HR and staffing issues for operators in emerging markets

Monday, 11 April 2011 12:06  |  Lee Wilsher, Managing Director, Glotel

Emerging markets have proved to be the most resilient economies in the face of the global recession. To compete on the global economic stage, developing economies are investing heavily in the latest telecommunications technology. Now more than ever, this is generating a burgeoning selection of roles for telecoms professionals in emerging market countries. But placing contractors in roles is not always straightforward.

Recruitment

Over the past ten years, international travel has become more accessible, with more regular long haul flights provided by airlines. Working in countries once considered under developed, remote and distant is no longer perceived as a daunting expedition. Contractors from the UK are increasingly willing to take placements in emerging markets, with this trend most prevalent amongst younger professionals, unmarried and without children, with a strong sense of adventure.

On the operator’s side, demand for these adventurous experts, in Africa in particular, is booming. A number of vendors are bidding for operator projects, across mid and southern Africa, which means contractors with experience in RF, transmission, telecoms implementation and civil works will be highly sought after when these projects come to fruition.

Whilst recruitment to roles in emerging markets is extremely buoyant, candidates are not simply falling into these roles. Now more than ever, there are talented individuals graduating from colleges with specialist telecoms qualifications all over Europe. Operators can therefore afford to be selective when hiring; candidates are increasingly going through a rigorous four stage interview process, where interviews have, in the past, consisted of two stages at most.

Administration

Emerging markets typically play host to a variety of administrative hurdles, enforced by law, which staffing providers must negotiate in order to place telecoms professionals in these countries. Arranging work permits, overcoming compliance issues and working within the local tax system are essential and make the process of placing contractors in emerging market economies a lengthy process.

Administration is of paramount importance as a lack of vigilance risks the contractor’s exposure to local variation in the justice system. Contractors placed in Israel for instance must have two passports to avoid subsequently being denied entry to other countries, while in most emerging economies law dictates that foreign workers must register at a police station upon their arrival.

Emerging market economies can be volatile environments, as recent civil unrest in northern African countries, such as Egypt, Libya and Tunisia, demonstrates. Operators and staffing providers must be robust, vigilant and flexible in their response to contractor grievances to ensure the security and peace of mind of their staff.

Regrettably, political and social unrest can occasionally mean that there are times at which some developing economies simply must be avoided. The Government of Mozambique for instance sparked interest amongst the telecoms sector when it launched an international tender for a third mobile operator licence in 2009. Subsequent pirate activity around the African coast has, however, rendered Mozambique and other countries, such as Madagascar and Tanzania, unsafe for contractors.

Talent Management

One of the greatest challenges to building effective telecommunications networks in emerging markets is lack of local talent. Operators therefore place high priority on training, and typically enlist European expat talent capable of both working on a project and educating the local population with their skills.

Operators are increasingly looking to retain contractors on single projects beyond the usual two years to generate a sustainable local workforce with appropriate technical expertise.

Retention

The unpredictable nature of emerging markets and alternative cultural norms, often so different from those in Europe, can impact upon retention rates. After initial enthusiasm, contractors can suffer from culture shock, particularly women who may find themselves in male dominated environments.

It is important to draw on an up-to-date knowledge of different markets in order to prepare contractors for new cultures before departure.

On arrival, responsibility is then with the operators to help their employees assimilate into their new environment. If contractors feel settled, this has a positive impact on overall retention rates and the subsequent success of the project.

As emerging markets including Africa, South America and Asia look to harness the power of 4G technology, demand for skilled contactors will continue to rise. Roles in these fast paced environments are attractive prospects to pioneering contractors who enjoy a challenge. However, there are several  issues that telecoms operators and staffing providers face in emerging markets that have an impact on the success of a project. To produce an effective national and international communication network in these regions, operators must focus on the welfare of their staff to guarantee sustained productivity and efficiency.

About Glotel

Glotel is a leading international telecommunications recruitment consultancy specialising in placing professionals into permanent, temporary, interim and contract roles.

The company specialises in the provision and support of telecommunications professionals for customers anywhere in the world quickly and compliantly. Glotel operates in over 50 countries globally from its London office.

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