1. AFRICA RECRUIT SEMINAR September 2004 Skills Needs – Labour Market Problems: Recruitment Agency Perspective What are the problems identified in attracting and retaining a skilled workforce? How can these be addressed?

2. Some basic facts to be considered… Skills shortage: lack of critical mass Interventions at play: employment equity, transformation Market conditions: unemployment, impact of inflation, interest rates on macroeconomy

3. Value Chain Conduct search Induction Monitoring & evaluation Clarify Job Specification Rec ruit/ Hire ATTRACTION RETENTION

4. Clarify Job Specification Starts with company’s overall strategy Human Resource strategy must be an offshoot from overall company strategy Imperative to have stakeholder consensus and agreement on the why, how and what

5. Conduct Search Use the right methods and techniques to identify, assess and select talent Gain understanding and appreciation of the relevant talent pool

6. Strata within the South African Recruitment Market BOARD SENIOR EXECUTIVES SENIOR MANAGEMENT MIDDLE MANAGEMENT JUNIOR MANAGEMENT CLERICAL STAFF AND OPERATIVES TEMPORARY STAFF R1500 k+ R1000 k+ R500 k R300 k R180 k INTERNET RETAINED EXECUTIVE SEARCH EXECUTIVE SELECTION CONTINGENCY

7. Induction Once talent has been hired, manage their expectations –Deliver on promises –New recruits to undergo induction programme –Train, mentor, coach

8. Monitoring & Evaluation Regular Job evaluation: content and richness Engage succession planning If talent leaves, engage it openly and transparently to gain valuable information / intelligence

9. Some Suggestions to address problems along the way… Provide real jobs with: –Responsibility and accountability –Career path scope and opportunity –International exposure, training and interaction

10. Some Suggestions to address problems along the way… Protect the company brand and reputation with which people associate themselves - Internal initiatives: –Invest in people development –Successful performance and growth –Caring people –Open and transparent communication –Growing people from within –Reputable mentors and coaches –Embracing transformation

11. Some Suggestions to address problems along the way… Protect the company brand and reputation with which people associate themselves: External Initiatives –Actively research the market for best talent, Highlight your distinctive differences as an ‘employer of choice’ –Engage in societal responsibility initiatives,e.g., supporting secondary/tertiary school career programmes, providing scholarships –Work with professional bodies and competitor firms for continual talent expansion in marketplace

12. Some Suggestions to address problems along the way… Pay market competitive remuneration linked to –Short term incentives for above average performance –Longer term wealth creation opportunities

13. Some Suggestions to address problems along the way… A dedicated Human Capital function & plan: – continually identifies and tracks talent within company –Regularly audits perceptions /feelings of talent. – Has clearly defined programmes and objectives for career paths of talent in the organisation –Consistently applies policies /programmes, but flexible and responsive to advancement and change for the better –Regularly benchmarks company’s plans, practices and remuneration with the market

14. One last basic truth… The person fits the job, not the other way around –Make sure that the job criteria and objectives for the role are concise, succinct and understandable –Attracting and retaining the right person(s) becomes that much easier

15. Thank you for your attention Simpson Nondo Managing Director Woodburn Mann Equity Partners CONSULTANTS IN LEADERSHIP