Michael Page, part of the FTSE-listed global recruitment firm PageGroup, has released a comprehensive report featuring salary benchmarks and in-demand positions and skills pertaining to disciplines and sectors including Banking and Financial Services, Engineering and Manufacturing, Energy, Finance and Accounting, Hospitality, Insurance, Procurement and Supply Chain, Property & Construction, Retail and Technology. The report is developed as a reference for hiring managers and job seekers to make informed employment decisions.
Since the start of 2021, Michael Page has experienced a sharp increase in recruitment assignments for mid-to-senior management level positions across Africa as compared to the previous year, and this pace continued throughout the year. This would indicate that businesses are in need for strong leadership and skilled candidates with considerable experience to drive business recovery during these challenging and uncertain times.
Prior to the pandemic, Mauritius always boasted an internationally diverse workforce. However, the restrictions on international movement with the outbreak of Covid-19 have resulted in a talent shortage locally, with many organizations naturally prioritizing the hiring of local talent wherever possible. Julien Raze, Head of Africa, PageGroup says, “This trend will continue, there is a greater awareness and intent to promote local candidates, even targeting Mauritian national returnees from other parts of the world. To this end, many businesses are proactively developing talent within the company.”
Across sectors, the scarcity in locally available talent arises due to multiple issues. Take the private equity space for example, where the limited talent pool is due to the fact that many candidates are not very keen to switch jobs. In the renewable energy sector, the talent shortage is due to the lack of enough investment in upskilling. In engineering, there is a demand for talent with technical sales experience, but limited candidates who possess these skills. Another challenge in the job market is that employers are looking for talent with reduced hiring budgets.
So how can these challenges be overcome? Julien Raze recommends, “Organizations need to re-think their business strategies and disrupt old ways of doing things - this includes investing in training and development of employees, as well as identifying and adopting innovative solutions to maximize the value impact of their talent management processes. At the same time, candidates must be at their creative best. They should be open-minded about new opportunities and go to interviews well-prepared, demonstrate the transferable skills they possess and a ‘can-do’ attitude. “They should also dedicate time to network and be more strategic with their job search”, adds Julien.
The pandemic has been a catalyst for change, reinvention, and growth as organizations continue to adapt to the realities of the market and a redefined business world. It has also seen many reconsider how they approach their recruitment strategy and process. As leaders in the recruitment industry, Michael Page’s Salary Guide & Hiring Insights 2022 for Mauritius features salary benchmarks and job market trends validated by its recruitment specialists and their interactions with employers and job applicants in the country.