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By Mieke Janse van Rensburg, Head of HR, Africa Biomass Company

Since the start of 2026, I have been deeply immersed in the recruitment cycle at Africa Biomass Company. Recruiting nationally means reviewing thousands of applications from across South Africa—each one representing a person, a household, and the possibility of economic participation.

As Head of HR, I still personally review every CV that reaches our organisation. I work closely with departmental leaders to shortlist candidates, supported by a dedicated HR team that keeps the process moving efficiently. This proximity to recruitment gives me a clear, unfiltered view of where our systems succeed—and where they fail.

This article is not about the volume of work.

It is a plea for systemic change.

South Africa continues to face one of the highest unemployment rates globally, with women and young people disproportionately affected. As employers, we often speak about talent shortages, skills gaps, and pipeline challenges. Yet on the front lines of recruitment, a far more basic barrier presents itself: thousands of capable individuals are excluded from opportunity before the process even begins.

We routinely receive CVs with no name, no contact details, no structure, or almost no usable information. From a governance and compliance perspective, this makes fair assessment impossible. From a human perspective, it is devastating—because exclusion occurs not due to lack of potential, but lack of access to foundational employability skills.

Many evenings, I review applications late at night, fully aware that behind each document is someone actively seeking work—often supporting a family—waiting for a call that may never come. These are not failures of ambition. They are failures of policy alignment between education, employability, and economic participation.

As women in leadership, we are uniquely positioned to see this differently.

Women leaders tend to lead close to the human impact of policy decisions. We see how unemployment affects households, how financial strain disproportionately impacts women, and how a single employed family member can shift an entire family’s trajectory. This perspective matters—and it must inform both organisational practice and national policy.

At Africa Biomass Company, we have responded by launching an internal employability initiative that extends beyond our workforce. We assist employees’ children, spouses, and family members with drafting professional CVs and preparing for interviews. While simple in design, the outcomes have been significant.

When another family member secures employment or contributes financially, the effect is immediate: improved household stability, reduced stress for our employees, and increased engagement at work. This is not charity – it is strategic, people-centred leadership. It also demonstrates how employers can play a meaningful role in strengthening the broader economic ecosystem.

However, employer-led initiatives alone are not enough.

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I respectfully call on policymakers, education authorities, and curriculum designers to formally integrate employability fundamentals into the schooling system. Preparing a basic CV, understanding how to apply for work, and learning interview readiness should be treated as essential life skills – no different from financial literacy or digital competence.

From a policy perspective, this is a low-cost, high-impact intervention with the potential to reduce friction in the labour market and improve employment outcomes, particularly for women and youth.

To job seekers: the basics matter. Your name. Your contact details. Your skills or experience—even if limited. Sometimes, that is all it takes to open the first door.

And to my fellow women leaders and HR professionals: we have both the influence and the responsibility to act. Whether through internal programmes, partnerships with schools, or advocacy at policy level, our leadership can shape more inclusive pathways into work.

Employment changes lives.
Preparation enables participation.
And sustainable economic growth begins with access.

It truly takes a village – but it also takes leadership.

Mieke Janse van Rensburg is the Head of HR at Africa Biomass Company

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