LISTEN: Giraffe discusses youth unemployment with YES and Harambee on Classic FM Business Panel

JOHANNESBURG, 21 MAY, 2018

 

Giraffe CEO, Anish Shivdasani, joined Tashmia Ismail (CEO of the Youth Employment Service) and Lebo Nke (Executive & Leader in Partnerships & Advocacy at Harambee) to discuss innovation in the recruitment space and how we can begin to solve problems surrounding youth unemployment in South Africa. Giraffe assists in solving unemployment by providing a high-volume recruitment solution that is free for all jobseekers and available on any cellphone – ideal for unemployed youth and entry level job seekers.

 

Stop stressing about high-volume recruitment with these 5 top tips

 

JOHANNESBURG, 9 May, 2018

 

Recruitment teams in companies that have a large number of staff in medium-skilled roles invariably face the pressure and stress that comes with recruiting high volumes of candidates on a constant basis. The never ending process of high-volume recruitment- from candidate sourcing and screening to interview scheduling and onboarding- can be a huge administrative burden on the HR team, leaving them with little time for other important activities. These challenges are particularly prevalent in industries such as call centre and field sales, where sales agents contribute directly to revenue: hiring the wrong people or taking too long to recruit the right people can have a significant negative impact on the bottom line.

 

Giraffe has worked with numerous organisations with high-volume recruitment needs, and in doing so we have been able to identify some effective ways to help recruiters hire large volumes of quality staff within tight timelines. Some of our clients are successfully hiring more than 100 people a month! So we understand the extensive administrative and logistical nightmares that can come with recruiting high volumes of staff on a regular basis.

 

Here are Giraffe’s 5 top tips for cracking high volume recruitment of medium-skilled candidates:

 

 

  1. Write specific job descriptions that attract the right candidates and deter the wrong ones

 

When recruiting high volumes of staff you need to have a large pool of candidates available. However, unclear job descriptions can be the cause of many hours wasted on candidates that don’t understand or meet the requirements of the role. Many candidates see vague job descriptions and apply even though they aren’t qualified or suited to the position. Increase the quality of candidates by getting straight to the point in the job description, specifying mandatory requirements like minimum qualifications and experience and be upfront about potential negative elements of the job (e.g. no basic salary, evening and weekend work).

 

  1. Move away from job boards and use better tools for sourcing and screening

 

Job boards are always an easy option to use but are they effective? Job boards may seem like the most obvious way to reach jobseekers because they have long been the only way to source candidates. However, they tend to generate many irrelevant applications to sift through. Finding the right candidates from thousands of mostly unsuitable applications is time consuming and frustrating. New recruitment technologies are available that enable customised pre-screening of candidates at high volumes. Facebook and Google have both recently launched job matching tools that have far greater reach and better screening capabilities than job boards.

 

  1. Use technology to screen candidates upfront

 

High-volume recruitment requires an efficient approach. Screening as many candidates out before interviewing face to face will save you time and hassle. Recruiters can get a sense of a candidate’s experience, qualifications and personality by having a quick telephonic interview or asking them to complete a digital screening questionnaire. Asking relevant pre-screening questions will help to avoid the frustration of scheduling face-to-face interviews with unsuitable candidates.

 

  1. Hold dedicated recruitment days to save time during the rest of the week

 

The pressure to hire high volumes of staff on a regular basis can take up all of a recruiter’s time and energy if not managed properly. Many organisations have found efficient ways to manage the recruitment process by having dedicated recruitment periods and times. For example, when recruiting large numbers of staff, having recruitment days where potential candidates can be briefed and taken through the job specification as a group can be helpful. Conducting interviews in groups or batches at one location on a dedicated day can also assist recruiters to streamline the interview process.

 

  1. Always look for ways to automate your high volume recruitment process

 

Continually find ways to automate the repetitive tasks that come with high-volume recruiting. Do not stick with outdated hiring methods that seem to work fine but could be improved. Always ask if your recruitment process could be more streamlined and less time consuming. The recruitment industry is constantly evolving with many new tools and solutions that can save you time and ensure that you are still hiring the right candidates. If the same process is repeated over and over again – there is probably a better and more efficient way to do it!

 

About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

Get in touch with us today to find out how Giraffe can help you with your high-volume recruitment requirements – visit www.giraffe.co.za/contact-us

 

 

 

 

Giraffe CEO talks to Michael Avery on Classic Business about high-volume recruitment

JOHANNESBURG, South Africa (8 May, 2018)

 

In an interview with Classic FM’s Michael Avery, Giraffe’s CEO Anish Shivdasani talks about how Giraffe helps large companies to find high volumes of medium-skilled employees faster and more effectively than any other recruitment method. He also discusses Giraffe’s second funding round and plans for future growth.

 

About Giraffe
Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

Why do we celebrate Workers’ Day?

JOHANNESBURG, South Africa (1 May 2018)

 

This week we celebrate Workers’ Day, not only in South Africa, but around the world. Since as far back as 1830, workers globally have been campaigning for equal rights and fair treatment, and their rights are commemorated on this day.

 

Also known as May Day, Workers’ Day originates from the worldwide struggle by labourers for fair employment standards. In South Africa, we also remember and celebrate those who fought against racial discrimination and struggled for the equal rights of all workers during apartheid.

 

Since the beginning of democracy, fair labour rights have been built into the South African Constitution. In addition, South Africa’s labour laws are aligned with the best practices set out by the International Labour Organisation (ILO), the United Nations agency that promotes social justice and labour rights.

 

The ILO states that, “Africa’s population is rising the fastest and the pressure to provide decent work opportunities for new labour market entrants is particularly acute in Africa.” The main objectives of ILO in Africa are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues.

 

It is important for every employee to know their basic rights. All employees have the right to:

 

  • not be unfairly dismissed or discriminated against
  • be provided with appropriate resources and equipment
  • have safe working conditions
  • receive the agreed remuneration on the agreed date and time
  • receive fair labour practices
  • be treated with dignity and respect
  • non-victimisation in claiming rights and using procedures
  • leave benefits and other basic conditions of employment as stipulated in the Basic Conditions of Employment Act (BCEA)

 

At Giraffe we work with only the best quality employers, ensuring that candidates are placed in organisations that adhere to the BCEA and respect the rights of their workers. Once a candidate is placed we regularly follow up with them to see how they are finding their new job and to get their feedback on their new employer and role. We aim to help employers recruit the best candidates but we also have a duty to the jobseeker to make sure that they are placed in quality roles with great employers.

 

We hope you had a wonderful Workers’ Day and take some time out to remember the battles that workers in South Africa, and in other parts of the world, have fought over the years for rights and equality.

 
About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to recruit high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

 

Automated high-volume recruitment start-up Giraffe closes second funding round

 

JOHANNESBURG, South Africa (April 17, 2018) – Giraffe, the automated high-volume recruitment start-up, today announced that it has closed a second round of equity funding, led by FirstRand’s Vumela Fund managed by Edge Growth, with participation from Omidyar Network, the Brozin family’s Forever Young Capital and Catapult Trust.

 

Giraffe uses mobile technology and matching algorithms to enable businesses to recruit high volumes of quality, medium-skilled staff faster and more affordably than any other recruitment method, and gives medium-skilled jobseekers more access to opportunities at no cost. Businesses that need to recruit more than 10 staff per month can submit a simple staff request online at www.giraffe.co.za. Giraffe then uses proprietary matching technology to source and screen relevant candidates within as little as three days from the initial request. As such, Giraffe aims to provide businesses with on-demand access to high volumes of quality candidates, making it ideal for call centres, insurance sales organisations, field sales organisations and other businesses that hire large volumes of staff on a regular basis.

 

The second funding round comes exactly two years after Giraffe raised seed investment from Omidyar Network, the Silicon Valley venture fund established by eBay founder Pierre Omidyar.

 

“Giraffe continues to revolutionise the hiring process in South Africa, especially for medium-skilled workers,” said Badri Pillapakkam, investment partner at Omidyar Network. “The seasoned and mission-aligned founding team, the product roadmap towards full-stack hiring automation, and the opportunity for disrupting high-volume medium-skilled recruitment across emerging markets excites us.”

 

Giraffe’s funding round comes at an opportune time, with South Africa’s new leadership putting job creation at the forefront of the agenda. “We realise that since we excel at delivering large volumes of quality candidates to businesses whenever they need them, we can simultaneously give jobseekers more access to opportunities” said Giraffe CEO Anish Shivdasani.

 

“Over the past two years we have made significant progress evolving our product, growing our user base and driving revenues,” continued Shivdasani. “We feel we have reached the stage to take on additional capital to accelerate our growth, and we’re excited to bring a truly amazing group of investors on board.”

 

Investment Head of Vumela Janice Johnston expressed her excitement to be leading the funding round. “Giraffe initially came to our attention two years ago due to its innovative, scalable business model solving such a critical problem in South Africa. We followed Giraffe’s progress and were impressed by the team’s ability to gain traction and to meet the key milestones they set for themselves as well as the robust tech platform they were building,” said Johnston. “We are excited to join the highly regarded existing and new shareholders to build on Giraffe’s strong foundations.”

 

Since launching in 2015, Giraffe has attracted over half a million jobseekers and invited over 150 thousand candidates for interviews.

 

About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

 

Addressing Youth Unemployment – The President’s Priority and Giraffe’s

 

This week, Giraffe attended the Presidential launch of the Youth Employment Service (YES) in Johannesburg. Led by President Cyril Ramaphosa and the CEO initiative, and supported by labour and youth organisations, YES aims to place one million first time jobseekers between the ages of 18 and 34 into 12 month employment contracts, with the aim of making them more employable and securing permanent work in the future.

 

The YES initiative launches amid the highest level of unemployment in years, and represents a significant change in direction from the government, following the election of new leadership. It is also an inclusive programme that involves multiple partners from across the youth employment ecosystem.

 

YES is fully aligned with Giraffe’s vision of making employment opportunities more accessible for first time jobseekers and medium skilled workers using their mobile device.

 

Giraffe is committed to supporting the principles of the YES initiative, and today embarks on a programme to identify job opportunities that are specifically suitable for first time jobseekers. Whilst Giraffe is already placing hundreds of first time jobseekers into permanent employment each month, the intent is to increase this several fold over the coming months.

 

“It is so encouraging to see not only President Ramaphosa but so many cabinet members and corporates getting together to address the issue of youth unemployment,” said Giraffe spokesperson Shaheen Karodia, “More than two thirds of Giraffe users fall between the ages of 18 and 34 and so this is an issue that we are very passionate about solving.”

 

Since launching its low cost recruitment service in Johannesburg in 2015, Giraffe has since expanded to Cape Town, Durban and the rest of South Africa. Giraffe has helped businesses in call centre, financial services, retail and manufacturing recruit thousands of candidates across the country.

 

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.