Nancy Kemunto Mokua的动态

Writing a job description that says 'wears many hats' is like saying, 'We have no idea what we want, but please do everything!' It's time to get specific! A clear, well-structured job description is crucial to hiring the right talent. Here's how to write an effective one: 1. Job Title: Be clear and specific.?? 2. Job Summary: Provide a 3-5 sentence overview of the role.?? 3. Key Responsibilities: List out core duties using bullet points.?? 4. Qualifications and Skills: Specify required and preferred skills.?? 5. Working Conditions: Describe the work environment, hours, and any travel requirements.?? 6. Compensation and Benefits: Mention salary range.?? 7. Company Overview: Share your mission, values, and culture.?? 8. Location: Make it clear where the role is based or if it’s remote.?? 9. Application Instructions: Guide candidates on how to apply. Example: A Sales Manager job description should include lead generation, client meetings, and team management not just vague 'sales-related tasks.' ?? Did you know? A well-written job description can reduce bad hires by 33%! That’s more time and money saved for your business. Using vague terms not only leads to misunderstandings but can also expose your company to legal risks, including wrongful termination claims under Kenya's Employment Act. Clear job descriptions and solid policies help prevent legal headaches while improving job satisfaction. Let’s collaborate to create tailored job descriptions that attract top talent, reduce legal risk, and align with your business goals. Contact me at [email protected] to get started! #JobDescription #HRBestPractices #Recruitment #LegalCompliance #EmploymentAct #HiringKenya

Who do you know who is struggling to hire the RIGHT talent for their business in #Africa? Executives in Africa Limited are a Search Firm focused purely on roles based on the continent or with a focus on Africa. And we love solving Talent challenges. We can support with Executive, Director and NED positions. We work across Finance, Technology, Sales & Commercial, HR, Marketing, Growth roles, Country Management, Supply Chain and have specialists with expertise across the key business sectors. BUT WE DONT JUST DO EXEC APPOINTMENTS! We have also developed a 'Lite' Search product so we can support companies with senior and middle management roles especially with Hard To Hire roles where you need headhunting skills to actively target a particular skill set. This is often the case for roles in areas such as Engineering, QA & Technical, Product, Risk, PR & Comms, Agri & Farming, Packhouse, Project Management. You name it, we have probably done it... including finding a Mandarin speaking Marine Construction specialist, a Cassava Farming Expert an Angolan Data Scientist and an expert Packaging Manager. So if you know someone who is struggling to hire talent, send them our way - we love solving hiring challenges! Contact Sarah FitzMorris (nee Fitzgerald) at [email protected] and find out more. #Talent #Challenges #Wontbebeaten #Africa #Hiring #Leadership #NED

HR – How many years of experience do you have in growth and marketing? Me – 4 years. I have a diverse background with skills in selling, negotiating, and closing deals, but I may not fit the traditional timeline you’re looking for. HR – We prefer candidates with at least 8 years in a similar role. Me – Isn’t the value of a marketer determined by creativity and results, not just years of experience? HR – Can you provide examples of long-term campaigns you’ve managed? Me – My expertise lies in adaptability and innovation in fast-paced environments. I’ve achieved results quickly and effectively. This recent conversation with a hiring manager really got me thinking: Why are we still measuring talent, skill and potential by years of experience? It’s disheartening, that even in today’s world, companies pass up highly skilled, passionate individuals because they don’t fit a predefined mold. Imagine the brilliant ideas and transformative growth being missed out on! Anyway, I’m actively seeking growth and marketing consulting opportunities in Kenya, Africa, and globally with companies that value : creativity, innovation, and results over the conventional ‘years of experience’ requirement. I’ll make your customers obsessed with your products or services, and you’ll see the return in crazy revenue—that’s my promise. If you’re ready to take a chance on someone who delivers results, let’s connect! What are your thoughts on experience-based hiring? #Consulting #Marketing #CareerJourney #HiringPractices #Innovation #Opportunity

???HR leaders and hiring managers: Eager to expand your global reach? ?????South Africa?might be your ideal talent hub! ICYMI, we’re sharing a snapshot of what you need to know before hiring in this vibrant nation.?? ???Talent abundance:?South Africa boasts a rapidly growing tech sector with an expansive talent pool in IT, software, and related areas. English proficiency (one of the country’s official languages) allows for easier international collaboration. ???Average salaries: Hiring software engineers? Average base salaries range from $57,000 to $96,000 USD via Remote users. ???Talent hotspots:?Dynamic urban centers like Johannesburg and Cape Town lead the way with tech, while cities like Durban and Pretoria are up-and-coming. ???Probation periods: Typical probation periods are three months. For fixed-term contracts, the probation length must be “reasonable” based on the contract's duration. ???Respect for diversity:?When hiring in South Africa, known as the “Rainbow Nation,” it is crucial to maintain respect for diversity in the workplace. ??? Work-life balance: South Africans deeply value their weekend time for family and leisure (often outdoor activities). An appreciation of this balance is crucial. ???Want more info on hiring in South Africa??Dive deeper with Remote’s Country Hiring Considerations guide:?https://bit.ly/3PrxZ3l

?? ?? ???????????????? ?????? ??????: ?????????????????? ???????????????????? ???? ?????????????? ?????????????? & ?????????????????? Recently, while recruiting for a senior role, I came across an important realization: educating candidates about both the company and the location is crucial for success. I was working on a senior role for a Kenya location, and I noticed many talented candidates were hesitant, not because of the role itself, but due to misconceptions about the location. It made me realize how vital it is to go beyond the job description. Here’s why these matters: 1. ?????????????? ?????? & ????????????????????????: Every company and location have its own unique culture and way of working. Educating candidates on both ensures they align not just with the company’s values, but also with the community they’ll be joining. Whether it's understanding local customs or knowing the work-life balance, this knowledge sets candidates up for success. 2.?????????????????????????? ?????? ????????????: Different locations come with different market dynamics. In many regions, especially emerging markets, candidates may not be aware of the rapid growth and opportunities available. Educating them about the local business environment—whether it's a booming tech scene or an expanding food sector—opens their eyes to the potential they could tap into. 3.???????????????????? ????????????????????????????: Misconceptions about certain locations can cloud a candidate’s judgment. Clear, accurate information about the region helps them see beyond stereotypes and focus on the real opportunities that await. 4. ???????????????????? & ??????????????????: When candidates are moving to a new city or country, they have questions. What’s the cost of living? How’s the lifestyle? What are the schooling or housing options? Educating them on these details ensures they feel prepared and excited about the move. In my experience, once candidates are fully informed about both the company and the location, their enthusiasm grows. This gives them a complete picture, so they can make confident decisions and thrive in their new roles. Let’s invest in educating our candidates and bridge the knowledge gap—because an informed candidate is a confident one. ?? #Recruitment #CandidateExperience #GlobalHiring #TalentAcquisition #WorkCulture #Relocation Jane Taylor Bhakti Thakar Deepmala Gajjar ??Kena Shah (Chaniary) ?? Seema Shah ?? Megha Sharma John Saxena Nikunj Shah ??

???? o???? ?????????? ?????? ?????? ???????????? ???????? ???????? ?????? ????. ...... ..... .... ... .. . Just this past month, I had the privilege to participate in a finance professional recruitment process. Yes, I now support recruitment. ( Want to learn more about non-linear careers? Talk to Naserian Kimathi - C.) As a CEO, this is what you should consider when hiring and managing people resources efficiently?; ? ?Don’t hire anyone unless you need them to survive. This ensures you remain agile and efficient. ? Only hire people who are aligned with your goals as a business. This ensures team fit and problem-solving. ? Consider tying your contracts to output rather than a fixed monthly payment. This looks like having a base pay plus delivery-based income. Especially for task-based jobs ? While this is not a popular opinion, hire locally. You will be amazed at how Africa has amazing talents. For Finance & Tech professionals check out : ProChange Africa & The Room, respectively. Follow me for more finance tips. Hellen Auma

A beautiful morning to share some fun facts on why people in the South African retail industry are in fact the best hires ??.. 1. Customer service skills: Retail workers in South Africa often develop strong customer service skills, which are transferable to various industries. They know how to handle diverse customer needs and resolve conflicts effectively. 2. Adaptability: Working in retail requires employees to be adaptable to changing circumstances, such as fluctuating customer demands and unexpected situations. This adaptability can be valuable in many other job roles and industries. 3. Multitasking abilities: Retail workers frequently juggle multiple tasks simultaneously, from assisting customers to restocking shelves and handling transactions. This ability to multitask efficiently can benefit employers in fast-paced environments. 4. Cultural diversity awareness: South Africa's retail sector often serves a diverse customer base, providing employees with exposure to different cultures, languages, and backgrounds. Hiring from this industry can bring valuable cultural awareness and sensitivity to a company. 5. Sales and marketing experience: Retail employees often gain practical experience in sales techniques, product knowledge, and promotional strategies. This experience can be leveraged in roles that involve sales, marketing, or business development in various industries. You know where your next hire should be from!! Happy recruiting.. ??

Job Title: Talent Management Associate Location: Lagos, Nigeria / Remote Job Type: Full-Time Job Description: We're hiring a skilled Talent Management Associate. This role combines professional profile writing, portfolio review,? and helping tech professionals showcase their skills and accomplishments through well-crafted profiles and LinkedIn optimization. You’ll also assist job seekers in refining their job search strategies and keeping them informed of relevant opportunities, enhancing their success in the competitive tech job market. Key Responsibilities: TALENT MANAGEMENT Profile Creation and Portfolio review: Craft and tailor engaging professional profiles for platforms ensuring clarity and industry alignment. Client Understanding and Personalization : Develop a comprehensive understanding of each client’s strengths, skills, and professional goals to create targeted profiles. Industry Research: Stay updated on industry trends, keywords, and best practices to enhance profile visibility and relevance. Client Collaboration and Feedback Integration: Collaborate with clients to incorporate feedback, ensuring high-quality, satisfaction-focused profiles. CAREER SUPPORT Job Search Strategies & Application Support: Assist tech candidates in developing and implementing effective job search strategies tailored to their skills and experience. Offer personalized advice and resources on how to approach interviews, negotiate salaries, and make the most of networking opportunities. LinkedIn Profile Optimization: Help candidates optimize their LinkedIn profiles to ensure they stand out to recruiters and hiring managers in the tech field. Offer personalized tips for crafting compelling LinkedIn summaries, highlighting technical skills, and leveraging the platform's features for maximum visibility. Job Board Management: Regularly update the job board with new job listings, focusing on roles in the tech industry, such as product management, data analytics, cybersecurity, and more. Monitor and remove expired or filled job postings to ensure the board remains relevant and accurate. General Career Support: Conduct one-on-one consultations or workshops to guide candidates through the job search process. Track and measure candidate progress, offering tailored feedback and motivation to help them stay on course. Stay current with trends in the tech industry to offer up-to-date guidance on market demands and in-demand skills. Qualifications: Education: Bachelor's degree in? Law, English Language, and Mass communication. ?Human Resources, Business, Communications, Technology, or a related field Experience: Minimum of 1-2 years in career coaching, within the tech industry.