Is There a Blind Spot in the African Tech Job Market?
Ever feel like something’s off in the African Tech job market? There’s a blind spot we need to talk about.
This post originally appeared in the VFA Monthly on LinkedIn.
Navigating openings in the African Tech job market can be a minefield, and one of the biggest obstacles is the lack of clarity around job roles. This problem leaves both job seekers and employers frustrated and confused, creating a vicious cycle of misaligned expectations.
Furthermore, when job openings are filled through personal connections rather than public postings — a common practice in our ecosystem — candidates are often left in the dark about the actual responsibilities and requirements of the role, making it that much harder to find and land the right job.
More about the problem
Even when job descriptions exist, they are often misleading, outdated or just generic, so you might dismiss a job as not being a good fit before you’ve even applied (or understood what you’re passing up).
And let’s be honest, it’s just as frustrating when you think you’re a great fit, apply, and eventually get hired, only to discover that the role has changed significantly since the job was first posted or the company didn’t accurately represent the position.
Yet, that’s not all — the hiring process is also vulnerable to ‘interviewer noise’, a phenomenon where interviewers’ personal biases and quirks influence their evaluations, leading to inconsistent and inaccurate assessments of candidates (Kinley, 2020). This noise can overshadow a candidate’s actual abilities, making it even more challenging to identify the best fit for the role.
This challenge is further compounded by the difficulty of assessing culture fit, even with structured interviews. The complexities of team dynamics, personalities, and work environments can’t be fully captured in a brief conversation, making it easy for top talent to slip through the cracks.
Most startups don’t know what they’re looking for in a candidate. They often realise it only after they’ve found it — Paul Graham
Startups don’t always know what they are looking for
There’s still another angle to this problem, and it’s that startups don’t always know what they are looking for.
As entrepreneur and investor, Paul Graham, notes, ‘Most startups don’t know what they’re looking for in a candidate. They often realise it only after they’ve found it’. This uncertainty can lead to overlooked opportunities, as talented individuals may bring skills and perspectives that the company didn’t know they needed.
As talent expert, Josh Bersin, also observes, ‘The best hires are often the ones who bring unexpected skills and experiences that ultimately drive innovation and growth’. However, uncovering these hidden assets can be nearly impossible to ascertain in the context of a traditional interview.
What About Work Assessment Tests?
While some teams attempt to address these challenges by incorporating work assessment tests, research suggests that they are less effective than they seem.
Although they are better predictors of success than traditional interviews, studies have shown that work samples, such as writing tests or coding challenges, have their own limitations. For instance, they can be difficult to design and administer, and may not accurately reflect the complexities of the actual work environment (Schmidt & Hunter, 1998).
Moreover, these tests can also still be influenced by biases and context, making them imperfect predictors of a candidate’s potential (Kuncel & Hezlett, 2010)
The Ideal Solution
In an ideal scenario, you’d want to simulate a real-world working experience with the candidate, having them collaborate with your team on actual projects before making a long-term commitment.
While some companies attempt to achieve this through probationary periods, it often places undue risk on the job seeker, leaving them vulnerable to uncertainty and potential exploitation if the arrangement doesn’t pan out.
A more equitable approach would be to design a trial period that balances the needs of both parties, providing a genuine opportunity for mutual assessment and growth
Introducing the Trial-to-Hire Experience
Venture for Africa provides a solution to this challenge with our innovative ‘trial-to-hire’ approach. This unique model allows employers and job seekers to mitigate the risks associated with traditional hiring methods.
Candidates engage in a part-time, 3-month trial period, working on specific deliverables while receiving compensation. This trial phase enables both parties to assess compatibility, align expectations, and make informed decisions about long-term fit.
By de-risking the hiring process, we facilitate more successful matches and foster meaningful connections between talent and opportunity.
Benefits for Job Seekers and Employers
Through our ‘trial-to-hire’ model, job seekers can immerse themselves in a company’s culture, assess responsibilities, and demonstrate their value while exploring long-term opportunities.
Meanwhile, employers can tap into a pool of experienced talent, gaining invaluable insights into candidates’ skills and making informed hiring decisions that drive business success.
By providing a platform for mutual discovery, we empower both parties to find the perfect fit.
Ready to navigate the job market with confidence?
Join us at Venture for Africa, where we’re creating a better way to connect talent and opportunity.
Discover how our model can benefit you, whether you’re a job seeker or employer, and let’s work together to build a more transparent, effective, and fulfilling job market for our ecosystem.
