Guide to Hiring Great Employees in Tanzania

Among the largest challenges that hinder company growth in Tanzania is the lack of adequately skilled and self-motivated human capital. To put it simply, companies struggle with finding good workers.

You see, while Tanzania’s education system is good at distributing plenty of information in pupils, particularly in Mathematics and Science subjects. It struggles in fostering critical thinking, analytical skills and innovation — qualities which are highly desired in the present job market.

Although your business might not be able to alter the Tanzanian education system, there are quite a few steps you can take through the hiring process to improve your odds of finding good employees.

Hiring in Tanzania

  1. Create the ideal candidate

Before you write a project description, take some time to brainstorm your perfect candidate. Besides the necessary skill set to do the function, what other skills and qualities are important to the situation and for the business? Which sort of personality are you looking for?

As an example, does the position want a worker who’s self-motivated, always thinking up new ideas to increase your company and willing to spend the work and provide the team direction?

  • Some other important questions to think about, include:

Does this perfect candidate have the urge to get promoted and take on more responsibility?

If the position is one with upward mobility, then having candidates who need that and are prepared to spend the work is critical. On the other hand, if the position is pretty stagnant, then you know that your ideal candidate should not be someone searching for opportunities to grow in the upcoming future as at some point they’ll get dissatisfied.

  • Which sort of personality should your perfect candidate have?

Feeling comfortable in the office contributes greatly to worker satisfaction, therefore it is important to understand your office culture and the kinds of personalities that will flourish there.

As an example, a sales position should not go to someone who’s shy around people or overly aggressive.

  1. Write a Great Job Description

As soon as you understand which sort of candidate you’re seeking, you’re ready to write your job description.

This strategy leaves out potentially great workers who might not have the level or specific work experience (business, occupation role) that you’re searching for.

As an example, someone who’s a self-taught graphic designer might not have a degree, but can demonstrate incredible initiative and has a great deal of experience. In a world that’s continually changing due to technology, Tanzanian employers will need to understand that a degree doesn’t automatically indicate that an individual is ideal for the job position.

Furthermore, this is merely a bad marketing method, as highly capable workers usually apply for jobs they could get and do not waste their time on tasks that they believe they are not qualified for. Which is precisely why an employer should be more specific and explain the qualities is searching for.

Thus, when writing your job description, you need to be specific but also flexible. This will give prospective candidates a clearer idea about what to expect from the function, and so attract those that are searching for what you need to offer.

  1. Test for skills

In Tanzania, companies get over 100 job applications for one position! This makes it incredibly tough to spot the possibly great employees.

An effective solution to this problem is to test all candidates in key skills, and then examine the resumes and cover letters of just the workers that work well on the test.

A terrific assessment tool that highlights great candidates from the masses is the AMCAT employability test. It tests for:

  • Proficiency English and communication skills
  • Logical skills
  • Analytical thinking abilities
  • Job specific skills. So for example, if you’re recruiting for an digital strategist, there’s a test for it. If you would like to check for upper management abilities, there’s a test for it.
  1. Advertise in multiple channels
  • In addition to advertisements on your company site and Social Networking pages, utilize:
  • Online job boards
  • LinkedIn professional groups
  • Recruitment agencies: They have a network of professionals to advertise and can even help you find and narrow down specific candidates to interview.
  1. Do background checks

Unfortunately, it is not unusual for job applicants to lie, exaggerate or forge data in their applications. This is particularly widespread in Tanzania where most companies don’t conduct thorough background checks.

Thus, before inviting candidates to interview, do some fact-checking. This should include:

  • Criminal history
  • Social media accounts
  • Call former employers
  • Contact references they provided
  • Google search their name
  1. Let other employees interview

It’s highly possible that there’ll be a team of individuals who are working with the new employee — so include them in the interview procedure.

They may have specific questions that are related to the possible employees work style and character that you can not have thought of. Moreover, they’ll have the ability to sense if the man is a good fit for your group. It’s important to make certain that your new hire won’t just do their job, but also fit well with the company culture.

  1. Show them you care
  • When you finally choose the candidate you want, it is your job to convince them to take the job.
  • Pay them fairly (based on their abilities, work experience, and job duties )
  • Look after their basic needs (health insurance, social security, appropriate leave and other employee benefits)
  • Give them extra perks (training opportunities, bonuses based on KPIs)

 Your team will build your business

A ship does not go forward if everyone is rowing their own manner. No company, no matter how great the service or product is, can attain good success without a wonderful team.

So, it’s vital that you employ the best people you can find and afford, to get the best results in your company.

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