Big problems for university graduates in South Africa

A degree is often seen as a surefire way to secure a job, but more than half of graduates struggle to find a job in their first year after school.

Graduation season has arrived in South Africa, and many are excited to receive their tertiary qualifications. However, they may find it challenging to find a job.

Recruitment platform Pnet said the South African job market is extremely competitive, and the numbers paint a tough picture.

It noted that 70% of graduates struggle to find work within their first year, as the youth unemployment rate stands at an almost unbelievable 45.5% as of late 2024.

“Even with a degree in hand, breaking into the workforce can feel like an uphill battle,” said Pnet.

More positively for those with a newly printed degree, graduate unemployment is improving, decreasing by 1.1 percentage points from 9.8% in Q3:2024 to 8.7% in Q4:2024.

The current youth unemployment rate is down from 10.6% for graduates in Q1 2023.

However, it is still three percentage points higher than the 5.5% unemployment rate in Q1 2013, pointing to a significantly tougher environment for new entrants in the job market compared to a decade ago.

Another extremely concerning statistic is that unemployment rates for those with matric and less than matric remain incredibly high, at 33.8% and 38.2%, respectively.

However, Pnet noted that while university experience matters, it’s not the only thing employers look for when hiring.

Graduates can improve their chances of getting hired by knowing how to position themselves, leveraging their skills, and making themselves visible to recruiters.

“Employers are hiring, but they’re after specific skills and experience—something most fresh graduates haven’t had a chance to build yet,” Pnet said.

The group noted that graduates should work on soft skills like adaptability, problem-solving, and the ability to learn on the go.

These skills are often as valuable as the hard skills that come with a degree, such as experience and knowledge in a specific field.

It added that the trick with soft skills is to show them effectively, which can be done without a formal, paid job.

Volunteering, being part of a sports team, tutoring, freelancing, and leading a campus society are all effective ways of showing off soft skills.

These experiences can help develop several transferable skills employers want, such as communication, teamwork, leadership, organisation, and critical thinking.

“Chances are, you already have more relevant experience than you think. The key is knowing how to connect the dots and position yourself well,” said the group.

Graduates should highlight these transferable skills in their CVs, online recruitment profiles, and interviews to show employers the value they bring, even if they are just starting out. 

Expert help

Other experts across South Africa have highlighted the importance of acquiring soft skills in South Africa.

Research on the National Rural Youth Service Corps from Alexis Habiyaremye, Chijioke Nwosu, and Thomas Habanabakize showed that soft skills are crucial for getting a job in South Africa. 

The academics noted that improving soft skills, such as problem-solving, networking, and leadership skills, was a key determinant in getting a job for its employed participants.

Soft skills were also essential for those who started their own businesses and proved more than technical skills.

“Soft skills were as important in helping young people get stable jobs as were technical skills,” Habiyaremye told 702.

Talita van Wyk, Head of Programme at The Independent Institute of Education, also previously noted that employers aren’t just looking for intelligent candidates.

The Social Quotient (SQ) and Cultural Quotient (CQ) are becoming additional factors when hiring and promoting candidates.

SQ looks at the ability to navigate social interaction and build strong relationships. It involves empathy, effective communication, and influencing and inspiring others.

CQ is the capability to relate and work effectively across cultures, whether locally or internationally.

“For instance, a manager with high Intelligence Quotient (IQ) and Emotional Quotient (EQ) intelligence can devise strategic solutions and motivate their team,” said Van Wyk.

“However, without SQ, they might struggle to build trust and rapport, and without CQ, they could face challenges in a multicultural team.”