November or December! ACT NOW TO FILL THE EXECUTIVE VACANCIES THAT ARE CRUCIAL TO YOUR ORGANISATION’S PLANS FOR 2025. DWR Executive Search - Ghana, Nigeria & West Africa. Now taking new clients for the last quarter of 2024. Contact Dominic Ryan to arrange a free consultation to discuss your company’s executive staffing requirements for 2025 before it becomes a last-minute and expensive emergency. #HRBP #HR #executivesearch #2025 #hiringmanager #recruitment #headhunter #DWRGhana

I do Wonder what some Nigeria Recruiters and Hiring Managers want from Candidates. A candidate, Changed a company every 1 or even 2 years and you consider them "a Job hoper". Stayed in a company for 10years and you say that they are "Stagnated". Left a company without first getting a replacement, you consider them "Incompetent or Not Smart enough". Changes to different industries and you considered them " Not Specialized". Then another stayed with a company for averagely 3-5years which is somewhat perfect but you considered them " Too Expensive". The thing is, there's no perfect candidate anywhere. Look for personality, potential and drive hire and make them the right ones for your organization. Nameste🙏 #gettingtherightfit #candidatesofchoice #recruitment

*Celebrating Successes – Our Commitment to Clients* Hello LinkedIn Network, At Recruitment Matters, we take pride in our ability to match skilled professionals with the right opportunities across Africa. With 15 years of experience in the African job market, we have successfully placed candidates in 39 countries, demonstrating our wide-ranging expertise and local knowledge. Here’s a glimpse into some of our recent successes that highlight our commitment to excellence. Recent Success Stories *Farm Manager in Zambia:* Successfully placed an experienced professional to oversee agricultural operations and ensure optimal productivity. *Head of Technical in Zambia:* Appointed a technical expert to drive innovation and excellence in the technical operations of a leading firm. *Rooms Division Manager in Rwanda:* Positioned a hospitality professional to manage the rooms division of a prominent hotel, ensuring exceptional guest experiences and operational efficiency. *General Manager in Zambia:* Placed a dynamic leader to oversee business operations and drive strategic growth. *Technical Manager in Zambia, Agribusiness:* Appointed a technical expert in the agribusiness sector to enhance technical processes and ensure operational success. *CEO in Agribusiness, Zambia:* Successfully placed a CEO to lead a prominent agribusiness company, driving innovation and growth. Our Commitment to Clients *Extensive Reach:* Our successful placements in 39 African countries showcase our ability to navigate diverse job markets and cultural landscapes. *Customized Support:* We offer personalized recruitment services tailored to your specific needs, ensuring the right fit for both the candidate and the organization. *Industry Specialization:* Our consultants possess in-depth knowledge of various industries, allowing us to provide expert guidance and match top talent with the right roles. Partner with Recruitment Matters to find the perfect candidates for your organization. Our proven track record and dedication to excellence make us your trusted recruitment partner in Africa. Let's achieve success together!

TRANSPARENCY IN THE RECRUITMENT PROCESS : A CALL FOR A CHANGE. Yesterday, I received a call from a recruiter regarding a Business Intelligence Developer role. The recruiter asked for some clarifications on my CV, my notice period, and my salary expectations. While I responded to all her questions, I noticed a few things during our conversation that I believe we should address as a community. 1. SALARY EXPECTATIONS: Asking for a candidate’s salary expectation without revealing your budget is a big turn-off. If you’re confident that your budget is competitive, then be transparent about it. Candidates deserve to know what you can offer from the beginning, instead of playing guessing games. I asked for their budget in return, but the recruiter refused to disclose it, so I provided my salary range. 2. JOB LOCATION: When I asked where the company was located, the recruiter simply responded with "Lagos." I probed further to know if it was on the mainland or the island since the role is fully on-site and this would affect my decision. However, she stuck to the vague answer of "just Lagos." I decided to move on with the conversation, knowing that I would seek clarity if the process moved forward. To all recruiters and hiring managers, can we stop this practice of withholding important details that are crucial for a candidate’s decision-making process? Transparency is key to making the recruitment journey smoother for all parties involved. It’s disappointing that such a lack of clarity came from one of the leading HR consulting firms in Nigeria that should know better. Let’s aim for open, clear communication and professionalism at every recruitment stage. Thank you #jobs #Career #talent #hr #hire #humanresources

Recruitment is not all about filling the vacant positions in organisations today. it's about sourcing for talents who aligns perfectly with the overall goals and values of the organisation. Are you still finding it hard getting it right in your recruitment process? Then we have got you covered at Society of Human Resources Professionals and Administrators of Nigeria Please check the comment section for this link as we take you through the difficulties in recruitment and how to manage them effectively. #TalentsHunt #TalentAcquisition #BeyondRecruitment

Industry-Specific Hiring Challenges in Nigeria: What You Need to Know Hiring in Nigeria isn’t a one-size-fits-all process. Each industry has its unique challenges, and understanding these issues is key to building effective teams. 1️⃣ Hospitality Industry: 📌Challenge: High turnover rates and a lack of well-trained staff. ✅ Solution: Invest in targeted recruitment and continuous on-the-job training to retain talent and improve service delivery. 2️⃣ FMCG (Fast-Moving Consumer Goods): 📌 Challenge: Finding candidates with both technical skills and field experience who can meet distribution demands. ✅ Solution: Work with recruitment experts like Harobed & Associates to identify individuals who combine skill, speed, and adaptability. 3️⃣ Tech Industry: 📌 Challenge: The talent gap—skilled tech professionals are in high demand and often relocate abroad. ✅ Solution: Create attractive offers that combine competitive pay, growth opportunities, and remote work flexibility. 4️⃣ Manufacturing Industry: 📌 Challenge: Difficulty in finding skilled workers who meet technical and operational standards. ✅ Solution: Partner with specialized recruiters and training programs to source capable candidates. 5️⃣ Education Sector: 📌 Challenge: Retaining passionate and qualified teachers in the face of low wages and limited career growth. ✅ Solution: Prioritize long-term incentives like professional development opportunities and recognition programs. Nigeria’s industries have unique hiring hurdles, but the right approach makes all the difference. 👉 At Harobed & Associates, we provide tailored recruitment solutions that match your industry’s needs, helping you find the right talent faster and smarter. 🤔Facing challenges in your hiring process? Let’s talk today! 📧 recruitmentservices@harobedandassociates.info 📞 08082488701 #RecruitmentSolutions #HiringChallenges #IndustryInsights #HarobedAndAssociates #BusinessGrowth

Lagos is undoubtedly Nigeria's economic powerhouse, and hiring in this city can be both exciting and challenging. This Lagos, recognised for its large population and thriving industry, poses a unique set of problems for recruiters and HR professionals. Companies like Hirefoster by Zedi deal with these barriers on a regular basis, working to connect the right candidates with the right jobs in the city's competitive job market. The first difficulty is the overwhelming number of candidates. Lagos, as a magnet for both developing talent and experienced experts, attracts a flood of applications for each job ad. For a company like Hirefoster, this involves methodically screening through many resumes to locate people that not only satisfy the technical criteria but also fit into their organizational culture and values. This screening procedure is critical for ensuring that new recruits meet the company's commitment to excellence in customer service and innovation. Another key difficulty is the diversity of job seekers. Lagos' workforce is a patchwork of skill sets and experiences that reflect the city's various economic sectors. Hirefoster, with its strong eye for talent, uses unique recruitment practices that go beyond traditional ways. Using innovative technology and platforms, we are able to efficiently match candidates' skills with the demands of the business, ensuring a mutually beneficial partnership between employer and employee. Logistical problems, such as Lagos' infamous traffic congestion, also have an impact on hiring. These facts affect candidates' desire to commute, hence influencing the talent pool available to businesses. Understanding these subtleties, Hirefoster provides flexible working conditions to attract potential employees and demonstrate adaptability to the particular lifestyle demands of Lagos' workforce. Hirefoster supports diversity and inclusion, looking for people that not only have the necessary abilities but also contribute to the business culture with their unique viewpoints. This emphasis on creating a peaceful and inclusive workplace demonstrates Hirefoster's commitment to providing an atmosphere in which all employees can thrive. Furthermore, the constantly changing nature of Lagos' job market, with new businesses forming and economic situations moving, necessitates that organizations like Hirefoster remain adaptable and forward-thinking. Staying informed about these developments enables them to anticipate the demands of the market, ensuring that they remain competitive and relevant. You must understand that the intricacies of hiring in Lagos necessitate a nuanced and thorough approach. Hirefoster by Zedi, with its unique recruitment techniques, knowledge of the local market, and dedication to diversity and inclusion, expertly navigates these hurdles. By doing so, they not only contribute to their own success, but also help shape the future of Lagos' workforce.

Guide to Hiring Employees in Malawi Click here to read: https://lnkd.in/gFaw_pA7 #hiring #malawi #hiringprocess #recruitment #recruiter #recruitmentprocess