Recruitment and workforce services in Ghana
Fill a permanent vacancy, staff a fixed-term project or plan a larger hire. Afutupa Workforce helps employers agree what support they need and how the work will be handled.
Request Staff
Permanent Recruitment
For employers hiring directly into an ongoing role, from a first hire to an established team replacing a departing employee.
How we help
- Agree the duties, essential skills and experience before opening the search.
- Source and screen candidates against the brief and prepare a shortlist for your review.
- What you’ll review
- A shortlist assessed against the agreed criteria. Your team decides whom to interview and hire.
- What to share with us
- A job description or a summary of the duties, the work location and your preferred start date.
Contract Staffing
Bring in staff for a defined assignment, a temporary absence or a period when your existing team needs extra capacity.
How we help
- Confirm the assignment length, shifts, work location and any skills people need from day one.
- Discuss availability and agree how the assignment and start dates will be coordinated.
- What you’ll review
- A proposed staffing arrangement for the assignment, including the anticipated start and end dates.
- What to share with us
- The number of people needed, shift or working hours, expected duration and site requirements.
Bulk Hiring
Coordinate hiring when opening a site, expanding an operation or recruiting several people into the same role.
How we help
- Break the request down by role, location and start date.
- Agree screening criteria for each role and organise candidate reviews in batches where useful.
- What you’ll review
- A hiring plan organised by vacancy and start date, with candidate batches for your team to review.
- What to share with us
- A list of roles, headcount per role, hiring priorities and any staggered start dates.
Workforce Outsourcing
Arrange ongoing support for a workforce and agree which staff administration tasks Afutupa will handle.
How we help
- Define which people and work locations the arrangement covers.
- Agree who handles day-to-day supervision, staff administration and communication before the assignment begins.
- What you’ll review
- A proposed scope that identifies the responsibilities Afutupa will take on and the decisions your team will handle.
- What to share with us
- The teams and sites involved, current staffing arrangements and the responsibilities you’d like Afutupa to manage.
Executive Search
Run a targeted search for a leadership appointment where relevant experience and the ability to deliver on a specific mandate matter.
How we help
- Define what the leader needs to deliver, which decisions they will own and whom they will report to.
- Identify prospective candidates and assess their experience against the agreed leadership brief.
- What you’ll review
- A shortlist of candidates assessed against the mandate and experience requirements.
- What to share with us
- The role’s mandate, reporting line, scope of responsibility and priorities for the first year.
From staffing request to next steps
If you’re still deciding what type of support you need, start with the roles, work location and target dates.
- Tell us what needs to be filled. Share the duties, headcount and start dates, even if some details are still being agreed.
- Confirm the scope. We discuss which service fits, who will handle each part and when you need to review candidates or staffing arrangements.
- Review the proposed next step. Depending on the assignment, this could be a candidate shortlist, a hiring plan or an agreed staffing arrangement.
Staffing questions
How do I choose between contract staffing and workforce outsourcing?
Contract staffing suits a defined assignment or period of cover. Workforce outsourcing is appropriate when you also want to agree who will handle ongoing staff administration. Tell us which responsibilities you want support with so we can define the scope together.
Can one request include different roles or start dates?
Yes. List the roles, headcount and target start dates for each group. Include any differences in work location, shift or skill requirements.
Can we start without a finished job description?
Yes. Start with what the person will do, the essential skills and when you need them. We can use that discussion to clarify the brief before screening begins.
What affects the recruitment timeline?
The role requirements, number of vacancies, candidate availability and your team’s interview schedule all affect timing. We discuss target dates when agreeing the scope.