TRENDING
Nashid Cassiem , Operations General
Manager , redAcademy
This jobs crisis is not just a social issue , but an inherent business risk . Taking an alternative approach to skills development will not only enable businesses to stay relevant and maintain their competitive advantage , but go a long way toward addressing the high unemployment .
While business leaders might plan for human capital in terms of productivity , more consideration needs to be given to how they will integrate these skills within their organisation .
With the proliferation of technology and advent of numerous fields of specialisation , many organisations are often not aware of the skills that are available to them , and more importantly where to place them within their business in order to gain the maximum benefit . They are yet to fully understand the technology value chain .
An experienced talent partner will be able to get under the hood of a business to better understand where certain specialist roles can fit within the organisation .
The debate between generalists and specialists has been an age-old one across many industries , and the situation is no different in technology . If one considers the example of a data analyst ; while a generalist might be able to carry out this function , a specialist will have a far greater understanding of their field , be aware of trends and challenges , know the workflows , that will result in a faster response time .
They will also have enhanced their knowledge and experience over a period of time in a specific skillset , rather than learning a little bit about many different areas . Adding to this , specialisation also enables continued and lifelong learning in a structured manner , as opposed to an unguided approach .
Ultimately , a specialist will understand the complexities of a task a lot quicker , ask better questions to get to the crux of a matter , and have greater knowledge around challenges , processes and previous trends .
As such , South African businesses are coming to terms that they need very different types of individuals that they have to train for very specific types of skills . Having people with a variety of skills working on a problem also brings in differing viewpoints , which can help them innovate and stay ahead of the competition .
Local IT businesses are also looking to be a lot more intentional about enhancing workforce diversity and inclusion , especially around bringing in more women and youth into the sector . If companies are serious about driving change and making a positive socioeconomic impact , this must be driven by business leadership and top management .
The stark reality is that South Africa ’ s traditional education system does not afford many youth the opportunity to attend a school where they are exposed to technology or conversations around career options in technology , impacting their ability to enter the jobs market .
The standard interview techniques and methodology are also likely to not yield results . The interview should be made more relatable ; an environment for young people to showcase their skillset , while marketing themselves and an opportunity for the applicant to learn about , and understand the business culture and role . p
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