Latest news with #Pnet
The South African
13 hours ago
- Business
- The South African
No degree? No problem: South Africa's top-paying jobs in 2025
Sometimes, you don't need that degree to have a top-paying job. Some of the highest offices in the country, even the presidency, are open to those without formal academic qualifications. And salaries in these fields range from R16 000 to over R260 000 per month, proving that ambition, skill, and experience can be just as valuable as a degree. Many South Africans never attend university due to financial limitations, low grades, or simply preferring hands-on careers. And in 2025, the job market is shifting further to embrace workers without higher education. Anja Bates, Head of Data Insights at Pnet, revealed that demand remains strong in areas like sales, administration, marketing, construction, and IT. In many of these roles, soft skills and real-world experience outweigh formal qualifications. 'We see many people who start out answering the phone or doing basic bookkeeping move into more high-powered roles in their companies,' Bates said. While it is true that more employers are no longer demanding degrees, Bates added that candidates still need to demonstrate their value. 'It is necessary for candidates to show that they have invested in developing their skills and expertise,' she said. From sales consultants and graphic designers to construction managers and politicians, the opportunities are vast. Below is a breakdown of 12 top-paying jobs, according to BusinessTech , that don't require a degree in South Africa, with average monthly salary ranges: Job Average monthly salary estimate (R) Politician 102 500 – 260 000 Pilot Captain 150 000 – 192 000 Software Developer 40 000 – 60 000 Data Analyst 40 000 – 60 000 Digital Marketing Manager 38 014 – 55 000 Construction Manager 39 000 – 53 400 Real Estate Agent 20 000 – 36 000 Electrical Technician 23 000 – 34 000 Graphic Designer 12 500 – 28 000 Personal Assistant 20 000 – 28 800 SEO Specialist 17 977 – 22 443 Sales Consultant 16 000 – 24 900 Let us know by leaving a comment below, or send a WhatsApp to 060 011 021 1. Subscribe to The South African website's newsletters and follow us on WhatsApp, Facebook, X and Bluesky for the latest news.
Zawya
11-07-2025
- Business
- Zawya
The top job sectors opening their doors to young South African workers
Do South African job seekers still face the age-old dilemma that you can't get a job unless you have experience, but you can't build experience until you land your first job? New data from the latest Pnet Job Market Trends Report suggest that the answer is yes but also shows that some sectors are more accommodating to early-career workers. Although the outlook remains tough for fresh talent, young workers who have tangible, proven skills or relevant certifications will have an edge in the competitive job market, says Anja Bates, head of data at leading South African online recruitment platform, Pnet. She says that a Pnet analysis shows that 10% of jobs are allocated to young jobseekers with limited work experience. Says Bates: 'Young people aged 15 to 34 make up roughly half of South Africa's working-age population, but they bear the brunt of the country's jobs crisis with an unemployment rate of 46%. Many young South Africans are qualified but not yet experienced – trapped in a cycle where they can't get experience because they don't already have it.' With South Africa celebrating Youth Day (16 June) and Youth Month (June) under the theme 'Skills for the changing world – empowering youth for meaningful economic participation', Pnet explored what jobs are available for young jobseekers who are trying to enter the job market. Data from the past 12 months reveals which sectors are more likely to offer jobs for young jobseekers. Sector specific insights for young workers - Design, Media & Arts offers the largest percentage (12%) of open job opportunities by proportion of jobs advertised in the sector. A degree isn't a prerequisite for entering this field, but young jobseekers with complementary qualifications increase their chances of securing employment. - The Architecture & Engineering job sector shows the highest proportion of graduate jobs, indicating that jobseekers in this sector usually require a high level of tertiary education. There are roles such as engineering draughting, however, where a national certificate will get you a foot in the door. - In terms of actual vacancies, the Finance sector boasts the highest amount of student jobs, entry level jobs and junior jobs compared to any other sector. There appears to be an emphasis on accounting professions when it comes to youth jobs in this sector. - Proportionally, the Sales sector also provides a high amount of entry level jobs. This makes it a good entry point for young jobseekers trying to enter the job market. It's also a field where initiative and interpersonal skills may help compensate for lack of qualifications and experience. - Similarly to the Sales sector, the Admin, Office & Support sector offers a range of opportunities for young jobseekers. The sector offers a relatively high level of entry-level access yet is undervalued by some jobseekers that see these jobs as 'dead ends' instead of stepping stones. - A high proportion of entry level jobs makes Marketing an ideal entry level sector for young jobseekers. Young candidates with an interest in Marketing are encouraged to gain complementary qualifications to strengthen their chances of getting a job. - Job roles for young jobseekers within Building & Construction and Information Technology (IT) consists of a spread of entry level jobs, junior level and graduate jobs in various disciplines. Technical certifications are a valuable addition to your CV. While a smaller percentage of open jobs in the Building & Construction and IT sectors are earmarked for youth workers, the size of these sectors means that both offer a sizeable number of roles for young talent. Building skills to overcome barriers Says Bates: 'South Africa's youth have energy, ideas, and ambition, but the job market too often responds with silence. We note how long it takes employers to fill roles in sectors like Finance, Engineering and IT despite 4.8 million young people being unemployed. This highlights a potential mismatch between the skills in the workforce and those required in the job market. 'One of the trends we see in our data is the scarcity of structured, paid internship and student job pathways, especially in fields like Engineering or Finance where experience is non-negotiable. Creating these opportunities should be regarded as an investment in the workforce of tomorrow. For young talent, it's clear that degrees alone are not enough to get that dream job. 'In fast-moving fields like Design, Marketing, and IT, young people can overcome barriers by building practical portfolios, even outside formal work. Creative and technical sectors are hungry for new talent, but they demand demonstrable skill, not just academic results. It also demands that you keep ahead of new technologies, such as AI, which are transforming how we work.'
Daily Maverick
24-06-2025
- Business
- Daily Maverick
Pnet Rebrands to Empower South African Jobseekers and Recruiters with Global Innovation
South Africa's leading online recruitment platform, Pnet, officially launches its bold new rebrand – marking a strategic evolution that blends global technology with local insight. Backed by The Stepstone Group, the transformation signals a new chapter for both recruiters and jobseekers, introducing smarter tools, improved platform performance, and a human-centred campaign that speaks to the frustrations of modern working life. A Modern Makeover with a Purpose The rebrand introduces a sleek new visual identity featuring dynamic gradients in turquoise and coral, inspired by a sunrise – symbolising new beginnings. The fresh look, accompanied by friendly iconography aligns Pnet's local platform with the global standards of its parent company, The Stepstone Group. 'Our makeover is a visible sign of deeper change – a commitment to delivering the best technology and user experience for job applicants and recruiters,' says Michelle Dobson, Head of Brand at Pnet. 'It's more than a new visual identity. It's a promise to innovate faster with richer features, sharper insights, and a more intuitive platform.' Helping Hands: A Campaign That Understands the Struggle Coinciding with the rebrand is the rollout of Pnet's new campaign, 'Helping Hands'. Designed to resonate emotionally with jobseekers, the campaign captures relatable moments of workplace frustration – from underpaid overtime to micromanaging bosses – and offers a witty, visual reminder that better opportunities are just a tap away. A literal helping hand appears throughout campaign videos, guiding overwhelmed professionals toward the Pnet app – reinforcing the platform's role as a partner in career progression. The campaign debuts Pnet's updated brand look in a high-impact, emotionally intelligent way that reflects both empathy and optimism. 'Many South Africans feel stuck in jobs where they're undervalued or overworked,' says Dobson. 'Our campaign shows them they have options – and that Pnet is here to help them take the next step.' A Smarter Platform for Recruiters Beyond the brand refresh, Pnet's alignment with The Stepstone Group brings clear advantages for hiring professionals. SA recruiters have always had access to this from the current Pnet platform, but moving forward we will be on the same tech stack as the global platform, so any product enhancements or new product rollouts that happen in the European markets will now automatically be rolled out to Pnet too. Rebrand Already Driving Results In European markets where the new identity has already launched, the rebrand has delivered measurable success. Pnet reports strong uplifts in site traffic, jobseeker registrations, and completed job applications. These early results confirm that the new look resonates with users and improves the recruitment process across the board. The rollout in South Africa has been carefully tailored to local needs while leveraging global best practices – a formula designed to elevate hiring outcomes for employers of all sizes, from corporates to SMEs. Locally Grounded, Globally Backed While the tech and tools behind Pnet have gone global, the heart of the platform remains proudly South African. The same local team continues to support employers and jobseekers – now with the added advantage of The Stepstone Group's innovation, research and product leadership. 'Whether you're hiring or getting hired, the new Pnet is designed to help you take the next step with confidence,' says Dobson. Take the Next Step Pnet's evolution represents more than a visual change – it's a reimagining of recruitment in South Africa. With smarter tech, a deeper emotional connection to jobseekers, and a clear commitment to performance, the platform is ready to help both candidates and companies succeed. DM
Zawya
10-04-2025
- Business
- Zawya
How GenAI is changing the South African job market – and what it means for local recruiters?
The rise of generative AI (GenAI) is shaking up workplaces around the world, and South Africa is no exception. As businesses adapt to new ways of working, job seekers are rethinking their careers, upskilling and negotiating better opportunities. To unpack these shifts, Pnet, South Africa's leading online recruitment platform, has published a whitepaper: Navigating South Africa's Shifting Work Preferences in the GenAI Era. The report explores how AI is reshaping job opportunities, skill demands and workplace expectations for both employees and employers. Backed by insights from the Decoding Global Talent series – one of the world's largest workforce studies with over 150,000 participants worldwide, including 7,000+ South Africans – the white paper highlights key trends that will define the future of work. What's changing in South Africa's job market? South Africa is experiencing a talent paradox. Despite high unemployment rates, many businesses still struggle to find candidates with the right skills, particularly in industries like technology, engineering and healthcare. This disconnect is further complicated by gaps in digital access, limiting many job seekers' ability to upskill and meet market demands. At the same time, professionals with in-demand skills are recognising their value. A remarkable 66% of South African workers say they feel confident negotiating job offers, particularly in fields such as IT, finance and healthcare, where competition for skilled talent is fierce. Meanwhile, AI-driven tools are becoming part of everyday work. Already, 38% of South African professionals are using GenAI regularly to assist with tasks like coding, data analysis and content creation, signalling a growing integration of AI across industries. While only a small percentage (6%) believe AI will completely replace their jobs, nearly half (43% of workers) anticipate upskilling in order to stay competitive in a progressive job market. This means that adaptability and continuous learning are becoming just as important as traditional qualifications. Employers, too, are feeling the pressure to adapt. Attracting and retaining top talent in an AI-driven workplace requires more than just competitive salaries. It's also about job security, career growth opportunities and a strong workplace culture. Businesses that fail to evolve risk losing valuable employees to companies that are actively investing in training, technology and employee well-being. What does this mean for employers? South African businesses can't afford to sit back as AI reshapes the workplace. To stay competitive, companies need to invest in skills development, embrace AI-driven efficiencies and ensure their workplace culture aligns with new employee expectations. The future of work isn't just about technology but also about how businesses and employees navigate these changes together. For deeper insights and actionable recommendations, download the full whitepaper 'Shifting Work Preferences In The GenAI Era' here: Pnet Recruiting insights.
Zawya
09-04-2025
- Business
- Zawya
The future of hiring: How remote and hybrid work has changed recruitment?
The way we work has changed, and so has the way companies hire. While some businesses are calling employees back to the office, Pnet's latest insights show that remote and hybrid work are here to stay – at least in key industries. As one of South Africa's top recruitment platforms, Pnet has been tracking hiring trends and workforce shifts, revealing valuable insights for both job seekers and employers. The data paints a clear picture: companies that embrace flexible work are gaining a competitive edge in talent attraction and retention. What the data shows Despite global trends pushing for a return to office work, South Africa's job market still values flexibility. Here's what the data reveals: - Remote and hybrid job postings have dropped slightly, from 4.3% in 2023 to 3.7% in 2024, but they remain significantly higher than pre-pandemic levels (just 0.2% in 2019). - The IT sector is leading the charge, with 57% of remote job opportunities, especially in software development, data analysis and systems administration. - Business and management (14%) and sales (6%) are also holding onto hybrid and remote work options. Why hybrid work makes business sense Pnet's data highlights the benefits of keeping remote and hybrid models in the mix: - Access to top talent: Vacancies that offer remote or hybrid work receive up to 169% more applications. - Stronger employee retention: Flexible work keeps employees happy and engaged, reducing turnover. - Better productivity: A hybrid approach helps balance collaboration and focused work time, boosting efficiency. Where are companies headed? While some big corporations are bringing employees back full-time, local businesses are taking a more flexible approach: - Tech, finance and business consulting firms are refining their hybrid work strategies to keep top talent. - Startups and smaller businesses are using flexible work as a key hiring advantage. - Employers and employees are still finding common ground. Businesses need in-person collaboration, but workers value flexibility. Striking that balance is the next big challenge. What's next for hiring? The data suggests that adaptability is key. It's not about choosing between remote or office work. It's about creating the right setup for your team to thrive. As remote work stabilises, businesses that fine-tune their recruitment strategies will stay ahead of the game. Companies that get this balance right will have the advantage in hiring - and keeping - great people. All rights reserved. © 2022. Provided by SyndiGate Media Inc. (
