In booming sectors like technology, healthcare, and the financial services, the race is
on for top executive talent. Barry Jansen van Rensburg, director at Boss Jansen Executive
Search, unpacks the root causes – and potential fixes – behind Africa’s growing talent
crunch.
When a supply-demand imbalance is felt in vital segments of the economy,
those of us in the executives search niche soon find we have our work cut out in sourcing
the skilled professionals who are sorely needed.
Within the global triad of tech, health, and finance, there are four key factors underlying the shortage:
• rapid technological change;
• a retiring workforce;
• misaligned education systems;
and
• a short supply of specialized skills.
Let’s explore these factors in a little more depth, as they pertain to Africa – where
compounding issues include infrastructure challenges, emigration, and underinvestment in
education.
Tech advancing faster than talent
The pace of innovation, across AI, cloud computing, and data analytics, as just three
examples, is outstripping the ability of schools, colleges, and universities to adapt their
training regimes in tandem. In turn, graduates often enter the workforce under-equipped for real-world roles.
In Africa, inconsistent internet access, limited digital infrastructure, and outdated curricula
widen the gap even further. Educators often lack the resources to train students for
tomorrow’s demands.
Retiring boomers, unprepared youth
Although Africa has a growing youth population, unemployment and skills gaps persist.
Developing nations tend to have more pressing needs to plug than re-investing in
educational curricula that don’t align with market needs; leaving emerging graduates
unprepared for workplace realities, particularly in STEM and digital fields.
Meanwhile, experienced professionals are retiring or emigrating, leaving a devastating
vacuum in mentorship, leadership, and expertise.
Education-workplace mismatch
Real-world readiness demands hands-on learning, not just theory. Internships, simulations,
and industry collaborations must become core parts of educational curricula.
In tech, software development, cloud computing, and cybersecurity are rising in importance.
In health, we need evenly distributed specialised care – even if implemented via
telemedicine – to overcome geographic disparities (Note: urban areas in South Africa have
about 30 generalists and 30 specialists per 100 000 people, while rural areas have only 13
generalists and two specialists per 100 000, according to the African Journal of Primary
Health Care & Family Medicine). In the financial services, there’s an overwhelming need for blockchain and digital-payment experts as fintech explodes, together with risk management specialists to counter the economic uncertainty of the future.
High-growth, high-pressure fields
Even well-versed professionals struggle to keep pace with ever-changing roles and
responsibilities. The demand for lifelong learning – while essential – adds pressure to
already demanding careers, especially when individuals have studied in their youth for up to a decade (medicine), seven years (chartered accountancy), or an integrated technology
degree (at least five years).
While it is not impossible to embrace a mindset of ongoing development, to attend
networking events, speak at conferences, attend short courses, and leverage technology for learning purposes, these initiatives create a second layer of demand over and above an
already high-pressured and demanding day job; they are also time consuming for the busy
professional.
Where to from here?
Solving the talent gap requires a coordinated effort across three fronts: the private sector (for the outreach and inclusion it can bring to bear), recruitment (for the necessary shift that’s needed in our talent-sourcing practices); and education (which must adjust towards more suitable workplace-ready methods):
• Shift the hiring mindset: Executive search firms must move beyond what appears on CVs.
Skills such as adaptability and learning agility should be placed front and centre. Ask: “Will
this candidate manage to evolve with the job?” Companies also need to tackle workplace
bias, and encourage inclusive cultures that attract and retain diverse talent.
• Upgrade education, and fast: We need agile training systems that align with real workforce
needs. This means modular, flexible programmes for upskilling and reskilling; curricula co-
designed with industry experts; and emphasis on practical, hands-on experience.
• Support the ageing workforce: Rather than losing senior talent entirely, smart companies
can instead opt to introduce flexible roles or phased retirement options; offer tech training for older workers; and promote mentorship opportunities to transfer institutional knowledge to young staff members.
• Retain high-calibre talent: To keep top performers happy and thriving at your firm,
especially in high-growth areas, be sure to make learning part of the culture; offer globally
competitive pay and benefits; and create workplaces that value balance, recognition, and
individual purpose.
Africa’s executive talent challenge isn’t insurmountable – but it demands urgency,
adaptability, and cross-sector collaboration. The solution lies in building a future-ready
workforce that’s not only educated, but which is highly empowered to evolve.