By Lisa Matomola
When we speak about unemployment in Namibia, we often focus on the shortage of jobs. What we rarely discuss is the cost of looking for one.
As a recruiter, career coach, and HR practitioner, I regularly engage with job seekers across the country. One thing that stands out is that job searching is not only emotionally draining, it is expensive. Behind every application submitted is a financial commitment that many people underestimate.
Let’s consider a common scenario. A vacancy is advertised, perhaps in the public sector or at a large organization. Hundreds, sometimes thousands, of candidates apply.
The process begins with preparing a professional CV, printing documents, certifying qualifications, scanning copies, and arranging submissions. For many candidates, this can easily cost N$100 to N$300 per application.
Then comes the invitation to a written assessment. Imagine receiving a call today informing you that your test is tomorrow and your interview is the day after.
If you live outside Windhoek, the costs immediately start adding up. Transport may cost N$1,500 or more. Accommodation for two nights could be N$800. Meals and incidental expenses may add another N$300 to N$500.
Before attending a single interview, a candidate may have spent over N$2,500. Now imagine repeating that process multiple times while unemployed. For some candidates, purchasing appropriate interview attire becomes another necessary expense.
Looking professional is often viewed as part of making a positive first impression. While skills and experience matter most, candidates still feel pressured to invest in clothing, grooming, and presentation.
The financial burden does not stop with the applicant. Many job seekers are supported by parents, guardians, spouses, siblings, or friends who contribute towards transport, accommodation, and other costs. In many households, securing employment becomes a collective family project, with everyone sacrificing in the hope that the next interview will result in a job offer.
Beyond the financial implications, there is also the emotional investment. Every application carries hope. Every interview invitation brings anticipation. Every rejection requires resilience. For many candidates, the job search becomes a full-time commitment without the security of an income.
What Can Employers Do?
Employers have an opportunity to make recruitment more accessible and candidate-friendly.
Firstly, organisations should provide reasonable notice periods when inviting candidates to assessments and interviews. A notice period of five to seven days allows candidates sufficient time to arrange transport, accommodation, leave days, and preparation.
Secondly, employers should continue embracing technology. Online assessments, virtual interviews, recorded video responses, and digital document submissions can significantly reduce costs for candidates while improving efficiency for organizations.
Thirdly, organisations can consider decentralizing recruitment processes. Instead of requiring all candidates to travel to a central location, assessments can be conducted in regional centres or through partnerships with local institutions.
For executive, specialist, or scarce-skill positions, organizations may also consider covering travel and accommodation costs for shortlisted candidates.
Finally, communication matters. Candidates invest significant resources in recruitment processes. Providing updates, feedback, or even automated regret letters demonstrates respect for the time and money they have invested.
What Can Job Seekers Do?
Job seekers also need to approach their search strategically. Rather than applying for every available vacancy, candidates should focus on opportunities that genuinely align with their skills, qualifications, and career goals.
Building a dedicated job search fund can also be beneficial. Setting aside even a small amount each month can help cover future expenses related to applications, interviews, professional development, and networking opportunities. Networking should not begin only when unemployment strikes. Building professional relationships throughout one’s career can create opportunities that reduce both the time and cost associated with job searching.
Candidates should also take advantage of free online learning platforms, webinars, networking events, career fairs, and professional associations to improve their visibility and competitiveness.
What Can Educational Institutions and Government Do?
Universities, colleges, and training institutions should better prepare students for the realities of the job market. Career readiness programmes should include practical topics such as interview preparation, professional networking, personal branding, and budgeting for the job search process. Government institutions and policymakers can also play a role by expanding digital recruitment systems, increasing the use of regional assessment centres, and simplifying application procedures where possible.
Creating accessible recruitment processes is not only about convenience, it is about creating equal opportunities for all Namibians, regardless of where they live.
A Human-Centred Approach to Recruitment
Every CV tells a story. Behind every application is a person who may have borrowed money for transport, stayed with relatives to attend an interview, taken unpaid leave from temporary work, or sacrificed part of their household budget in pursuit of an opportunity.
When we discuss unemployment, we often focus on the absence of jobs. Perhaps it is time we also talk about the cost of finding one. Job seekers are investing more than their qualifications. They are investing their time, energy, hope, dignity, and often their limited financial resources in the possibility of a better future.
As employers, educators, policymakers, families, and communities, we all have a role to play in making that journey a little easier. The next generation of talent should not have to spend their last dollar simply to be considered for an opportunity.
