Methodology

Every number on this platform is made by a rule that is written down. This page holds those rules: what each metric counts, where the records come from, what gets thrown out, and the five things this platform will not claim.

1,716

Vacancy records held

1,688

Eligible for the figures

36,402

Raw observations kept

Each sighting of a vacancy is kept even after it becomes a record

2026.07.1

Method version

ZW-LMI-MASTER version 1.0

What this platform will not claim

1Vacancy data measures advertised demand. It is not a measure of total employment or of unemployment.
2Advertised pay is what employers offer in adverts. It is not what people are actually paid.
3Coverage is not the whole market. Every figure carries a coverage grade from A to D.
4Quarantined records are excluded from every analytic figure on this platform.
5United States dollar and Zimbabwe Gold figures are never added together or converted.

Metric dictionary

The minimum sample is the point below which a figure is held back rather than published. Holding a number back protects a small group from being identified and stops a reader treating three records as a trend.

Metric	Unit	Smallest sample published	What it counts	How it is worked out	What it cannot tell you
Active vacancies	Adverts	1	The count of distinct vacancies that are open on the as of date, after duplicate observations of the same vacancy have been collapsed to one record.	count(distinct job where status is open and closing date is not past and analytics eligible is true)	This measures advertised demand only. It is not a count of jobs available in Zimbabwe and it says nothing about employment or unemployment.
New vacancy flow	Adverts per period	3	The count of vacancies first observed inside the chosen period.	count(distinct job where first seen falls inside the period and analytics eligible is true)	Flow is sensitive to how many sources were healthy in the period. Read it next to the coverage grade.
Employer participation	Employers	3	The count of distinct employers with at least one eligible vacancy in the period.	count(distinct employer identity across eligible vacancies in the period)	An employer that advertises through an agency under a confidential advert cannot always be resolved to a single identity, so this is a lower bound.
Pay transparency	Percent	10	The share of eligible vacancies that publish a pay figure or pay range.	eligible vacancies with a disclosed pay figure divided by all eligible vacancies, times one hundred	Disclosure practice differs sharply by sector and by employer size, so movement in this figure can reflect which employers advertised rather than a change in practice.
Median advertised pay	Currency per period	8	The middle value of advertised pay for a group, computed separately for each currency and each pay period.	median(midpoint of advertised pay range) grouped by currency and pay period	Advertised pay is what an employer offers in an advert. It is not what people are paid. United States dollar and Zimbabwe Gold figures are never combined. Estimates below the minimum sample are suppressed.
Skill demand	Mentions	5	The count of eligible vacancies that name a skill in the required or preferred skill list.	count(distinct job where the canonical skill appears in required or preferred skills)	Skills are extracted from advert text, so a skill an employer assumes and does not write down will not appear here.
Hard to fill score	Score out of one hundred	3	A composite of how few qualified applicants a vacancy attracts, how long it stays open and how often it is reposted.	weighted composite of qualified applicants per vacancy, median days open and repost rate, scaled to one hundred	A high score means the advertised role is drawing few qualified applicants on this platform. It does not prove a national skills shortage.
Supply versus demand ratio	Ratio	5	Registered job seekers whose profile matches an occupation, divided by eligible vacancies in that occupation.	matched registered seekers divided by eligible vacancies for the occupation	Supply here is registration on this platform, not the Zimbabwean labour force. Occupations where few people register will look scarce when they are not.
Hiring momentum	Percent change	5	The change in new vacancy flow for an employer or a group against the preceding equivalent period.	new vacancy flow this period minus previous period, divided by previous period, times one hundred	Momentum is volatile for employers advertising small numbers. Groups below the minimum sample are suppressed rather than shown as a large percentage swing.
Coverage grade	Grade A to D	1	A grade from A to D describing how completely the underlying sources covered the group and period being displayed.	graded from the share of registered sources that were healthy, the share of records from Tier 1 sources, sample size and recency of the last successful collection	The coverage grade is displayed with every dashboard. A grade of C or D means the figures should be read as indicative only.

Source register

Source	Owner	Tier	How it is collected	Permission basis	Weight	Schedule	Last run
Greenhouse applicant tracking feeds	Hiring organisations directly	1	Structured JSON feed	Public board application programming interface	0.95	Every 6 hours	Not yet run
Infrastructure Development Bank of Zimbabwe careers page	Infrastructure Development Bank of Zimbabwe (IDBZ)	1	Pattern read of the bank’s own vacancy pages	Public institutional publication	0.9	Every 4 hours	2026-10-05
Ministry of Public Service, Labour and Social Welfare	Government of Zimbabwe	1	Scheduled page read	Public government publication	0.95	Weekly	Not yet run
National University of Science and Technology careers	NUST	1	Scheduled page read	Public institutional publication	0.9	Weekly	2026-10-05
Old Mutual Zimbabwe careers system	Old Mutual Life Assurance Company Zimbabwe Ltd	1	Structured JSON feed from the employer careers system	Public careers site interface	0.95	Every 4 hours	2026-10-05
Parirenyatwa Group of Hospitals	Ministry of Health and Child Care	1	Scheduled page read	Public institutional publication	0.9	Weekly	Not yet run
People's Own Savings Bank careers page	People's Own Savings Bank (POSB)	1	Structured data read of JobPosting markup	Public institutional publication	0.9	Every 4 hours	Not yet run
Public Service Commission vacancies	Public Service Commission of Zimbabwe	1	Scheduled page read	Public government publication	0.95	Daily	2026-10-05
University of Zimbabwe careers	University of Zimbabwe	1	Scheduled page read	Public institutional publication	0.9	Weekly	Not yet run
ipcjobs.org employer postings	ipcjobs.org	1	Direct employer submission	Employer agreement at registration	1	Continuous	2026-10-05
CA Global	CA Global Headhunters	2	Rendered page read of the agency listing	Public listing on the agency site, discovery only	0.65	Daily	2026-09-05
CV People Africa	CV People Africa	2	Rendered page read of the agency listing	Public listing on the agency site, discovery only	0.65	Daily	2026-10-04
Industrial Psychology Consultants placements	Industrial Psychology Consultants	2	Partner submission	Signed partner agreement	0.8	Continuous	2026-10-05
Institute of Chartered Accountants of Zimbabwe	ICAZ	2	Scheduled page read	Public member publication	0.75	Weekly	Not yet run
Registered recruitment agency partners	Various licensed agencies	2	Partner submission	Signed partner agreement	0.7	Continuous	Not yet run
ReliefWeb humanitarian vacancy service	United Nations OCHA	2	Structured data read of JobPosting markup	Public humanitarian publication	0.85	Every 4 hours	Not yet run
General Zimbabwe vacancy board	Third party board	3	Structured data read of JobPosting markup	Public structured data, discovery only	0.45	Every 4 hours	2026-10-05
VacancyMail vacancy board	Third party board	3	Structured data read of JobPosting markup	Public structured data, discovery only	0.45	Every 4 hours	2026-10-05
iHarare Jobs vacancy board	Third party board	3	Structured data read of JobPosting markup	Public structured data, discovery only	0.45	Every 4 hours	2026-10-05

Tier 1: Employers and official portals directly, including government, universities, hospitals and approved applicant tracking feeds.

Tier 2: Verified recruitment agencies, professional bodies and licensed boards acting for named employers.

Tier 3: Reputable boards without a direct feed. Used for discovery and summary, and weighted lowest.

What gets thrown out, and why

An advert that trips a critical rule is quarantined. A quarantined record disappears from every published figure on this platform until a person has checked it.

Rule	Severity	Action	What it catches	Why
The advert asks the applicant for money	critical	quarantine	FEE_DEMAND	Asking a job seeker to pay a registration, processing, interview, training or placement fee is a recruitment fraud pattern. An advert that does this is removed from view and from every published number until it is checked by a person.
The advert points to a shortened or credential harvesting link	critical	quarantine	PHISHING	Link shorteners hide where an applicant is actually being sent, and a request for bank or card details in an advert has no legitimate purpose. Both are treated as phishing until proven otherwise.
The advert appears to use an employer name it does not belong to	critical	quarantine	IMPERSONATION	Where the employer name in an advert does not match the domain the application is sent to, and the employer is not verified on the platform, the advert is held for a person to check.
The notice is not an advertisement for a job	critical	quarantine	NOT_A_VACANCY	The boards we read carry calls for research proposals, invitations to tender and terms of reference alongside the vacancies. Those are not work, and a person who applies to one as though it were has been misled by us. A notice that reads as a procurement notice rather than a vacancy is taken off the board and out of every published figure until a person has looked at it.
Applications are routed only through a personal messaging account	high	flag	OFF_CHANNEL	A vacancy that can only be answered through a personal messaging account leaves the applicant with no record and no recourse. It is flagged and its trust score is reduced.
The pay promised is not plausible for the work described	high	flag	IMPLAUSIBLE_PAY	Very high pay attached to work needing no experience is a long standing lure. It is flagged for review and the score is reduced.
The original advert can no longer be reached	medium	flag	DEAD_LINK	An external advert whose source page no longer resolves cannot be verified, so it is flagged, its score falls, and it drops out of the freshest results.
The advert has not been seen again since it was collected	low	flag	STALE	External adverts are revisited on a schedule. One that has not been confirmed within its revalidation window is marked as unconfirmed rather than presented as current.
A member of the public reported the advert	high	review	USER_REPORT	Reports do not remove an advert by themselves. Three or more independent reports on the same advert quarantine it automatically, pending a person looking at it.

How to read a coverage grade

Grade	What it means for you
A	Collection is healthy and mostly direct from employers and official portals. Read the figures as they stand.
B	Collection is good but not complete. Read the figures as a strong indication rather than a count.
C	Collection is partial. Treat the figures as a direction of travel, not a measurement.
D	Collection is thin. The figures are shown for transparency and should not be quoted on their own.

The grade moves with four things: how many registered sources ran successfully, how big the sample is, how much of it came from employers directly rather than from a board, and how recently the last collection ran. Narrowing a dashboard to one province or one job family lowers the sample, so the grade can fall as you filter.

Using the figures elsewhere

The public interface at /v1 returns the same figures as this site. Every response carries the time it was computed, the coverage grade, the method version, any warnings that apply and a correlation identifier, so a figure quoted in a report can always be traced back to the run that produced it.

National figures Vacancies Employment law Workforce events

Attribution: ipcjobs.org Zimbabwe Labour Market Intelligence, method version 2026.07.1, retrieved 2026-10-05.

As at 5 Oct 2026, 12:44. Method version 2026.07.1.