Recruitment Survey: Architects & Engineers Amongst Hardest to Recruit

Careers24 releases their first Recruitment Survey results

Careers24, SA’s leading online job portal, has released the results of their 2015 Recruitment Survey. Conducted online and via direct emails in May and early June, the survey asked recruiters across various sectors a list of questions that aimed to provide a snapshot of the recruitment sector in South Africa.

“This survey has shown us that, understandably, recruiters have high expectations from their online recruitment tools. They want ease of use and simplicity but they also want it to supply the best candidates for the job,” says Head of Careers24, Marc Privett. “There is no doubt that when these tools are harnessed properly, online recruitment can be the most powerful change agent in the recruitment industry. With the massive and rapid growth of online recruitment, it stands to reason that training and development of the tools needs to be ongoing to ensure that suitable job applicants and employment opportunities are matched. “

The results of the survey clearly showed that recruiters are facing a challenge in South Africa when it comes to matching required experience levels and job seeker skills with employment opportunities. 43% and 25% of the respondents (respectively) listed these as the greatest challenges they face. Salaries and expectations are also misaligned with 28% of recruiters confirming that salaries are lower than the candidates expect while a whopping 76% of the respondents said that candidates were applying for jobs they do not have the skills to meet.

The survey indicated that 32% of recruiters find sourcing candidates in the Technology sector the most difficult, followed by Engineers at 28%. While no statistical data was available on why the Technology sector is difficult, in Engineering, it was pinpointed as a shortage of available skills.

With job boards providing a platform to address much of the above, recruiters were asked what their expectations of an online portal would include. The respondents listed easy navigation and ease of use as their top priority (70%). Similarly, they also listed ‘automated search engine that searches for key words and posts the job in the correct category’ as the second most important criterion (60%). This reflects a need for the online recruitment process to be simple yet automated enough to avoid invalid job applications.

In addition to the search and the job posting functionality, a definite need is a filtering system to provide recruiters with CVs that are completely trustworthy (66%) as well as a consistently high quality archive of job seekers (66%). The functionality to ‘post jobs across multiple and appropriate channels with a mass footprint to reach the widest audience’ came through as important for 62% of the respondents.

While there are interesting results for both the supply of candidates versus the demand thereof, it is clear that recruiters are struggling to match the right candidates to their job specs. According to 88% of the respondents, one of the biggest trends they have encountered in the last year is candidates who apply but who do not fit the job spec. 69% also said that the candidates have shown unrealistic career expectations that do not match their skill level and the salaries on offer are consistently lower than their expectations.

The survey finished off questioning what would be of most value for candidates and recruiters to aid in the recruitment process. 87% of the respondents agreed that a workshop to assist in CV development would aid the candidates the most, while 56% said that training of recruiters in the optimal use of job boards such as Careers24 would be the most useful.

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Key results from the survey:

Vacancies that are hardest to recruit for:
• Engineering
• Technology
• Programming
• Architects
The most common recruitment channels:
• General job board
• Internal databases
• Referrals
• Company website

Top recruitment trends this year:
• More candidates that do not fit the job spec are still applying
• Candidates have unrealistic career expectations that do not match their skill level
• Salaries are consistently lower than candidates expect
• Interview skills are lacking