Trends and challenges
The labour market in Mozambique faces growing challenges and opportunities. Data taken from the emprego.co.mz platform indicate that, in 2024, 82 recruiters published 1,143 vacancies; it should be noted that the real number of recruiters is considerably higher, given that the recruiters referenced include recruitment agencies, which represent the interests of several organisations. Access to the published vacancies made it possible to submit 155,232 applications, 17% of which came from people applying on the platform for the first time.
These data emerge in a context in which the labour market faces challenges on both the demand side (scarcity of job opportunities, low qualifications) and the supply side (lack of transparency in processes, favouring nepotism, or the geographical concentration of opportunities in large cities, especially the capital).
Based on the statistical data, the aim here is to look briefly at how the main players in recruitment, namely candidates and recruiters, can improve the matchmaking process.
The recruiter's perspective
Last year, 244 of the vacancies published did not have their processes “filtered” by the platform's matchmaking tools. The fact that the process chosen by the recruiter may have limited the identification of the ideal candidate underlines the importance of the choice of recruitment format for its success rate.
The emprego.co.mz platform makes it possible to use technologies such as salary compatibility assessment between candidates and recruiters and the use of Artificial Intelligence for matchmaking, increasing the likelihood that a profile matches a vacancy, or allowing better analysis of large volumes of data by cross-referencing candidates' skills with the requirements of the positions available. This approach reduces the time spent on the process, minimises selection errors and improves the match between profiles and opportunities. As a result, recruiters find candidates who are better aligned with their needs.
The candidate's perspective
The 2024 statistics reveal that 28% of candidates did not fill in their profile information in full. Completing and updating the candidate's profile fully significantly increases their chances of being selected. A robust profile allows recruiters to identify the candidate's skills, experience and qualifications more accurately, increasing the likelihood of compatibility. This transparency reduces the need for additional screening and improves the efficiency of the selection process, making the candidate more competitive and more visible for opportunities that match their profile. Conversely, failing to complete a profile properly is, in certain cases, a reason for exclusion from the process.
Conclusion
The data reveal that the combination of two variables, namely full completion of the profile by the candidate and the use of appropriate tools by companies, can increase the likelihood of compatibility by 24%.
We reiterate that these data cover only formal job vacancies advertised by recruiters who use transparent processes on emprego.co.mz, and therefore represent only a sample of the vacancies available in Mozambique.
