If you are hiring for a vacancy get ready to roll up your sleeves and get down and dirty as you sift through piles of CV’s manually. Similarly for the job seeker the search for employment can be an energy sapping one with little long-term reward or benefit. And here’s why.
When a company has a vacancy to fill their success will depend on candidate reach. The wider the net is cast the greater the chance to find the perfect candidate. If it is a vacancy that is to be filled internally then the process is simpler.
Information can be passed onto individuals through memos, use of information boards or e-mail alerting employees of available positions. No stress here. Internal employees show interest and there is no need to ask them to submit their CV as their information is tucked neatly away in the human resources’ department filing cabinets.
Allowing for quick and easy access when role eligibility is assessed. Unfortunately though not all vacancies can be filled internally and therefore external channels to engage job seekers and alert them of roles is required by organizations. Commence manual labour! Its crucial companies disseminate information about vacancies effectively.
Newspapers are a mainstay in our labour market to effect this. But we are not a dictatorship with only one government sanctioned newspaper. We have multiple news agencies that deliver information to the nation on a daily.
Herein begins the headache for recruiters. They now have to liaise with not one but multiple papers as they don’t know which paper their preferred candidate are reading. So they advertise with all of them. And therefore have back-and-fourths with a great deal of people to get one advert out. Living the dream? I think not. Not all companies have got a massive vacancy advertising budget though.
Leaving them to rack their heads deciding which exact paper they believe their star candidate is reading – and only deal with that paper. Great, less labour for all! Recruiter workload is significantly decreased but the downside is the company suffers as reach is also reduced. There is no telling what the pull factor is with newspaper readership. If the company fails to guess correctly their efforts to find a suitable candidate are greatly hampered.
The process is just as haphazard for the job seeker. They too have the unenviable task of picking which paper they purchase in order to find their dream job. If they pick only one a week they may miss out on a perfect opportunity.
And so, budget permitting, they have to pick up a multitude of papers and scour them for jobs. Laborious right? Wouldn’t it be great if recruiters could ensure information about their vacancies was getting to the right people without so much sweat? If job seekers could have information come to them and not the other way round? Like through pigeon holes, similar to the ones internal candidates have in companies?
Well hold that thought because there is something that puts the pigeon hole to shame! Electronic recruitment software that reduces the current labour intensive processes of recruitment advertising. Online job boards and in particular, Careerpool Botswana. Armed with a series of functions that can melt the hearts of recruiter and job seeker alike.
Careerpool is an online job board that advertises vacancies in companies for the consideration of potential employees that’s also has some very neat e-recruitment tools that help in the sorting of CV’s upon receiving them.
It literally removes the manual labour aspect of advertising roles and receiving of CV’s, ensuring that information is purposefully channeled to the right individuals. Companies around the world have seen it imperative to take advantage of these ICT tools and incorporate them into their holistic recruiting strategy.
Online job boards work better than the pigeon hole as they send information direct to smart devices that never leave our side. Job seekers no longer need to go door-to-door dropping off CV’s to companies that aren’t even hiring.
They can upload their CV’s to www.careerpoolbotswana.com from the comfort of their homes or air-conditioned internet café. Once part of the Careerpool CV database recruiters can search the database and discover suitable candidates.
A filling system on steroids that can be updated at any time by candidates wishing to keep their information current. Keyword search capabilities means recruiters can filter through CV’s quicker to find desirable candidates.
This applies also when using the site to receive applicant CV’s. Minimum requirements are entered into the search function and only those CV’s that meet requirements will be listed for the attention of the recruiter. No more staying late to sift through mountains of CV’s.
No more manual labour! Let technology do the work. It gets better for the recruiter. When they advertise on Careerpoolbotswana.com, the guess-work of where to advertise and why is completely removed as the site is purpose built for disseminating vacancy information. Job seekers, active or passive, know that to be the function of the platform and that is why they turn to it for specific information.
Target audience… reached. Truth be told jobseekers don’t even have to go to the site once they have uploaded their CV’s. This is because they receive job alerts an optional extra that ensures company vacancy advert are seen.
The site e-mails candidates in real-time when an advert posted on the site pertains to the individuals particular field of expertise – as listed by them. This is 21st century ICT solutions available now in Botswana that can drastically change the way we advertise vacancies. Recruiters and potential employees alike are singing its praise and calling it a much-needed and over-due addition to the recruitment process.
Why overcomplicate a process when a solution exists to remove the work from it? Out with the old and in with the new I say. Power to the people! No more manual labour! Advertise with Careerpool, upload your CV and let technology do the rest.
The state of the art jewellery manufacturing plant that has been set up by international diamond and cutting company, KGK Diamonds Botswana will create over 100 jobs, of which 89 percent will be localized.
Local diamond and metal exploration company Tsodilo Resources Limited has negotiated a non-brokered private placement of 2,200, 914 units of the company at a price per unit of 0.20 US Dollars, which will provide gross proceeds to the company in the amount of C$440, 188. 20.
According to a statement from the group, proceeds from the private placement will be used for the betterment of the Xaudum iron formation project in Botswana and general corporate purposes.
The statement says every unit of the company will consist of a common share in the capital of the company and one Common Share purchase warrant of the company.
Each warrant will enable a holder to make a single purchase for the period of 24 months at an amount of $0.20. As per regularity requirements, the group indicates that the common shares and warrants will be subject to a four month plus a day hold period from date of closure.
Tsodilo is exempt from the formal valuation and minority shareholder approval requirements. This is for the reason that the fair market value of the private placement, insofar as it involves the director, is not more than 25% of the company’s market capitalization.
Tsodilo Resources Limited is an international diamond and metals exploration company engaged in the search for economic diamond and metal deposits at its Bosoto Limited and Gcwihaba Resources projects in Botswana. The company has a 100% stake in Bosoto which holds the BK16 kimberlite project in the Orapa Kimberlite Field (OKF) in Botswana.
African heads of state and global CEOs at the World Economic Forum Annual Meeting backed the launch of the first of its kind report on how public-private partnerships can support the implementation of the African Continental Free Trade Area (AfCFTA).
AfCFTA: A New Era for Global Business and Investment in Africa outlines high-potential sectors, initiatives to support business and investment, operational tools to facilitate the AfCFTA, and illustrative examples from successful businesses in Africa to guide businesses in entering and expanding in this area.
The report aims to provide a pathway for global businesses and investors to understand the biggest trends, opportunities and strategies to successfully invest and achieve high returns in Africa, developing local, sub-regional and continental value chains and accelerating industrialization, all of which go hand in hand with the success of the AfCFTA.
The AfCFTA is the largest free trade area in the world, by area and number of participating countries. Once fully implemented, it will be the fifth-largest economy in the world, with the potential to have a combined GDP of more than $3.4 trillion. Conceived in 2018, it now has 54 national economies in Africa, could attract billions in foreign investment, and boost overseas exports by a third, double intra-continental trade, raise incomes by 8% and lift 50 million people out of poverty.
To ease the pain of transition to its new single market, Africa has learned from trade liberalization in North America and Europe. “Our wide range of partners and experience can help anticipate and mitigate potential disruptions in business and production dynamics,” said Børge Brende, President, and World Economic Forum. “The Forum’s initiatives will help to ease physical, capital and digital flows in Africa through stakeholder collaboration, private-public collaboration and information-sharing.”
Given the continent’s historically low foreign direct investment relative to other regions, the report highlights the sense of excitement as the AfCFTA lowers or removes barriers to trade and competitiveness. “The promising gains from an integrated African market should be a signal to investors around the world that the continent is ripe for business creation, integration and expansion,” said Chido Munyati, Head of Regional Agenda, Africa, World Economic Forum.
The report focuses on four key sectors that have a combined worth of $130 billion and represent high-potential opportunities for companies looking to invest in Africa: automotive; agriculture and agroprocessing; pharmaceuticals; and transport and logistics.
“Macro trends in the four key sectors and across Africa’s growth potential reveal tremendous opportunities for business expansion as population, income and connectivity are on the rise,” said Wamkele Mene, Secretary-General, AfCFTA Secretariat.
“These projections reveal an unprecedented opportunity for local and global businesses to invest in African countries and play a vital role in the development of crucial local and regional value chains on the continent,” said Landry Signé, Executive Director and Professor, Thunderbird School of Global Management and Co-Chair, World Economic Forum Regional Action Group for Africa.
The Forum is actively working towards implementing trade and investment tools through initiatives, such as Friends of the Africa Continental Free Trade Area, to align with the negotiation process of the AfCFTA. It identifies areas where public-private collaboration can help reduce barriers and facilitate investment from international firms.
About the World Economic Forum Annual Meeting 2023
The World Economic Forum Annual Meeting 2023 convenes the world’s foremost leaders under the theme, Cooperation in a Fragmented World. It calls on world leaders to address immediate economic, energy and food crises while laying the groundwork for a more sustainable, resilient world. For further information,