Market Studies, according to DiaspoCareers, have demonstrated that job creation to solve unemployment does no longer seem to be a priority in the recruitment market in Africa. Usually, when there is a vacancy in a company, the first action of recruiters is to turn into the currently employed people who might be interested. If the vacancy is filled, the public will know later that a position was available. It is an interesting strategy to allow employees to change job, to improve their careers growth but is it really helping government to fight unemployment?

More rules should be applied so that unemployed qualified job seekers can have a chance to submit their resume. Recruiting within the firm is not a sin but it is better to encourage equity by sharing information on vacancies with outise sourcing channels such as DiaspoCareers.

A quota of 50% recruitment in house and outside can be a good start for companies who would like to contribute significantly to decrease unemployment in their countries. This target can be achieved by giving the same chance to job seekers and employee to be interviewed.

After conducting a market survey with some of the search firms currently recruiting through DiaspoCareers all pointed out that the headhunting way of sourcing candidates is the best proven method to recruit the best people required by their clients, while publishing job vacancies only attract active job seekers. Out of 20 jobseekers, only one or two usually qualify. In many cases, nore is usually compatible for the position that was published. Finding jobs in Africa is such it is the recruiter who would go to a passive candidate currently happy in their job and convince them about a career move opportunity.

The problem with this is that unemployed professionals who are actively in search for new career opportunities across Africa are left on the side while job opportunities information are only and mostly available to currently employed professionals. According to DiaspoCareers, companies and recruiters in Africa should understand that active job seekers fall under two categories: active jobseekers and passive job seekers also known as passive candidates.

It is in this light that DiaspoCareers' main activity is building the largest database of expatriates, professionals and top management executives and university graduates all over Africa and worldwide wherever there is an African Diaspora. This helps international companies based in Africa to tap into a large pool of active and passive, as well as

hard-to-find candidates through In-country search for skilled staff and job advertising.