South Africa’s transformation as a developing nation is well under way having had a solid foundation laid by government and other key stakeholder groups. There are still however a number of key challenges that we are confronted with that will have to be overcome in this journey. One of these challenges, regarded as the most significant of all in some quarters, is the desperate lack of skilled resources needed to support and sustain our growing economy.

South Africa is in the midst of a talent crisis and many industries, organisations and regions of the country are experiencing a skills shortage unlike anything ever experienced before. What’s more, demographic projections and emerging workforce trends suggest that the future will be no brighter. Despite record numbers of unemployed school leavers and graduates, there is a drastic shortage of critical talent throughout the country and this reality is about to become worse unless there is a concerted and collaborative effort on the part of all key stakeholders to address this predicament. It is therefore not at all unexpected that the effective management of our national talent pool has emerged as a strategic imperative.

The confluence of an ominous combination of macro level factors including inter alia changing workforce demographics, global competition for talent, changing nature of work, and shifting employee expectations, has created a “perfect storm” which has already begun to have a significant influence on workforce strategies and practices in the ultra-competitive, increasingly complex and highly regulated South African economy. Employer organisations can no longer take for granted that they will have access to the talent they need to execute their respective business strategies. Although these factors have received extensive exposure and coverage in the past, it is the realisation of their collective impact that has forced all stakeholders to incorporate the variable of “human capital” back into the competitive advantage equation at both national and international levels.

We encourage the youth of South Africa, the generation from which our future leaders will emerge, and who are about to be confronted with this reality, to proactively explore and take maximum advantage of each and every opportunity there is to gain greater insight into the full range of career opportunities available. Jumpstart will enable you to begin preparing yourselves for the transition into the “world of work” and ultimately realising your longer-term career ambitions while simultaneously strengthening the skills base of our country.

As an extremely proud and socially responsible corporate citizen Deloitte is privileged to be associated with Jumpstart. We encourage all who use it to do so wisely and thereby play an active role in building a robust foundation for their future careers.

National Youth Service