Recruitment tips: Managing staff turnover after the festive period

 

As we approach the end of the year, it’s tempting for recruitment teams to slow down the hiring process. After all, many industries enter a lull in the last two weeks of December and first week of January, as both sales and operations activity drops (retail and hospitality are notable exceptions).

 

However, for high-volume, medium skilled roles- especially in call centre, manufacturing, retail and transport, there is often a sharp spike in employee attrition during the month of January. This can vary in reason- from employees looking for new opportunities in the New Year, to migrant workers who go home for the December holidays and decide to stay for a while longer. The impact, however, is the same- a sharp drop in staff numbers and resulting pressure to increase recruitment reactively.

 

We spoke to some of our biggest customers to understand what techniques they use to manage the ‘Christmas Churn’ phenomenon, and here are some of the key methods they use.

 

 

  1. Create incentives for employees to return to work in January

Preventing employee attrition in the first place is often the most desirable option- high performing employees that stay add more value over their tenure. Companies can offer a bonus for workers who return to work in January- either in the form of cash or non-financial incentives such as airtime or food vouchers (which can work well, since many employees are out of pocket after the festive break).

 

  1. Measure the performance of temporary workers and make the best ones permanent

Most retailers will have dimensioned their workforce by adding temporary workers during the festive period. However, most temps will be dropped after the peak season is over, resulting in the unintentional loss of talent. Several high performing companies we spoke to make it a point to measure the performance of temp workers over the festive season and make the best ones permanent. This in turn can compensate for any attrition in the New Year.

 

  1. Plan ahead and build a large pipeline of candidates before the festive break

Several forward-thinking employers actually model the expected January attrition and recruit in advance to prepare for it. By building a large pipeline of new recruits in November or early December, these companies mitigate the January attrition and ensure continuity of staff levels. Paradoxically, this means that recruitment teams have to actually increase recruitment activities in November and December rather than reduce it.

 

  1. Recruit aggressively in January

For employers that have not been able to forsee or mitigate staff turnover in January, the best option is to ramp up recruitment efforts aggressively in the first two weeks of the New Year. This means that new recruits can be operational by the end of January, by which time sales and operations teams are back to their usual productivity

 

Which of these techniques have you tried and which work best for you? We’d love to hear from you. Reach out to us at info@giraffe.co.za

 

About Giraffe

 

Giraffe is a fully-automated, mobile recruitment service that enables businesses to recruit medium skilled workers faster and more affordably than any other way. Giraffe has over half a million candidates across South Africa and is working with the biggest names in retail, transport, manufacturing and call centre to streamline the bulk recruitment process.

 

For more info on how Giraffe can assist with high volume recruitment in a very short timeframe, head over to www.giraffe.co.za

 

Growth Hacker / Marketing Prodigy wanted to join SA’s hottest startup

 

Giraffe is an automated mobile recruitment app that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having achieved significant growth since launching in March 2015, and securing investment from eBay founder and Silicon Valley billionaire Pierre Omidyar’s VC fund, Giraffe is now looking for a highly talented marketing all-rounder to drive growth, increase brand awareness, fuel customer acquisition and manage all marketing and communications activities across all channels- ranging from SEO and social media to ATL and PR.

 

Role and Responsibilities

 

The marketing prodigy will be responsible for all marketing and communication activities, as well as content creation at Giraffe. This role will be critical in driving growth of the business- raising brand awareness within customer segments and driving them to purchase Giraffe services. This role will report directly to the CEO.

Specific responsibilities include:

 

Content creation

 

  • Researching and writing original content on unemployment, recruitment trends and Giraffe news
  • Creating graphics and images for marketing content
  • Creating innovative and effective marketing messaging that targets the needs and influences the behaviour of specific customer segments

 

Growth Hacking / Digital marketing

 

  • Managing all online marketing channels- including Google adwords, facebook, twitter and linkedin
  • Creating, operating and analysing ROI on all online campaigns
  • Iterating campaigns to enhance effectiveness and maximise ROI
  • Conceiving and experimenting with a range of approaches to reduce cost per acquisition and drive growth
  • Owning SEO

 

Traditional marketing

 

  • Conceptualising campaigns for radio, print and other ATL channels
  • Creating and managing campaigns for on-the-ground field marketing activities
  • Creating and driving company marketing events
  • Engaging and managing external marketing agencies where necessary

 

PR and communications

 

  • Promoting Giraffe across all major media channels- radio, TV, newspapers, events and online journals
  • Identifying ways to position Giraffe as newsworthy
  • Writing all Giraffe press releases and disseminating them across relevant channels
  • Engaging with media producers and editors to drive PR activity

 

Requirements

 

Educational and work experience requirements

  • Bachelors degree from a top-tier university- min 60%
  • At least 3 years’ experience in marketing- either at a tech startup or agency

 

Essential requirements for the role

  • Excellent written and verbal communication skills
  • Creative and artistic- both with words and visuals
  • Highly organised and structured
  • Highly analytical and numerate
  • Existing network of media contacts (ie: producers and editors)
  • Excellent team working skills
  • Interested in technology and high-growth tech startups
  • Willing to learn
  • Able to work under pressure
  • Able to tolerate ambiguity
  • Interest in making a strong social impact

Location

  • Sandton, Johannesburg

Remuneration

  • Competitive salary, medical aid + share options

To apply click here

www.giraffe.co.za

5 highly effective tips to streamline the recruitment process for high volume candidates

Recruiting high volume candidates (typically mid-low income staff that represent the bulk of a company’s human resources) can be challenging for both corporates and SMEs alike. The time spent sourcing, screening, contacting and interviewing candidates can place a significant administrative burden on recruitment teams. In addition, attrition of high volume candidates can exceed 50% per year, resulting in a never-ending demand for new hires and an endless washing machine effect of recruitment and attrition, followed by more recruitment and attrition. This phenomenon is particularly commonplace in industries including call centre, retail, manufacturing and transport.

 

Giraffe has worked with numerous organisations across multiple industries, and in doing so we have been able to identify some effective ways to streamline the recruitment process. Below are some tips that can reduce the time to fill positions, increase the throughput of candidates and improve the quality of hires.

 

  1. Stop screening CVs manually

Most companies still tend to screen CVs manually. This can consume huge amounts of time and resources, and remains prone to error- as some good candidates fall through the cracks whilst others that shouldn’t make it through screening actually pass. To address this, companies can use digital methods to screen candidates. Digital recruitment has seen major advancements in recent years. Many mobile recruitment services and applicant tracking systems now offer automated CV screening features which use keywords or specific criteria to auto-accept or reject candidates. Better still, companies that set up online application processes using structured questions and pre-screening surveys can automatically accept or regret candidates without even looking at their CVs, enabling them to screen thousands of candidates in a fraction of the time it would take to do manually.

 

  1. Build an employer brand

Sourcing candidates becomes much easier when your company has a compelling and coherent employer brand. A strong employer brand drives candidates to approach you directly, thereby reducing the need for proactive sourcing. Companies with the strongest employer brands also attract the best talent, which in turn reduces attrition and generates real impact on the bottom line. However, building an employer brand is a complex process that requires the alignment of company brand and company culture, as well as the effective communication of the employee value proposition across candidate sourcing channels. Company work environment and perks also factor greatly in candidates’ perception of an employer’s brand. HR teams should work with the business to ensure this alignment, which in turn can boost both the volume and quality of new candidates.

 

  1. Have open days

Due to the constant need to recruit, many high volume recruiters conduct interviews every day. This can put strain on HR teams and protract the recruitment cycle. Instead of conducting interviews every day of the week, recruiters can concentrate all interviews into a single open day or assessment centre per week. This requires having the facility to accommodate large numbers of candidates and a structure to ensure the open day is organised, but enables recruiters to brief a large number of candidates at once, administer the truth serum en masse (see below) and manage the candidate pipeline more effectively and rapidly.

 

  1. Reduce attrition

Streamlining the recruitment process is pointless if attrition is high, because significant time and energy is spent recruiting and onboarding, only to result in loss of candidates and the need to recruit again. Attrition can have many causes- high pressure, target-driven environments, shift work and suboptimal working environments can all contribute. Our research has shown that transport time and costs are a significant driver of attrition, suggesting that attracting candidates who live close by can help reduce it. Whatever the reason, it is critical for HR teams to understand the root causes of attrition in their instance. This can be done through exit interviews, employee surveys or line manager interviews. Once the root causes of attrition are understood and steps are taken to remedy them, the pressure to recruit candidates drops and the recruitment process automatically becomes more manageable.

 

  1. Use a ‘truth serum’

Many candidates apply for jobs without fully understanding what the job entails. Failure to understand the reality of the job such as basic and commission structure, shift work, working hours and the job description in general can deter candidates from accepting an offer or drive them to leave if their expectations are misaligned. Conversely, administering a ‘truth serum’- honestly conveying all the details and potential drawbacks of the job upfront to candidates- can actually deter the wrong people from applying so that only the relevant candidates apply and are interviewed. This can improve candidate conversion rates and reduce the time wasted on screening and interviewing candidates that are unlikely to accept an offer or last long in the job.

 

About Giraffe

Giraffe is a fully automated mobile recruitment platform that helps businesses recruit medium-skilled candidates faster and more affordably than any other way. To find out more visit www.giraffe.co.za

Mobile employment startup Giraffe reaches 350,000 users, expands services nationwide

Mobile recruitment startup Giraffe has surpassed 350,000 users and is expanding its services across South Africa.

 

Giraffe cofounder and Head of Product Shafin Anwarsha said, “We’ve seen strong uptake from jobseekers and businesses alike- with very positive feedback on the service. By expanding into tier 2 metros and rural areas we believe we can create better access to jobs in the places where unemployment is highest and our customers really struggle to recruit staff.”

 

Giraffe’s automated recruitment service connects medium-skilled jobseekers (those that earn R3k-R15k per month) with job opportunities and enables businesses to hire staff rapidly and at low cost.

 

After launching in Johannesburg in March 2015, Giraffe grew rapidly and then expanded its low-cost recruitment agency services to Cape Town and Durban in June 2016. Giraffe is now expanding across the country due to demand, initially to other areas including Mpumalanga, rural KZN and the Eastern Cape, and then other parts of the country.

 

Giraffe is backed by eBay founder Pierre Omidyar’s Silicon Valley VC Omidyar Network, which led a round of seed investment in March 2016. Since then, Giraffe has seen double-digit monthly revenue growth and now plans to expand its team of developers, B2B salespeople and data analysts to keep up with demand.

 

Giraffe’s simple cellphone app- which doesn’t require a smartphone- enables medium-skilled jobseekers to create a CV on their cellphone for free. Giraffe then sends them jobseeking tips, skills assessments and work-readiness content, as well as job interview invitations by SMS.

 

Businesses looking for staff can submit a staff request on Giraffe’s website www.giraffe.co.za and Giraffe’s algorithm automatically identifies suitable candidates, contacts them by SMS and schedules interviews at a time and place of the employer’s choosing. Since Giraffe has automated the entire recruitment process- from sourcing and screening to contacting and scheduling, Giraffe is over ten times cheaper and faster than other recruitment services.

 

Full-stack developer wanted for SA’s hottest tech startup!

now_hiring_with_logo1

Talented software developer wanted to join hot SA’s hottest startup

 

Giraffe is an award-winning, revolutionary mobile recruitment app that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having gained significant traction since launch in March 2015, and raised equity investment from eBay founder Pierre Omidyar’s Silicon Valley VC fund, Giraffe is now looking for a highly talented full-stack developer to expand the development team and help grow the business.

 

Role and Responsibilities- not just a normal dev job!

 

You will play a key role in building and managing all elements of the Giraffe platform- incorporating mobile application, web application, database, algorithm, machine learning/AI modules and third party integration. Critically, you will work closely with the lead developer, head of product and other business functions in defining product strategy and design, as well as the overall strategy of the business.

 

Requirements

Educational requirements

  • BSc in Computer Science / Information Systems from a top tier university
  • Minimum second class degree (60%)

Essential technical requirements

  • 1-2 years’ industry experience as a programmer
  • Strong Java or C# skills and experience
  • Strong SQL skills and experience, ideally Postgres
  • Javascript experience
  • Linux experience

Essential other requirements

  • Passion for tech startups and building something BIG
  • Interest in algorithmics, AI and machine learning
  • Interest in making a strong social impact
  • Hard work ethic
  • Willingness to learn
  • Passion for programming and computer science
  • Excellent team working and communication skills
  • Ability to work under pressure
  • Ability to manage ambiguity

Highly advantageous

  • Scala experience
  • Front-end / design skills
  • GIT experience
  • Android development experience
  • React/Angular experience

Location

  • Sandton, Johannesburg

Remuneration

  • Competitive salary + share options

 

To apply send your CV and cover letter explaining why you want to join Giraffe to apply@giraffe.co.za

 

APPLICATIONS WITHOUT A COVERING LETTER WILL NOT BE CONSIDERED!

 

www.giraffe.co.za

Giraffe is hiring! We’re looking for a talented developer to expand our dev team

now_hiring_with_logo1

 

Talented software developer wanted to join hot SA’s hottest startup

 

Giraffe is an award-winning, revolutionary mobile recruitment app that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having gained significant traction since launch in March 2015, and raised equity investment from eBay founder Pierre Omidyar’s Silicon Valley VC fund, Giraffe is now looking for a highly talented full-stack developer to expand the development team and help grow the business.

 

Role and Responsibilities- not just a normal dev job!

 

You will play a key role in building and managing all elements of the Giraffe platform- incorporating mobile application, web application, database, algorithm, machine learning/AI modules and third party integration. Critically, you will work closely with the lead developer, head of product and other business functions in defining product strategy and design, as well as the overall strategy of the business.

 

Requirements

Educational requirements

  • BSc in Computer Science / Information Systems from a top tier university
  • Minimum second class degree (60%)

Essential technical requirements

  • 1-2 years’ industry experience as a programmer
  • Strong Java or C# skills and experience
  • Strong SQL skills and experience, ideally Postgres
  • Javascript experience
  • Linux experience

Essential other requirements

  • Passion for tech startups and building something BIG
  • Interest in algorithmics, AI and machine learning
  • Interest in making a strong social impact
  • Hard work ethic
  • Willingness to learn
  • Passion for programming and computer science
  • Excellent team working and communication skills
  • Ability to work under pressure
  • Ability to manage ambiguity

Highly advantageous

  • Scala experience
  • Front-end / design skills
  • GIT experience
  • Android development experience
  • React/Angular experience

Location

  • Sandton, Johannesburg

Remuneration

  • Competitive salary + share options

To apply, click here

 

APPLICATIONS WITHOUT A COVERING LETTER WILL NOT BE CONSIDERED!

Business Analysts Wanted!

 

Giraffe is an award-winning, revolutionary automated recruitment platform that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having achieved significant growth since launching in March 2015, and securing investment from eBay founder and Silicon Valley billionaire Pierre Omidyar’s VC fund, Giraffe is now looking for a highly talented operations analyst to help run business operations and drive growth

This role is ideal for a fresh graduate from a top-tier university in a numerate discipline who is interested in working at a startup, or a graduate with 1 year’s operations or consulting experience at a corporate

 

Role and Responsibilities

The operations analyst will play a key role in ensuring smooth running of Giraffe’s systems and processes, and identify ways to improve the systems and processes. Specific responsibilities include:

  • Responding to inbound customer requests
  • Managing the entire recruitment platform- including candidate selection, screening, contacting and interview scheduling
  • Using MS Excel to view and manipulate customer data
  • Analysing interview success rates and proposing enhancements to the candidate selection algorithm
  • Contributing to product development and growth of the business as a whole
  • Analysing employer and jobseeker data, identifying patterns and proposing actions

Requirements

Educational requirements

  • Bachelors degree from a top-tier university in a numerate discipline (eg: data science, engineering, statistics, science, economics)- min 60%

Essential requirements for the role

  • Highly analytical and numerate
  • Meticulous attention to detail
  • Skilled in MS Excel and willing to learn advanced Excel techniques
  • Highly organised and structured
  • Patient and disciplined
  • Positive attitude and strong work ethic
  • Excellent team working and communication skills
  • Interested in technology and high-growth tech startups
  • Willing to learn
  • Able to work under pressure
  • Able to tolerate ambiguity
  • Interest in making a strong social impact

Location

  • Sandton, Johannesburg

Remuneration

  • Competitive salary + share options

To apply, email your CV and a brief covering letter to info@giraffe.co.za

www.giraffe.co.za

Sales executive wanted to join hot SA startup

 

Giraffe is an award-winning, revolutionary mobile recruitment app that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having achieved significant growth since launching in March 2015 and secured investment from eBay founder and Silicon Valley billionaire Pierre Omidyar’s VC fund, Giraffe is now looking for a highly talented sales executive to join its founding team and help expand the business.

 

Role and Responsibilities

The business development manager will play a key role in driving Giraffe’s growth by acquiring new business customers- specifically medium and large customers. Responsibilities include:

  • Proactively identifying target customers by using own network and research
  • Building a robust pipeline of qualified opportunities
  • Devising sales strategies to target different customer segments
  • Cold-calling customers, explaining Giraffe’s proposition and closing deals
  • Managing a growing team of business development specialists
  • Contributing to the strategic direction of the business as a whole

 

Requirements

Educational requirements

  • Bachelors degree from a top tier university

Essential requirements for the role

  • At least 2 year’s experience in a B2B direct sales role
  • Proven track record in ability to identify, approach and close deals with medium and large businesses
  • Ability to use both existing network and research to identify opportunities
  • Highly driven and hungry to hunt and close new business
  • Ability to work proactively and autonomously to manage the pipeline and reach/exceed targets
  • Excellent telephone and customer facing skills
  • Excellent team working and communication skills
  • Presentable and confident
  • Willingness to learn
  • Ability to work under pressure
  • Experience in the recruitment industry

Additional critical requirements

  • Ability to tolerate ambiguity
  • Interest in making a strong social impact
  • Passionate about technology startups

 

Location

  • Sandton, Johannesburg, with travel around the Joburg area

 

Remuneration

  • Competitive salary + share options

To apply, email your CV and a brief covering letter to info@giraffe.co.za

www.giraffe.co.za

 

 

Low-cost mobile recruitment startup Giraffe named as one of the top South African startups to watch in 2017

SA_Flag

 

Giraffe, the fully-automated, low-cost recruitment startup has been identified as one of the top startups in South Africa to watch in 2017 by Ventureburn.

 

Giraffe enables businesses to recruit medium-skilled workers such as cashiers, retail shop assistants, call centre agents and drivers- 10x faster and 10x cheaper than any other recruitment service.

 

Recruitment is a major pain point for large corporates and small businesses alike, with candidate sourcing, screening and interviewing consuming vast amounts of resources, admin time and in many cases recruitment agency fees.

 

Giraffe addresses these problems by using an algorithm and mobile web app to automatically source, screen, contact and schedule interviews with candidates. Employers simply submit a staff request online at www.giraffe.co.za and Giraffe can send candidates for interview in as little as 48 hours.

 

Since launching their low-cost recruitment service in March 2015, Giraffe has expanded their recruitment service in Cape Town and Durban, has attracted over 250 thousand candidates nationwide and has helped major businesses such as Merchants, Pizza Hut and Uber recruit staff.

 

In 2016 Giraffe raised a round of investment led by eBay founder and Silicon Valley tech billionaire Pierre Omidyar’s VC fund. Giraffe also won the Seedstars World award for Best Global Startup 2016, representing South Africa and beating over 3,000 other startups from 60 emerging markets.

 

Key takeaways from the Blum-Brookings roundtable on the future of work in the developing world

brookings

 

Last August, Giraffe was privileged to attend the 13th Blum-Brookings roundtable on global poverty. Each year, a small, select group of policy-makers, investors, NGOs, academics and entrepreneurs gathers for a focused discussion on a theme related to poverty alleviation. The theme for 2016 was the future of work in the developing world.

 

Participants included former US secretary of state Madeleine Albright, former President of Ireland Mary Robinson, former Prime Minister of New Zealand and UN Secretary General candidate Helen Clark as well as the CEOs and founders of several startups operating in the employment and education space.

 

The diverse combination of attendees made for a fascinating discussion on a range of issues pertaining to the very real crisis of unemployment, skills shortage and poverty in the developing world. The ensuing dialectic combined insight from academic thought leadership, policy frameworks and the reality on the ground in specific markets. Below are some of the key questions explored and the consequent takeaways from our perspective:

 

The jury is out on the extent of the impact of automation and AI on jobs- and how to manage it

 

Automation and the rise of AI threatens to replace jobs in both developed and developing world. Will this result in mass unemployment? Will jobs that have been offshored to the developing world (eg: manufacturing in China) be re-shored and conducted by robots? How should we respond to these threats? It is unclear as to the extent of the impact of automation on unemployment: history has shown that automation has actually created jobs- by enabling greater productivity eg: the invention of the loom made knitters redundant but the subsequent growth in the production of garments increased the need for garment sales people and delivery workers. However the rise of AI suggests that the trend might not apply this time around- because automation will replace a much broader range of roles- including salespeople and delivery drivers. Varying estimates suggest that anything between 10% and 47% of jobs in the US may be replaced by robots, with the figure reaching as high as 77% in developing countries. In anticipation of this, several parties have proposed that a universal basic income (UBI) be applied to people whose jobs become redundant. However, tax revenues in their current form will not be sufficient to fund this. Alternative sources of funding are not yet clear. However, a fairly unanimous view was that no matter how much automation and robotics proliferate, there will always be a need for human interaction- the question is how much and in which fields. The risk, however, is increased inequality, with wealth accruing to the owners of AI technology and away from everywhere else- further confounding the UBI solution.

 

The sharing economy can unlock value in large sectors of society that have hitherto faced constraints

 

Contrasting with the threat of unemployment by AI is the recent surge in the growth of the sharing economy- bringing with it significant opportunities for unlocking underutilised resources. Uber and Airbnb are probably the most famous examples of sharing economy models. In both cases, value from partially utilised assets is unlocked by connecting them with aggregated demand. How can the sharing economy unlock value in the developing world? In the developing world, this concept can bring many benefits. Specifically, key sections of society remain underutilised or unproductive for, eg: most educated women in Pakistan are not in the formal workforce due to cultural reasons. However, the advent of freelancing platforms such as Upwork and Empower Pakistan facilitate working from home and flexible working, enabling women to work from home in a manner that suits them. This unlocks productivity, creates employment and drives growth.

 

Job matching platforms can have a powerful impact on reducing unemployment- but alone are not sufficient

 

Job matching platforms have been shown to reduce frictional employment and significantly streamline the recruitment process. How can such platforms be used to reduce unemployment? Can they help address the shortage of skilled workers in the developing world? A fundamental change in the developing world within the last 5-7 years has been the dramatic growth of mobile- specifically mobile internet penetration. The ubiquity of mobile in developing markets brings with it the opportunity to provide low-medium income jobseekers access to and visibility of job vacancies that they would otherwise never have had access to. Furthermore, mobile acts as a tool by which to capture jobseeker CVs, contact potential candidates and even schedule interviews- effectively streamlining the entire recruitment process. As such, the potential for such platforms to reduce frictional unemployment is significant. They can also help reduce the cost of recruitment for employers, and by reducing the barriers to hiring, can actually increase the number of jobs available. They do not, however, directly impact key drivers of job creation such as economic growth, labour market deregulation or education. To address these key issues, job matching platforms should be used in conjunction with other approaches.

 

Focus should be placed on upskilling workers to perform jobs that are in demand

 

Skills gaps have always existed in the developing world, thanks to poor traditional education systems and local industries dominated by low-skilled work. Developing countries are also particularly susceptible to automation because the workforce is disproportionately focused on blue collar or low-end white collar jobs. Given the looming threat of automation of jobs, on what skills and education should developing countries focus? What are the most promising models of education and upskilling? Two key answers emerged from the discussion: massive open online courses (MOOCs) and targeted upskilling based on demand. Whilst MOOCs have gained currency in developed world, their effective use remains the preserve of those who already have higher education from traditional methods. As such, they are not a panacea that will solve the educational ills of the developing world. They can, however, enable ‘train the trainer’ type models where, for example, university graduates in Ghana can use them to upskill themselves and then convey that knowledge to students. The second approach- targeted upskilling- involves using the data collected by job matching platforms to surgically identify specific demand for skills where there is a shortage of supply. In doing so, steps can be taken to upskill people with specific skills for which clear demand is known. In this way, job matching platforms can play a key role in education as well as matching.

 

Conclusions and key actions

 

Labour markets in the developing world are often informal, unregulated and vulnerable to exploitation. Whilst automation threatens to exacerbate this, the sharing economy promises to mitigate it- by empowering people to become entrepreneurs. And education technology promises to help with upskilling. Combined with the efficiency of job matching platforms, labour markets may indeed remain mobile and productive.

 

Donors, NGOs and aid agencies spend billions of dollars annually on job-creating initiatives in the developing world. However, there is limited evidence to suggest that sustainable impact is generated. What steps should be taken to enhance the impact? Some of the key takeaways from our perspective are:

 

  1. Automation is inevitable but its impact cannot be forseen; to adequately prepare, universal basic income needs to be explored, especially funding models
  2. There is a latent workforce in developing economies that should be leveraged through promoting sharing economy models
  3. There needs to be a joint effort between job matching, demand forecasting and skills development- in order to holistically address the labour challenges in the developing world
  4. MOOCS can be used to empower teachers to teach; they should be harnessed to target the specific needs of developing countries- perhaps in a joined effort with job matching platforms
  5. Large sections of the workforce that are working in dying industries will need to be retrained; governments and NGOs should identify the potential movements and work to mitigate pre-emptively by partnering with education providers
  6. Donors, NGOs and private sector need to collaborate together to address specific market failures- a silo approach is not likely to generate meaningful impact

 

The full writeup of the roundtable by The Brookings Institution, along with in depth analysis of the topics can be found here