Decoding ICT Job Demand in South Africa

Collective X’s Decoding ICT Job Demand in South Africa report, released in August, paints a picture of both opportunity and strain. More than 118,000 digital roles remain unfilled, including 41,000 junior-level positions that could be ideal entry points for young South Africans. The critical question is whether young people are being adequately prepared to take advantage of these opportunities.

At the launch event in Johannesburg and Cape Town, artificial intelligence (AI) dominated discussions. Would AI shrink entry-level jobs before young people could benefit, or would it create entirely new digital pathways?

To explore this, I spoke with Brett Jones, Co-founder of OfferZen, who has closely tracked how AI is reshaping hiring and workplace practices.

AI Overhyped Today, Underhyped for Tomorrow

“We’re in a huge hype bubble around AI,” Brett explained, “but its future is massively underhyped.”

AI feels almost magical people can now generate images, code, or reports instantly. Yet, its flaws are equally clear, sometimes producing comical mistakes. Many professionals try AI once, get mediocre results, and dismiss it.

Brett sees this as shortsighted “We’re living through the biggest technological revolution since the internet. What sets it apart is speed. With mobile phones and connectivity everywhere, AI adoption accelerates overnight.”

The takeaway, AI’s current limitations shouldn’t overshadow its long-term potential. Employers, educators, and young people must engage with AI now to avoid being left behind.

What AI Means for Junior Hiring

A pressing question is whether AI reduces opportunities for juniors. OfferZen surveyed South African tech leaders CTOs, engineering heads, and managers on AI’s impact. Early results show:

• 20% of leaders are hiring fewer juniors because of AI.
• 48% say AI has not reduced junior hiring.
• 30% remain uncertain.

Surprisingly, only 18% of companies have a formal AI strategy, with most experimenting as they go.

For now, fears of disappearing junior jobs appear overstated, but uncertainty remains. A third of leaders are undecided how they move forward will determine whether AI becomes a barrier or a bridge for young talent.

 Evolution, Not Extinction

Predictions suggest 40% of coding happens in low- or no-code environments, yet fewer than 20% of these projects reach production due to integration, security, and customization issues.

The idea that AI will replace developers misses the point. While AI handles routine coding, complex decision-making and system integration still require skilled engineers.

Brett predicts that within a few years, co-building with AI will be standard practice. Engineers will focus on orchestrating, reviewing, and integrating AI outputs.

“The hottest programming language right now is English,” Brett joked. “But production-grade systems still need skilled engineers. Knowing what to build and why will always matter.”

What Young Talent Needs to Succeed

To thrive, young South Africans must develop AI proficiency as a baseline skill. But technical fluency alone won’t guarantee success.

“Employers are looking for curiosity, resilience, and communication,” Brett said. “AI gives you a PhD in your pocket, but you still need to ask the right questions and use it effectively.”

Hands-on learning makes the difference. Collective X’s work-integrated programmes show that when young people engage in projects often with AI tools they learn faster and build confidence.

Still, challenges remain costly data, patchy internet, and unequal access to devices. Talent exists everywhere, but opportunity does not.

Collective X is addressing this through financing, training, and partnerships that connect young people with job pathways. Work-integrated learning must not only teach AI tools but also link skills to real careers.

Compliance to Curiosity

Employers face their own challenges. Only one in three leaders report having formal AI policies. Many companies claim they need AI but lack strategies for training or implementation.

This uncertainty risks worsening inefficiencies in hiring. Processes already focused on avoiding “bad hires” could become stricter with AI, potentially excluding good candidates.

But AI could also redefine recruitment. Instead of excluding AI use, Brett suggested employers should evaluate how juniors apply AI in problem-solving. That’s where true talent emerges. The Decoding ICT Job Demand report reflects present realities, but the future is less certain. What’s clear is that AI is reshaping junior roles rather than erasing them.

About the Author

Rob Urquhart is the Lead for Impact, Learning, and Research at the Collective X. He leads the organization’s impact and evaluation work, drawing on his extensive experience in research, social impact, and management consulting to address challenges in social and economic development.