The labour market is the relationship between the supply of and demand for labour, where employers seek to hire workers and workers look for job opportunities. It is influenced by various factors, including economic conditions, demographic trends, the availability of skills and government policies. Understanding these dynamics depends on statistical data that help to generate information about employment trends, the demographics of the workforce and other relevant indicators. This information can help policymakers, researchers, companies and candidates to understand the labour market better and to develop strategies to tackle its challenges.

emprego.co.mz generates millions of indicators relevant to the analysis of the labour market through its use by recruiters and candidates, including information on vacancies published, applications sent and candidate profiles. In this article we present some indicators on the labour market in Mozambique created by emprego.co.mz on the basis of the information generated by the platform.

The relationship between labour supply and demand

From 2012 to the present, emprego.co.mz has published 22,426 vacancies, which have been viewed 50,036,221 times and generated 2,586,172 applications. Using these data, we present the following ratio between job supply and demand in Mozambique.

This means that, for every person hired for a job, there are 132 candidates for the same position, that is, each candidate has less than a 1% chance of being hired. On the other hand, for every vacancy published, there are 2,231 views by candidates looking for a compatible vacancy, that is, each vacancy has less than a 6% chance of being compatible with the profiles of the candidates seeking work on the platform.

This ratio of 1:133:2,231 represents the average over the last 12 years of operation of the emprego.co.mz platform and is an indicator used internally to gauge the competition for each position (number of candidates per vacancy = 1:133), and also the relevance of each vacancy to all the candidates on the platform (number of applications and views per vacancy = 133:2,231).

Given this indicator that 1 vacancy generates on average 133 applications, the question that remains is: is emprego.co.mz an efficient tool for finding the ideal candidate?

Efficiency of digital recruitment platforms

To answer this question, emprego.co.mz surveyed the more than 2,000 recruiters who use the platform and obtained the following responses:
According to the recruiters' responses, around 75% of them found good candidates for their vacancy on the platform, and around 25% have difficulty finding a candidate, owing to issues such as the salary available, the specialism required for the position and the place where the work is to be done.

Looking at digital platforms as a viable solution for recruitment in Mozambique, we used the NPS (Net Promoter Score) on a scale of 1 to 10 as a measure of how our service is rated. Here the majority of recruiters said they were promoters of the platform (62%), that is, they are so satisfied with the services that they recommend them to other recruiters; next come the passives (23%), who are people who are satisfied with the service but would not recommend it; finally, a minority are detractors (15%), that is, recruiters who would not recommend this service.
From this information, we conclude that digital recruitment platforms are an efficient recruitment tool, at a considerably lower cost for companies and organisations, and that they contribute greatly to the generation of data that support the creation of recruitment policies and strategies that benefit the labour market. In addition, they help to “democratise” the labour market, giving an advantage to the profiles best suited to the positions sought, thus reducing the nepotism and favouritism that have so affected the labour market.