Survey: Most Wanted Profiles in Souss-Massa
22 May 2007
Read by 2669 persons
Engineers and technicians are increasingly in demand. Human resources roles are very little in demand.
A crucial lack of information about local opportunities.
For sales representatives, mastering the Amazigh language is essential.
ENCG Agadir students conducted the survey.
Agadir is not only beautiful beaches and a favorable climate all year round, but also, and increasingly, a very important economic hub. Fishing, agri-food, tourism, and agriculture, the Souss-Massa region is known for its natural and cultural riches. This region alone contributes 34 billion DH to the gross domestic product, of which 21% comes from tourism, 13% from agriculture, 6% from industry, and 6% from fishing.
The region is attracting more and more investors, particularly in the agri-food sector. National and international funds are invested there with the aim of fostering the region's growth and promoting and contributing to the development of its industrial fabric. For this, one of the key elements lies in the availability of appropriate skills and profiles.
To identify companies' human resources needs, students from the National School of Commerce and Management of Agadir (ENCG), in partnership with the Regional Observatory of Business Professions (ORME), launched a survey on the profiles sought by companies in the region. Sponsored by the Diorh firm, recognized for its HR surveys, the survey aims to identify companies' needs for managers, the required qualities and skills, and the constraints encountered during recruitment.
To establish a framework of reference for sought-after profiles, the study focused on 80 structured companies with a regional reputation.
Paradoxically, while the job market is booming, the survey reveals that the frequency of recruitment in the region remains modest overall. On average, more than 40% of the companies surveyed only carry out two to four recruitments per year. This supply remains, of course, below the number of graduates in the region.
In short, the creation of new positions is often the consequence of recruitment. Then come replacements following retirements or business expansion. Job creation is largely due to new companies setting up in the region.
The majority of companies are satisfied with the regional skills supply.
The first quarter of the year is a peak for the recruitment of managers. This is a period that coincides with the start of budget execution. Some companies, such as those in tourism, resort to new recruitments during the summer (July/August/September) or at the end of the year (October/November/December).
However, some companies, mainly the best-equipped, rely on Gpec (forward-looking management of jobs and skills) to anticipate their future human resource needs and adapt to the transformations of company jobs. 52% of the companies surveyed say they recruit externally on the basis of permanent contracts (CDI).
It should be noted that the majority of companies (75% of them) express their satisfaction with the regional skills supply. This is particularly true for the industrial and agricultural engineering sector, as well as for technician profiles.
On the other hand, some of them (20%) believe that the supply is not adapted to their needs due to the mismatch between job and profile or the low level of training in some local establishments.
Among the sought-after profiles, the production and technical function occupies a good position: it is cited in 18% of cases. This trend is mainly explained by the nature of the activity in the region, which is essentially focused on agri-food, fishing, and agriculture. This sector requires specialized engineer and technician profiles, according to several observers. Marketing functions (15% of cases), purchasing and logistics, and the financial function (13% of cases) are also among the functions that offer the most opportunities. It should also be noted that professions such as IT, consulting, auditing and management control, as well as foreign trade, are considered priorities by some companies that report a need for this type of profile.
On the other hand, the human resources function is not yet considered a priority by local companies, only 4% of which mentioned it.
Regarding the level of education, the survey reveals that the majority of companies are looking for Bac+4 (Bachelor's +4 years). For 30% of them, they require a Bac+2 (Bachelor's +2 years). In third position, with 14%, are companies that request profiles with a Bac+5 or Bac+3 (Bachelor's +5 or +3 years). And less than 5% of them prefer to use higher profiles such as Bac+6 or engineering training.
No local recruitment firms to guide graduates towards promising markets.
However, the level of education or the field are not the only selection criteria for companies. Needs are also expressed in terms of criteria or rather personal qualities.
Thus, companies consider that technical skills are useful for administrative and organizational functions. On the other hand, communication and interpersonal skills are more important for other functions such as human resources, sales, purchasing, or logistics professions. In finance and accounting, recruiters are looking, finally, for a combination of technical skills and managerial qualities.
Another important point revealed by the survey: the importance of the local language. Thus, for many companies in the region, the Amazigh language is essential, especially for handling business. This is a requirement that companies express particularly for the employment of sales executives.
By drawing a portrait of the ideal manager, we find that 27% of companies define him as a high-level manager: a manager capable of setting precise objectives and prioritizing them and possessing both technical and relational skills.
Other companies, fewer in number, say they are looking for leader profiles for their ability to manage human resources (mobilization, motivation, task assignment, project management).
Another category of companies expresses a need for expert and strategic managers for their technical skills and foresight.
In any case, if the market is booming, the survey revealed a major problem: communication is not keeping up.
“Unfortunately, there are no local recruitment firms to guide graduates towards promising markets. Even less recruitment forums,” regrets Abdellah Abil, a teacher at ENCG Agadir and head of the observatory. The ENCG Agadir has, moreover, made this a priority to bring graduates closer to the professional world and businesses. For her part, Hasna Salim, sales representative at Manpower Agadir, adds that an effort must be made in employee training to develop their employability.
Published on 05/04/2007
Lavieeco.com
A crucial lack of information about local opportunities.
For sales representatives, mastering the Amazigh language is essential.
ENCG Agadir students conducted the survey.
Agadir is not only beautiful beaches and a favorable climate all year round, but also, and increasingly, a very important economic hub. Fishing, agri-food, tourism, and agriculture, the Souss-Massa region is known for its natural and cultural riches. This region alone contributes 34 billion DH to the gross domestic product, of which 21% comes from tourism, 13% from agriculture, 6% from industry, and 6% from fishing.
The region is attracting more and more investors, particularly in the agri-food sector. National and international funds are invested there with the aim of fostering the region's growth and promoting and contributing to the development of its industrial fabric. For this, one of the key elements lies in the availability of appropriate skills and profiles.
To identify companies' human resources needs, students from the National School of Commerce and Management of Agadir (ENCG), in partnership with the Regional Observatory of Business Professions (ORME), launched a survey on the profiles sought by companies in the region. Sponsored by the Diorh firm, recognized for its HR surveys, the survey aims to identify companies' needs for managers, the required qualities and skills, and the constraints encountered during recruitment.
To establish a framework of reference for sought-after profiles, the study focused on 80 structured companies with a regional reputation.
Paradoxically, while the job market is booming, the survey reveals that the frequency of recruitment in the region remains modest overall. On average, more than 40% of the companies surveyed only carry out two to four recruitments per year. This supply remains, of course, below the number of graduates in the region.
In short, the creation of new positions is often the consequence of recruitment. Then come replacements following retirements or business expansion. Job creation is largely due to new companies setting up in the region.
The majority of companies are satisfied with the regional skills supply.
The first quarter of the year is a peak for the recruitment of managers. This is a period that coincides with the start of budget execution. Some companies, such as those in tourism, resort to new recruitments during the summer (July/August/September) or at the end of the year (October/November/December).
However, some companies, mainly the best-equipped, rely on Gpec (forward-looking management of jobs and skills) to anticipate their future human resource needs and adapt to the transformations of company jobs. 52% of the companies surveyed say they recruit externally on the basis of permanent contracts (CDI).
It should be noted that the majority of companies (75% of them) express their satisfaction with the regional skills supply. This is particularly true for the industrial and agricultural engineering sector, as well as for technician profiles.
On the other hand, some of them (20%) believe that the supply is not adapted to their needs due to the mismatch between job and profile or the low level of training in some local establishments.
Among the sought-after profiles, the production and technical function occupies a good position: it is cited in 18% of cases. This trend is mainly explained by the nature of the activity in the region, which is essentially focused on agri-food, fishing, and agriculture. This sector requires specialized engineer and technician profiles, according to several observers. Marketing functions (15% of cases), purchasing and logistics, and the financial function (13% of cases) are also among the functions that offer the most opportunities. It should also be noted that professions such as IT, consulting, auditing and management control, as well as foreign trade, are considered priorities by some companies that report a need for this type of profile.
On the other hand, the human resources function is not yet considered a priority by local companies, only 4% of which mentioned it.
Regarding the level of education, the survey reveals that the majority of companies are looking for Bac+4 (Bachelor's +4 years). For 30% of them, they require a Bac+2 (Bachelor's +2 years). In third position, with 14%, are companies that request profiles with a Bac+5 or Bac+3 (Bachelor's +5 or +3 years). And less than 5% of them prefer to use higher profiles such as Bac+6 or engineering training.
No local recruitment firms to guide graduates towards promising markets.
However, the level of education or the field are not the only selection criteria for companies. Needs are also expressed in terms of criteria or rather personal qualities.
Thus, companies consider that technical skills are useful for administrative and organizational functions. On the other hand, communication and interpersonal skills are more important for other functions such as human resources, sales, purchasing, or logistics professions. In finance and accounting, recruiters are looking, finally, for a combination of technical skills and managerial qualities.
Another important point revealed by the survey: the importance of the local language. Thus, for many companies in the region, the Amazigh language is essential, especially for handling business. This is a requirement that companies express particularly for the employment of sales executives.
By drawing a portrait of the ideal manager, we find that 27% of companies define him as a high-level manager: a manager capable of setting precise objectives and prioritizing them and possessing both technical and relational skills.
Other companies, fewer in number, say they are looking for leader profiles for their ability to manage human resources (mobilization, motivation, task assignment, project management).
Another category of companies expresses a need for expert and strategic managers for their technical skills and foresight.
In any case, if the market is booming, the survey revealed a major problem: communication is not keeping up.
“Unfortunately, there are no local recruitment firms to guide graduates towards promising markets. Even less recruitment forums,” regrets Abdellah Abil, a teacher at ENCG Agadir and head of the observatory. The ENCG Agadir has, moreover, made this a priority to bring graduates closer to the professional world and businesses. For her part, Hasna Salim, sales representative at Manpower Agadir, adds that an effort must be made in employee training to develop their employability.
Published on 05/04/2007
Lavieeco.com
