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Global access to education, improved diversity in the tech space and access to information over the internet has doubled in the past decade. However, the tech talent deficit is at its highest recorded rate in recent years.
The “battle” for the best talent came to play in the African Continent in 2022. It made headlines when Microsoft and Google set up shop on the continent, and the local tech players were losing their best talent to these global behemoths.
There are so many intersections in this reality. Sometimes it does seem like a paradox, to have so much progress in tech training and access to skills and yet have very few resources in the pipeline.
The question that often arises is where is the disconnect? What is the “on-ground” reality of tech industry experts on the continent. We would have assumed that the efforts made to make Africa a player in the global tech space would bear fruit by now.
This article will highlight some of the myths, misconceptions and realities of this sought-after space.
The Struggle of Recruiting African Tech Talent
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Although there are over 716,000 competent developers across the continent, recruiting from this talent pool is no easy feat. Especially, since most of this future work force is young and does not share older workplace cultures. They are more informed and certainly have more options.
They expect the best treatment and appreciate a “socially conscious” workplace. They speak up more against discrimination and unethical industry practices. They are also concentrated in a few countries like Kenya, Nigeria, SouthAfrica, Morocco and Senegal.
Listed below are 8 specific reasons that make it challenging for organizations to hire African Talent. These reasons vary from country to country on the continent. They include:
- Lack of Diversity and Inclusion Efforts
Organizations that do not prioritize diversity and inclusion efforts may struggle to attract and keep African tech talent.
Candidates may perceive a lack of cultural fit or opportunities for growth and development within the organization. This is a common occurrence in companies from homogenous societies that haven’t made efforts in inclusive diversity.
- Limited Network
Many organizations struggle to build a network of African tech talent due to a lack of connections or partnerships with universities, professional associations, or networking groups.
There are different pan-African talent platforms such as Gebeya Inc, Ethiopia. But many organizations do not use these platforms, or don’t make an active effort to nurture the on-ground talent, instead opting to fight for the experts.
- Language Barriers
Language barriers can make it difficult for organizations to connect with African tech talent. Candidates may not be fluent in English, which is the primary language used in many organizations.
For example, a French-speaking Senegalese will miss a job opportunity in South Africa. Why? Because he /she does not speak English, and vice versa.
- Limited Access to Resources
African tech talent may not have access to the same resources as their counterparts in other regions. This can include access to training, mentorship, and funding.
Aside from the global disparity of access to technology. Within the continent itself, investment in technology training occurs through government initiative.
If the country’s government does not have economic influence to attract such investment its technical talent will be both scarce and limited.
- Lack of visibility
Many African tech talent may not have a strong online presence, making it difficult for organizations to find and connect with them.
Creating a brand as a young person, which is what most African talent tends to be needs guidance. Unless a talent has the ambition to connect with the top organizations, they’re likely to miss out.
- Limited Local Job Opportunities
Many African tech talent may choose to leave their home countries in search of job opportunities, which can make it difficult for organizations to find and hire local talent.
Most local tech companies compete with global firms to offer competitive salaries and benefit packages. The current tech talent wants the best working conditions and compensation.
If an organization does not fulfil this need, they lose out on the best talent to other countries such as Germany and the UK.
- Unfavorable Political or Economic Conditions
Unfavorable political or economic conditions in some African countries can make it difficult for organizations to attract and keep talent.
Organizations must endure political instability in various regions across the continent. Despite global and local efforts to sustainable peace, civil wars displace people making them unavailable for work in local firms.
- Visa and Immigration Barriers
Visa and immigration barriers can make it difficult for African tech talent to work in other countries. This can limit the pool of candidates for organizations looking to hire talent from Africa.
In a recent AU report found that Africans can travel without a visa to just 22% of other African countries. This affects the hiring process of organizations.
For example, a senior solution architect in Gambia might have a tough time reporting physically for a job in Egypt.
The Paradox of Mass Tech Layoffs and Demand for African Talent
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Imagine the number of ongoing tech layoffs, doesn’t it seem that techies are out of opportunity? However, they have had a mixed impact on the demand for African tech talent.
- Financially Struggling Companies are Firing
On one hand, companies struggling financially reduce their hiring, which leads to a decrease in demand for tech talent in general, including African tech talent.
However, the impact of the ongoing tech layoffs on African tech talent is not limited to the demand for talent. Layoffs and reduced hiring may also lead to increased competition for available jobs. This scarcity will make it more difficult for African tech talent to secure employment.
- Growing Companies are Hiring
On the other hand, some companies are still growing and need to fill key positions with talented individuals, regardless of where they are from.
A recent report by Quartz Africa shows that while some tech companies in Africa have experienced layoffs, others are still expanding and hiring.
For example, The Pan-African platform “Gebeya” which translates to “marketplace” in Amharic continues to churn out talent through the Coding academy and offering a platform to find work.
Despite the pandemic-induced economic downturn they have remained a talent accelerator that trains and outsources African software developers to local firms.
Moreover, the report highlights that the pandemic accelerated digital transformation and the adoption of technology. This trend created new opportunities for African tech talent.
As more companies embrace remote work and digital solutions, they are more willing to hire experts from anywhere in the world, including Africa.
Additionally, the report cites data from the International Data Corporation (IDC) that predicts a compound annual growth rate of 11.2% in the African IT market from 2020 to 2024, creating significant job opportunities for African tech talent.
Despite ongoing tech layoffs having some impact on the demand for African tech talent, the overall picture is more nuanced. Some startups are still expanding and hiring, while the tech giants may be reducing their workforce.
Nonetheless, the growth of the African IT market and the increasing adoption of technology suggest that there will continue to be significant opportunities for African tech talent in the years to come.
References:
“What Covid-19 layoffs mean for Africa’s tech talent”, Quartz Africa, 2020.
Do African Digital Nomads Add to The Difficulty of Hiring African Talent?
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Digital Nomads amplify the gap in the African tech market. However, African developers have incentives to move to countries like Germany which has the largest concentration of Developers at 901,000.
The following realities of digital nomads adds to the hiring challenge on the continent:
- Limited Online Presence
Tech experts don’t declare their employment status online. Because they have more than one job engagement. This can make it harder for recruiters to reach out to them and offer job opportunities.
- Preference for Flexible Employment
Techies have unique employment preferences and expectations that differ from traditional employees. For instance, they prefer freelance or project-based work that allows them to support their nomadic lifestyle.
This can create challenges for companies looking to keep talented individuals on-site.
- Preference for Foreign Firms in the Tech Talent War
Digital nomads prefer to work remotely for companies based outside of Africa. It also makes it more challenging for local companies to compete for talent with international firms that can offer more competitive compensation and benefits packages.
According to the stats, 38% of the 1,600 developers surveyed work for at least one company headquartered outside Africa. Some developers revealed that they learned to code solely to get international prospects.
- Lack of Investment in the Local Market
Lack of commitment by African developers to the African tech market amplifies existing skills gap. The lack of investment by companies also prevents development of home-grown talent.
It also reduces the mentoring opportunities available to the home-grown tech pool. For example, most of African techies working with international companies have an average of six years of experience, while those with fewer years get into local companies.
The good news is the African Tech market has taken off in the past 5 years and it is the end of the beginning. Most of the digital nomads who left the continent are eager to come back. Their emigration might speed up local talent development and tech pipeline.
References:
The Indicators of Tech Talent Gap in Africa
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There is limited data available on the number of tech experts in Africa, but there are several indicators that suggest that there is indeed a shortage of such experts on the continent.
According to a report by the African Development Bank, Africa has a shortage of skilled professionals, particularly in the technology sector. The report states that the continent needs an added 4.5 million engineers, technicians, and other skilled workers by 2025 to meet the demands of its growing economies.
Similarly, a report by the World Economic Forum (WEF) shows that the shortage of skilled talent is a significant challenge for the technology sector in Africa. The report notes that “a lack of digital skills is a major barrier to the adoption of technology in Africa.” Also, the shortage of skilled talent is among the key reasons for the continent’s low levels of technological development.
Another report by the International Finance Corporation (IFC) highlights the need for increased investment in digital skills training and education in Africa. The report notes that Africa has made progress in expanding access to digital technologies. However, there is a need to develop local talent and ability to fully use these technologies’ potential.
Additionally, a survey by the African Business magazine found that 40% of African CEOs cite a lack of skilled talent as a major challenge to doing business on the continent. The survey highlights the difficulty that companies face in finding qualified personnel with the necessary technical skills and ability.
Overall, these reports and surveys suggest that there is indeed a shortage of tech experts on the African continent. Addressing this shortage will be critical to the development and growth of the continent’s technology sector.
How True is the Claim “Africans Develop the World, not Home”
The competition from global behemoths like Google and Microsoft affects the hiring of African tech talent for local companies. These global companies often have more resources and competitive compensation.
Local companies can hardly compete for the same pool of talent. According to a report by the Center for Global Development, developers work in local startups to gear up for more developed countries or to work for multinational companies.
The report notes the negative impact on local companies, as they struggle to attract and keep skilled workers.
Potential employees value security and aspire to work in reputable and established firms. Global companies often satisfy this dream because they’ve proven reputations and brand recognition.
There are opportunities for local companies to compete for talent with global behemoths. If local companies focus on supplying supportive work environments, opportunities for growth and development, and competitive localized benefits.
In addition, they can seek out talent from local universities and invest in training and development programs to create a pipeline of talent.
References
Our Recommendation to Have a Continuous Flow of Talent
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To build a successful team, you need to approach the hiring process systematically and evidence based. Creating a people-hiring machine with clear goals and measurable outcomes will ensure that your team continues to evolve and improve.
Traditionally, companies review resumes, ask semi-random questions, and rely on consensus to make hiring decisions. However, each step of the process should be purposeful and systematic. Take the time to review vetting tests across the world and emulate your preferred choice.
Of course, the human element is still critical in the hiring process. Personal values are crucial factors that cannot be fully measured by data. However, even subjective interpretations can be objectively measured through the recruiters’ record of accomplishment.
Remember, building a successful team is an ongoing process that requires continual evaluation and improvement. By taking a more systematic, flexible and evidence-based approach to hiring, you’ll create a hiring process that evolves to meet the needs of your organization.
How We Can Help
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