By Quintus Sliep, MD at Worldwide Staffing
Currently, South Africa’s labour market is facing a contradiction that is becoming increasingly difficult to ignore. Millions of people are looking for work, yet businesses across key industries are struggling to find people with the right skills, experience and qualifications. This not only raises the question of unemployment, but also a question of connection – connecting people who can work with businesses that need them and ensuring that those who have potential are given a genuine opportunity to demonstrate it.
The challenge is evident in sectors such as engineering, manufacturing, logistics, mining, healthcare and technology, where employers often require specialised technical skills, licences, qualifications or hands-on experience. While these requirements are important, they can also exclude capable candidates who have the foundations to succeed but have not yet had the opportunity to develop the necessary workplace experience.
South Africa does not lack talent
The assumption that high unemployment means there is an oversupply of available talent is too simplistic. In many cases, the problem is that talent is not visible to the businesses that are looking for it.
There are skilled and semi-skilled people across the country who have qualifications, experience and the willingness to work, but who may not have access to professional networks, recruitment platforms or employers outside their immediate communities. Location can also become a barrier, particularly for candidates in rural areas and smaller towns where employment opportunities may be limited.
At the same time, businesses can become dependent on familiar recruitment channels and networks, potentially overlooking candidates who sit outside these traditional pools. This creates a situation where vacancies remain open while capable people remain unemployed.
TES can connect the missing pieces
This is where Temporary Employment Services (TES) providers can play an important role. TES providers operate as connectors within the labour market, bringing employers and candidates together through established talent databases, recruitment networks, digital platforms, targeted advertising and referrals.
Unlike recruitment processes that only begin when a vacancy becomes available, TES providers are continuously engaging with candidates and building talent pools. This allows them to understand where different skills are available and for them to have a quicker response when businesses have an urgent workforce requirement.
For employers, this can mean faster access to suitable candidates and less pressure on internal recruitment teams. More importantly, it can give businesses access to a wider pool of talent than they may reach through traditional recruitment methods alone.
Turning training into workplace experience
Matching people to jobs is only one part of the solution. Training must also translate into employability.
Partnerships between TES providers and training institutions can help address one of the biggest barriers facing job seekers: a lack of practical workplace experience. A candidate may have completed a course or obtained a qualification but still struggle to secure employment because they have not had the opportunity to apply their knowledge in a real working environment.
Workplace placements, learnerships, internships and temporary assignments can help bridge this gap. They give candidates the opportunity to develop practical skills, understand workplace expectations and build confidence, while allowing employers to identify and assess emerging talent. This creates a stronger talent pipeline because candidates are not simply trained; they are given an opportunity to become work ready.
From unemployment to employability
TES therefore has the possibility of making a contribution to both business performance and to more general economic participation. For individuals looking for work, access to employment can give them income, experience and a route towards longer-term career development. For businesses, having access to suitable talent helps to keep productivity high and gives them more flexibility when their workforce needs change.
The aim ought not to be merely getting more people into temporary jobs, but rather establishing stronger links between skills, opportunities and sustainable employment. For this to happen, businesses, training organisations and TES providers have to collaborate in order to find out what the market needs and then prepare people for it.
The employment problem in South Africa cannot be dealt with by concentrating solely on the number of people who are unemployed; we have to look as well at why capable individuals remain from job opportunities and at why businesses have difficulty in finding the skills they require.
The talent is there. What is needed is better visibility, stronger networks and more opportunities to gain practical experience. By bridging the gap between employers and job seekers, TES providers can help turn hidden talent into productive talent and training into employability. Closing this divide is not only good for workers; it is essential for businesses seeking to grow and for an economy that needs to make better use of the skills it already has.
