News South Asia

Recruiters in Africa are looking for talented British graduates

Africa is a continent that has long suffered from stereotypes, but, as ever, the reality is much more mixed, dynamic and exciting. With seven of the world′s 10 fastest growing economies on that continent, Africa is attracting corporations from all over the world who want to capitalise on government contracts, physical resources and new markets. The higher levels of growth are in sub-Saharan countries, such as West Africa, but the good news is that countries across the continent are experiencing progress. The economic growth has been led by energy, agri-business and minerals, but a rising and important demographic is changing everything.

Driving around pretty much any African city, you′ll be struck by the affluent suburbs as developers move in to build properties for the new middle class whose purchasing power is vital to economic prosperity. Euromonitor International suggests that the largest growth sector in 2014 will be retail. But retail is only one aspect of this emerging economy; the World Bank blogged about the importance of the middle class as consumers of healthcare and private education, creating demand for a whole range of new services and industries as a result.

One of the big challenges for corporations is recruitment. The continent benefits from great universities such as Cairo, Stellenbosch, Dar es Salaam and Makerere, giving corporations access to a strong pool of local candidates. While localisation has been the trend over recent years as governments look to provide opportunities for nationals and the booming 18-30 population, the current rate of growth requires a higher volume of talent and a wide range of skills.

Companies try to complement their local recruitment by looking internationally. In a recent report, PwC recognised that combining local talent with Africans living abroad can provide an effective blend of skills, knowledge and, importantly, mindset. The diaspora share the same cultural understanding and connections but bring with them valuable international experience and offer a different outlook. A British-educated African, for example, understands the nuance of the corporate culture in a UK multinational company overseas. However, persuading them to leave Britain and return to Africa is not straightforward.

I recently hosted a careers event with General Electric at the Greenwich School of Management in London. More than 200 students expressed interest in its Back to Africa programme. Many of them had lived in Africa, perhaps leaving as children or teenagers, and others were British-born children of African parents. Some were considering returning because it was their real home, others because they saw greater career opportunities there than in the UK.

Culture shock

British graduates already possess a skillset including resilience, decision making, leadership and communication. Corporations are actively seeking future leaders and managers for African operations, making UK graduates very attractive. If you have interned in a British or American company, you′ll be familiar with the same corporate culture in their operations overseas.

But if you′ve never been to Africa, the culture shock can be tremendous. The shiny new buildings often disguise poor infrastructure: new roads that just stop where the money ran out, frequent power cuts and lack of air conditioning. It′s about being aware that westernised business culture may not always apply and can be resented.

Be open-minded

It′s important to approach such a move with your eyes open. Your employer may be positive about diversity, but can it really support its staff from homophobic, racial or religious discrimination? Employers need to be brutally honest about the working environment, and candidates must undertake due diligence before committing. A local African salary, for example, can appear lower to a UK one, but may fund a better quality of life. You might get healthcare packages, but is there any provision in the region you′d work in?

African immigration systems can be complex and bureaucratic, generally requiring employer sponsorship in order to work. Advice from recruiters is for British graduates to join a UK company with a footprint on the continent and look to work on assignment in the region or on a rotation as part of the graduate scheme. Remember you are competing against some extremely talented African graduates and will need to demonstrate that you have knowledge and experience of the continent.

And there are lots of ways of getting experience, including formal internships, volunteering and teaching English as a foreign language (Tefl). But beware of the third-party companies charging lots of money for experiences that may have limited value. Build your knowledge first through your university alumni networks and find out if your institution has any partnerships in Africa that could help.

Perhaps your biggest challenge could be persuading your family and friends that the stereotypes are just that, and that you have the opportunity to build an exciting career while contributing to the rapid economic growth so apparent now in Africa.