AfDB’s Human Resources Management Department Deploys Social Network Media for its Recruitment Outreach
Interviewed by Aristide Agoungnon Ahouassou
The AfDB has embarked on reforms of the Corporate Services, particularly in support of the implementation of the Bank Medium term Strategy (MTS). The Human Resources Management Department has therefore made it a key point to use new social Medias (Facebook and Twitter) for effective recruitment outreach activities.
The use of new media in the Bank’s recruitment outreach aims to interact and allow for dialogue with intending applicants, and to provide them with more detailed information about the Bank. It will contribute to the efforts to attract high caliber candidates from under-represented member countries; and tap the various talents and competences in the human resource pool of its member countries for the purpose of achieving the Bank’s mission of alleviation of poverty on the African continent.
“The Bank is a fast growing organization. Our messages should be conveyed to a larger audience, to better demonstrate that the Bank is an exciting organization to join, an employer of choice where one can develop career and bring skills and experience to the forefront,” Satff Planning and Recruitment Division Manager Mohamed Youssouf explained. He also said the initiative was “the outcome of a joint effort of the Human Resources Management Department and the External Relations and Communication Unit”.
Interview with Mohamed Mahdi Youssouf, Staff Planning and Recruitment Division Manager
Question: As far as we know, all positions at the Bank are advertised as widely as possible, through the web page and magazines of reference. Can you explain the reason behind using the new social media for recruitment outreach purpose?
Response: As you know, the Bank Group has embarked on reforms of the Corporate Services, particularly in support of the implementation of the Bank Medium term Strategy. The Human Resources Management Department in close collaboration with the External Relations and Communications Unit has launched social network media, such as Facebook and Twitter, to extend outreach to candidates when vacant positions are advertised on the Bank’s website.
We have traditionally posted job vacancies using print, i.e. newspapers and magazines as well as their online offshoots. Although these attracted applicants from diverse area, in some instances suitable candidates still fail to be attracted. With the advent and proliferation of social network media, Facebook and Twitter allow for interactions including exchanges of job opportunities and career prospects. This approach of advertising of job vacancies is new in that we had up to now only advertised in newspapers, university websites and online offshoots of newspapers and magazines. As Facebook is interactive, it allows us to dialogue with intending applicants and provides them with more detail information about the Bank.
Question: To what extent can this new method enhance our processes?
Response: The use of new social media sites for posting the Bank’s vacancy notes will enhance our outreach and eventually provide us with more applicants for vacancies advertised. We find that updates amongst friends in these media could be an asset in terms of exchanging information on where jobs exist around the world. This will contribute to the efforts to attract high caliber candidates from under-represented member countries; and tap the various talents and competences in the human resource pool of its member countries for the purpose of achieving the Bank’s mission of alleviation of poverty on the African continent.
Question: How would you describe the current quality of the Bank’s staff?
Response: The Bank’s recruitment process is highly competitive and therefore ensures that the Bank attracts candidates among the very best in their respective fields. Positions both in the Professional and Support category are no exception to the rule as they are all advertised widely. In fact, the Bank has probably the largest concentration of professionals with post-graduate credentials in engineering, economics, finance, law and other specialized fields of expertise. In addition, the quality of its staff and their motivation are certainly the best fortitude for the success of its mission and development objectives. The unanimous praise of Bank’s achievements by the international community are testimony of its staff’s high performance standards.