One forgotten thing crushing South African companies

Despite recent immigration reforms, 84% of South African companies still report struggling to recruit skilled professionals.

Amid the global race for critical skills, South Africa’s economic growth hinges on its ability to attract and retain top talent. 

Companies increasingly report challenges in finding these professionals locally, with the added difficulty of sourcing skilled workers with the right combination of work experience and qualifications.

The newly released 2025 Xpatweb Critical Skills Survey Report is based on the responses from 381 verified employers across multiple sectors. 

It revealed that while recent immigration reforms have eased some visa and work permit hurdles for foreign hires, companies continue to face intense competition in attracting highly skilled talent.

Xpatweb managing director Marisa Jacobs said 84% of companies struggle to recruit the skilled professionals they need, a jump from 79% in 2024. 

Talent searches are also intensifying, and it is further evident that both experience and formal qualifications remain decisive in securing professionals for roles. 

This is particularly true in engineering, ICT, healthcare, STEM education, media, and marketing, as well as artisanal trades.

To stay competitive, the report recommended that South Africa continue streamlining visa and work permit processes. 

It also recommended that the country align immigration policy with international best practices and position itself as a destination of choice for highly skilled and mobile professionals.

The report further outlined how global talent can help unlock economic growth in South Africa. This notion was again emphasised by Deputy Finance Minister Ashor Sarupen at Xpatweb’s Global Mobility Conference in August 2025.

“For every one highly skilled employee brought into the country, seven unskilled jobs are created,” Sarupen explained.

In-demand skills

The survey revealed the exact experience and qualification requirements that South African employers are looking for.

When it comes to engineering, close to 65% of companies report that they want candidates with more than three years’ experience. However, roles requiring 1 to 3 years remain common.

When it comes to qualifications, 74% of employers search for undergraduates (NQF 7) and above.

For ICT specialists, 77% of respondents demanded one to five years’ experience, while 22% required a decade or more. Over 90% required a minimum of NQF 7 qualifications.

Similarly, the required experience for artisans typically ranges from one to five years, with 69% of roles calling for NQF 4, also known as a National Senior Certificate, or less. 

The need for artisanal trades such as electricians, millwrights, fitters and turners, and instrumentation specialists varies between 7% and 25%.

Just over 70% of employers looking for healthcare professionals require work experience between one and three years, while 29% need candidates with more than three years in the field. 

Shortages of healthcare workers with the required experience and qualifications are felt across various occupations. 

These include industrial pharmacists, laboratory scientists, and registered nurses, including surgical registered nurses.

High demand also exists for senior lecturers and teachers in STEM subjects. While 87% of companies are satisfied with one to three years’ work experience, the remainder seek more seasoned professionals.

Finally, when it comes to media and marketing specialists, Jacobs noted the impact of AI on creative industries and the shift in core skills required to perform these duties.

These changes are evident from the year-on-year decline in the demand for creative designers and copywriters, they said.

Jacobs noted that more than 80% of respondents have to recruit international talent critical to their business success. 

“This is easier said than done, as 77% of companies cite difficulties with the work visa process when it comes to foreign hires,” she said. Top pain points for employers include –

• South African embassies/VFS Centres abroad – 49%, up from 34% in 2024
• Professional body registration processes – 39%, down from 52% in 2024
• South African Qualifications Authority (SAQA) Evaluation process – 39%, down from 41% in 2024
• Occupation not on the Critical Skills List – 31%, down from 50% in 2025

Jacobs pointed out that issues at South African embassies and VFS Centres remain a challenge for companies applying for visas for critically skilled professionals.

Positively, other factors cited by companies as creating difficulties in previous years have shown notable improvement.

Key reforms needed

Recent reforms, including the Trusted Employer Scheme (TES) and Points-based System (PBS), have improved visa efficiency and predictability. Professional body registration processes also appear to cause fewer delays for foreign hires.

Jacobs said 80% of TES survey participants report improved visa processing for skilled foreign employees, with some approvals now taking just days.

In comparison, before the scheme’s introduction, wait times lasted for months. PBS perceptions are broadly positive:

• 48% say it is effective and a more transparent, predictable system
• 43% have not used it yet
• 9% do not perceive any difference

Key recommendations to unlock economic growth included building on early progress under the new Home Affairs Minister to streamline talent entry. 

This can be done by simplifying visa and permit processes, scaling up TES, and continuing digitisation at the Department of Home Affairs to ensure faster turnaround and reducing red tape.

Another key recommendation is to align South Africa’s immigration policy with international best practices to enhance the country’s global competitiveness.

This could include, for example, granting direct work access for the spouses and partners of expatriate professionals. 

Besides policy reform, South Africa should also be marketed as an opportunity-rich, innovation-friendly economy to attract global talent.

South Africa should also invest in evidence-based policy. Regular, data-driven studies should be used to inform labour market intelligence, shape targeted policy interventions, and measure progress in closing critical skills gaps.

Finally, it was recommended that South Africa use its immigration policy to support businesses in attracting and retaining skilled foreign talent.