In today’s evolving job market, a university degree is no longer the only pathway to success in South Africa. Increasingly, employers are valuing practical skills and hands-on expertise over formal qualifications, opening doors for job seekers who may not have had the opportunity to pursue traditional higher education.
This shift aligns with global trends prioritizing competency and real-world application, especially in fast-paced industries.
The Rise of Skills-Based Hiring
Employers across sectors are transitioning toward skills-based hiring – a recruitment model where abilities and results take precedence over academic credentials. As of 2024, this approach has gained traction in areas such as:
- Technology and Digital Fields: The tech industry is a prime example of this shift. Roles such as SEO specialists, web developers, and content creators increasingly rely on practical knowledge, certifications, and portfolio demonstrations, rather than formal degrees. As Mvelo Hlophe, CEO of Zaio, points out: “Employers today care less about where you got your education and more about what you can do.” Self-taught skills, bootcamps, online certifications and industry specific events are often the preferred background for tech professionals.
- Trades and Specialized Roles: Careers in skilled trades, such as electricians, pilots, and real estate agents, also emphasize certifications and applied experience. In fact, you may not work in these fields at all, without the requisite levels of experience.
When a degree is Not Required, What Should Employers Verify?
In a traditional pre-employment screening process, qualification verification is necessary to ensure that candidate can do what they say they can. In skills-based hiring model, what is there to verify?
For roles where formal qualifications are not mandatory, effective candidate evaluation becomes critical. Employers can ensure they’re hiring the right talent by focusing on the following assessments:
- Skill Assessments
Practical tests tailored to the role—such as coding challenges for tech jobs, problem-solving scenarios for managerial roles, or simulation tasks for customer service—help gauge a candidate’s ability to perform specific tasks, and their proficiency in doing so. - Reference and Background Checks
Using a professional background screening company to verify a candidate’s work history and speaking to previous employers ensures the applicant has the claimed experience and character necessary to contribute as needed. - Integrity Profiling
This involves evaluating a candidate’s adherence to ethical standards, motivations and reliability, which are essential for roles involving significant responsibility. These assessments also offer insight into the character of the candidate. - Social Media Risk Assessments
Reviewing a candidate’s online presence can help employers identify potential behavioural risks or questionable personal beliefs that may conflict with company values. - Personality and Behavioural Tests
Understanding a candidate’s soft skills—like teamwork, adaptability, and communication or overall attitude—can provide insight into how well they’ll fit into the organization.
Utilising all these assessments prior to employment will offer a detailed look at the candidate so that you can determine ahead of time whether they’re a good fit for your organisation or not.
Empowering Non-Traditional Career Pathways
With financial constraints and accessibility challenges making university unattainable for many, alternative paths to career success are critical. Online courses, micro-credentials, and on-the-job training empower South Africans to build the necessary skills to thrive in diverse industries.
Employers, in turn, benefit from hiring practices that assess candidates holistically, prioritizing what candidates can deliver rather than where they studied.
iFacts can help.
Hire with confidence, hire with iFacts.