But what about organisations that continue exploiting the unemployed people by making them believe they will be employable with good working experience?

Getting people to volunteer their time and other resources is not just about filling the gap here and there.Personally, I have been very critical about volunteering programmes that do not ensure a long-term job placement. I have started thinking about a defined critical, but objective type of a programme that will at least be results-driven. A programme that will be monitored and managed with an intention of grooming somebody to acquire vocational tools that are relevant to a specific area of career interest.

My profession is people oriented, and is governed by high ethical standards which propel me to bring meaning and quality of work-life to those I serve. It’s through this that I always seek solutions to challenges that many organisations are faced with today. It hurts to hear candidates during job interviews mentioning the volunteering activity they once engaged in, but no relevant experience was acquired at the end.

Organisations need to develop strategic and effective volunteering programmes geared at facilitating and fast tracking the process of employment of less experienced job seekers. It’s through such programme where real work –related challenges can be addressed.

Organisations must have clear human resource training and development policy that makes mention of developing people through volunteering. This will prepare and help them deal with recruitment challenges that requires experience as a prerequisite. Such an organisation will be playing a defined role towards helping curb the level of unemployment in our country

. Some financial contribution can be made towards ensuring that volunteers get proper hands-on training that match jobs to be performed with skills and abilities while acquiring relevant experience. For example, if an engineering company takes on qualified volunteers in respective areas and help attain specific competencies. It must seek ways on how to contribute towards skills transfer to less experienced individuals in the job market

I understand that people volunteer out of free will and are also not forced to give their time for free, hence they might as well come and go as they wish. But shouldn’t we at least take this volunteering thing to the next level? Oh yes I think we need to re-assess just how we have been doing through volunteering systems. I believe organisations can do much better than giving stipends and food parcels to volunteers. This does not serve the purpose at all.

Volunteering programme must at least be geared towards ensuring that certain competencies are acquired.

These competencies becomes a focal point during the job interview that seeks to rate the level of experience the candidate have in relation to the job applied for.

The programme must be monitored and proper reporting system applied whereby ad hoc feedback sessions are held in order to instil a sense of responsibility and wanting to achieve or succeed among volunteers. Performance report with a list of competencies plus relevant experience must be kept handy when the recruiting agency asks for it. This will make a positive difference and meaningful encouragement for people to start volunteering.

Paki Zandile is a registered HR Practitioner and

CEO of Phaphama Services

Email:paki@phaphamaservices.co.za

Cell 083 594 7094