The hiring landscape in South Africa is evolving rapidly, especially given the increasing number of students seeking higher education and the limited spaces available at universities. With statistics indicating a looming crisis for university admissions, employers must reassess their screening processes to identify the right candidates effectively.

Recent data revealed that:

  • Nineteen universities in South Africa can accommodate only 131,987 first-year students despite 337,158 matrics achieving admission to Bachelor studies.
  • The University of Johannesburg received 118,629 applications for its Bachelor of Education program but could only admit 772 students.
  • Wits University received 16,214 applications for medicine, with only 257 available places.
  • A staggering 20% of applicants across various institutions may not secure a spot due to capacity limitations, highlighting the competitive nature of university admissions.
  • Additionally, a study by the South African Institute of Chartered Accountants indicated that over 60% of graduates feel underprepared for the job market, which is a critical concern for employers looking for qualified candidates.

These statistics highlight a significant oversupply of potential candidates compared to available educational opportunities, exacerbating the skills shortage in the job market. Employers need to be strategic in their hiring practices to ensure they are onboarding capable and competent individuals, even as the educational system struggles to keep pace. This poses the question is a degree an essential requirement for all areas of employment?

Jenny Reid, Founder of iFacts, recently said that while a degree can be beneficial for many roles and industries, it is not universally required for employment. Employers increasingly recognise that skills, experience, and personality can be just as critical—if not more so—than having a formal educational background. As job markets evolve, both applicants and employers are finding value in diverse qualifications and experiences.

Reid said that given the current educational challenges, employers must re-evaluate their employee screening policy and should focus on various critical areas during the screening process to ensure they are making informed hiring decisions:

  • Verification of Degrees: Where relevant and where it is essential to have a university degree, the employer must confirm that candidates possess the relevant qualifications for the positions they are applying for.
  • Practical Experience: In a competitive job market with many graduates, employers should assess the relevance of candidates’ internships, volunteer work, or any hands-on experience. This can provide insight into their capability to apply theoretical knowledge in practical scenarios.
  • Soft Skills Assessment
  • Communication and Interpersonal Skills: Evaluate candidates for their ability to communicate effectively, as many graduates may struggle with professionalism based on recent trends.
  • Adaptability and Problem-Solving: Candidates should demonstrate how they handle challenges and change, which is crucial in today’s fast-paced work environments.
  • Psychometric Testing: Conduct psychometric assessments to gauge integrity, personality fit, cognitive abilities, and behavioural tendencies that align with the company’s culture and values—especially important for fresh graduates with limited experience.  The results of these assessments are most useful in managing and growing the candidate in the organisation.
  • Role-Specific Skills: Depending on the industry, technical assessments should be administered to evaluate the candidate’s proficiency in necessary skills, tools or technologies.
  • Background Checks: In most organisations today, the basic CV verification assessment where past employment, criminal checks and reference checks are automatically done to ensure candidates have a reliable history, particularly for positions involving significant responsibility.
  • Cultural Fit: Assess the alignment of candidates’ values with those of the organisation. This is increasingly vital as a mismatch in values can lead to higher turnover.

In summary, Reid said that asthe South African job market faces the challenge of graduates with limited qualifications competing for positions, employers must be diligent in their screening processes to ensure they select the best candidates. By focusing on verifying educational qualifications, assessing relevant experience, and evaluating candidates’ soft and technical skills, organisations can find employees who not only have the potential to succeed but also align with their long-term goals.

In an era where the number of qualified candidates is rising alongside the limited capacity of educational institutions, adapting screening techniques is essential for employers aiming to secure a capable and dedicated workforce. This proactive approach will help mitigate hiring mistakes and foster a more skilled and competent labour pool in the face of evolving challenges.