It is the end of the year, and fatigue is setting in everywhere. People are pushing through flu, stomach bugs, long meetings and endless to-do lists. Beneath the exhaustion of another tough year lies a bigger problem weighing heavily on South Africa’s future: unemployment.
The latest figures paint a stark picture. The unemployment rate stands at a staggering 33.2%, with young people carrying the heaviest burden. They leave universities and colleges bright-eyed, hopeful and hungry to prove themselves, only to find that the job market has shrunk to a trickle of opportunities.
Speaking to Lifestyle and Tech, Jennifer Bakhuizen, Head of Marketing at Mettus, said: “Students are eager, they have just finished studying, and they are ready to find their place in the world,” says Jennifer Barkhuizen, but they are struggling. Companies are hiring less, and when they do hire, they are very specific about the skills they need.”
With so much competition for limited jobs, desperation is quietly rewriting the rules of recruitment. As Barkhuizen explains, the tough hiring landscape has sparked a worrying trend: job seekers falsifying qualifications in a bid to stand out.
“When there are hundreds of people applying for the same role, some might feel pressured to forge qualifications, it undermines trust in the recruitment process and hurts honest candidates who worked hard for their credentials,” Barkhuizen said.
For large organisations hiring at scale, this problem becomes a serious risk. Without strong screening policies, the door is wide open to applicants who may not only be unqualified but also dishonest.
“If you are hiring regularly and do not have a background screening process, you are leaving yourself vulnerable, whether it is an entry-level role or a senior position, there need to be non-negotiables in place, qualifications verified, ID checked, references confirmed. It’s about protecting both the organisation and the job market as a whole,” Barkhuizen warns.
Some critics argue that screening creates yet another hurdle for young job seekers already battling sky-high unemployment. Barkhuizen does not agree.
“That is a misconception, screening is not a barrier, it is an opportunity. If you have worked hard, studied and gained experience, this is your chance to showcase it honestly. You should feel proud to go through the process,” Barkhuizen said.
She encourages young people to include volunteer work, side projects or any hands-on experiences that add to their skillset. “Don’t be shy to put that down,” she says. “It all counts. Integrity goes a long way in a tough job market.”
Education is only part of the story. Employers also need to pay attention to criminal and financial histories, though nuance is essential.
“Not every criminal record should exclude someone from employment,” Barkhuizen explains. “If something minor happened 20 years ago, and the person has turned their life around, why not give them a chance?”
Still, she cautions, companies must think carefully about risk. “If you were convicted of fraud, the chances of being hired into a finance role are slim. If you have a record of a sexual offence, no school will employ you. Employers have to balance second chances with the responsibility of protecting their staff and reputations.” The real danger lies in secrecy. “If you deny your record, it will come out in the screening process. Better to be upfront and honest about it.”
Hiring is not just about filling a seat. It is about safeguarding an organisation’s reputation, something that takes years to build but can be destroyed in weeks.
“One bad hire can cost money, time and trust, that’s why companies need to go beyond glossy CVs and certificates that look ‘too perfect.’ Always go back to the source. Verify with the institution, check references, and don’t take anything at face value,” Barkhuizen says.
Her advice to companies is straightforward: partner with trusted verification providers who understand compliance and accuracy, create clear and fair screening policies that apply to all candidates, and ensure compliance with privacy laws like POPIA to protect information.
“Screening is not about exclusion, it is about creating a level playing field where honesty wins,” She added.
“Screening should be seen as a step towards integrity, not as a wall shutting people out. At the end of the day, both companies and individuals want the same thing, a fair chance at success,” She concluded.