It is often said that the performance of a company relies on its effective management. However, it should never be forgotten that its success is fundamentally attributed to its employees. For the well-being of the company itself, the leader has an interest in establishing a healthy relationship with its human capital. Moreover, despite claiming that no employee is irreplaceable, the recruitment of an employee, whether they are Malagasy or an expatriate, is not an easy task.
The recruitment of an employee in Madagascar
To expand and broaden its scope of operations, a company must seek out new talents. On this matter, three points deserve consideration.
The recruitment process for a Malagasy employee
The recruitment of a Malagasy employee typically takes place within the Malagasy territory through various platforms.
The process begins with determining the company’s needs and establishing corresponding profiles.
Next, job offers are drafted for publication on various platforms as mentioned earlier.
The process concludes with inviting potential candidates for a job interview and conducting various tests. This step is crucial in selecting the best talents for the successful recruitment of a Malagasy employee.
The elements of the employment contract
Following the recruitment process, the employment contract is concluded, outlining the obligations and duties of the employee and the employer.
The essential elements of the employment contract are as follows:
- The identities of both parties
- The employee’s duties
- The employer’s duties towards the employee
- Compensation
- The weekly working hours required
- Agreement signatures from both parties
- The socio-professional category of the employee
- The effective date of the contract
The professional integration of the new employee
Upon the commencement of the employment contract, the recruiter undertakes the professional integration of the new employee. This step involves affiliating the employee with social organizations and introducing them to other employees within the company.
Soft Skills, a Key Competence of Malagasy Employees
Soft Skills, a Key Competence of Malagasy Employees / Beyond technical skills, soft skills are a fundamental selection criterion when recruiting a Malagasy employee. Also known as “soft skills,” these personality-related abilities determine a candidate’s behavior in the workplace.
An employee’s soft skills come in various forms: communication skills, self-confidence, autonomy, respect, etc. But if there’s one quality that employers highly value, it’s ethical responsibility. This is distinguished by the following characteristics.
Responsibility
A key competence for managers and executives, a sense of responsibility is also a sought-after quality in all employees. In the professional sphere, this soft skill involves fully taking responsibility for one’s decisions and actions. It entails caring about the quality of the work provided, as well as acknowledging mistakes and learning from them to improve.
Decision-Making Dynamics
While the company’s top management makes strategic decisions, such as opening a liaison office or outsourcing an activity, employees are often required to propose action plans. That’s why every employee must possess a certain level of decision-making dynamism. This ability involves:
- Analyzing situations
- Studying and understanding information
- Generating potential solutions.
Development of Critical Thinking
Every professional must demonstrate critical thinking. This involves the ability to step back to discern true from false information and to question one’s own judgments to remain as objective as possible.
Having critical thinking skills prevents professionals from making poor decisions. This ability enables them to provide the best solution to a problem.
Rejection of Simplification
By joining a company, an employee commits to contributing to its success by delivering quality work. This pursuit of excellence involves giving one’s best and rejecting any idea of mediocrity.
Time Management
In a business setting, adhering to deadlines conveys a positive brand image to partners and clients. That’s why it is crucial for each collaborator to know how to optimize their work time. Achieving this requires good work organization and diligence. Likewise, one should not succumb to procrastination, which is the tendency to postpone tasks to another day.
Nevertheless, unforeseen events can disrupt the established schedule at any time. In such cases, the concerned employee should proactively inform their supervisor if there is a risk of not meeting the scheduled deadline.
Recruitment of a Malagasy Employee: Employer’s Obligations
On their part, the employer must also adhere to certain practices. As mentioned earlier, the employer-employee relationship should be reciprocal. This is because the company cannot exist without employees, and vice versa.
Just as an employee is required to comply with various company regulations, the employer has the duty to:
- Respect the rights of employees.
- Adhere to the legislation outlined by the Labor Code.
- Ensure that employees work in favorable conditions to enhance productivity for the benefit of the company.
- Guarantee the safety of employees.
- Enroll their staff in the existing social organizations in Madagascar.
- Establish internal regulations within the company to facilitate a harmonious collective life.
As you may understand, the recruitment of a new employee is a complex and delicate process that is best entrusted to a true specialist. In this case, outsourcing the HR process is the optimal solution, not only to comply with current regulations but also to find the right fit. MDG Services stands as a valuable partner in this regard, offering support in Human Resources management.