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Crystal AI

Artificial Intelligence in Hiring

A Comprehensive Overview


In today’s rapidly evolving job market, Artificial Intelligence (AI) has emerged as a game-changer in recruitment. This comprehensive article explores the profound impact of AI on the hiring landscape, covering trends, technologies, statistics, and cost-effectiveness.

AI for HR: Revolutionizing Traditional Recruiting

AI-powered solutions in HR automate various recruitment processes, from sourcing candidates to onboarding, significantly speeding up the hiring cycle.

AI Recruitment Market and Trends

The AI recruitment market is experiencing exponential growth, reflecting the industry’s shift towards more efficient and data-driven hiring practices.

  • Trends in AI recruitment include:
    • AI recruitment technologies
    • AI recruitment automation

AI Recruitment Technologies: Enhancing Efficiency

AI recruitment technologies utilize algorithms and machine learning to analyse vast data volumes, aiding recruiters in identifying patterns, predicting candidate success, and ensuring a broader talent pool through sourcing tools.

AI Recruitment Statistics: Evidence of Success

Statistics reveal the effectiveness of AI-driven recruitment:

  • Reduced time-to-hire by up to 75%
  • Higher quality candidates
  • Improved retention rates for AI-sourced candidates

Generative AI Recruitment: Beyond Traditional Matching

Generative AI recruitment evaluates qualities like adaptability, cultural fit, and growth potential, leading to diverse and well-rounded hires.

AI Recruitment Automation: Streamlining the Process

AI recruitment automation frees up recruiters from routine tasks, including:

  • Resume screening
  • Candidate follow-ups
  • Interview scheduling

This allows them to focus on more strategic aspects of the hiring process.

AI Recruitment Trends: Beyond Automation

Current trends include enhancing the candidate experience through personalized interactions using AI-powered chatbots. This positively impacts brand associations and improves communication and candidate satisfaction.

AI Recruitment in the Future: Continuous Evolution

The future of AI recruitment holds exciting possibilities:

  • Integration of AI into more hiring stages
  • Video assessments evaluating non-verbal cues
  • Predictive analytics foreseeing job fit

AI’s capabilities are set to expand further.

Cost-Effectiveness of AI Recruitment

The AI recruitment market offers cost-effective solutions by:

  • Automating manual processes
  • Reducing time-to-hire
  • Minimizing human error

This not only enhances efficiency but also leads to substantial savings on recruitment costs.

In Conclusion: AI’s Transformative Power

In conclusion, AI is revolutionizing the recruitment landscape, becoming an industry standard due to its unmatched ability to source, match, and engage candidates at an unprecedented pace. Embracing AI in recruitment provides a competitive edge in securing top talent.

Head on over to for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here:

What if a machine could help SME’s hire smarter and faster, by searching through 34 million people in seconds?
What if a machine could help SME's hire smarter and faster

Businesses recruit slowly and search in the same pool. The time to hire often takes too long and is often to the detriment of the business.

Meet Crystal! An AI Recruitment Machine that helps business’ hire smarter and faster. She finds talent by reviewing 34 million people and determining which 10 people would suit that 1 job description! Saving you time and money. 

Her talent is finding yours 

Why now?

Recruitment industry is ripe for new technology

A revolution is needed on matching people to the right job.

Critical nature of speeding up the process of hiring 



  1. Join the portal 
  2. Upload job description 
  3. Crystal searches for the right people 
  4. Receive first batch of 5 candidates within 2 hours, followed by subsequent batches over 30 days as you shortlist and decline. 



  1. Ability to use Crystal on your own database of candidates (find the talent you already have on file) AND search on 34 million people. 
  2. No need to screen application – Crystal will do it for you! 
  3. All in your own branding, powered by Crystal. 

Head on over to 

Job Crystal | Jobs and Career AI Portal for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here: Join Us and Register | Job Crystal]

Hiring Manager's Hub

3 Reasons to hire before the new year

Every October, do you wait for the new year to hire? You’re not alone. Many recruiters and employers think that it’s a bad idea to hire at the end of the year when things are slowing down anyway, and prefer to resume hiring in the new year. We disagree – we think this is one of the best times of the year to hire.
Here are 3 reasons to hire before we the new year.

1. Good talent doesn’t wait

You run a risky game not hiring a talented candidate as soon as possible. You may be waiting for the new year to take on new employees, but candidates aren’t. More often than not, they’re eagerly looking for new work and may jump at other offers as they come along. You may be able to wait to the new year to hire, but they can’t wait for the new year to find work. This means that you lose out on great talent that will then be benefiting another company.

2. Rushed, un-ideal hires can cost you

While sometimes there’s a perfect match between employer and employee right away, most of the time it takes a while. On average, it takes about 3 months to find the perfect candidate, so delaying until January could mean only finding your ideal fit in March. Rushing the recruitment process is financially risky. According to a PwC case study, hiring the wrong General Manager (just one employee) can cost your company as much as R320,000 AND you’ll be back at square one. All while navigating arguably the busiest time of the year. Planning ahead to give yourself the time to hire properly will give you the best chance of finding someone ideal.

3. Onboarding takes time

January and February are busy months. The last thing you want is to divert precious time and resources to training when so much else needs attention. Even if your company doesn’t close over December, things tend to slow down at the end of the year. This means a gentler induction process that allows space for more in-depth training and getting to grips with the new systems. This means that your new team member will be fully trained and ready to go by January so you can hit the ground running in the new year.

So what are you waiting for?

Head on over to here for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here.

Applicant Tracking System (ATS)

The Problem

Businesses recruit slowly and the time to hire often takes too long and is often to the detriment of the business. Despite its major benefits for recruitment, many companies still perform recruiting activities manually, driving inefficiency towards their recruitment strategy. 

The Solution

The Job Crystal ATS! 

Our Applicant Tracking System is your one-stop platform for keeping track of your clients and candidates. Our cloud-based system allows you to add clients, roles, and candidates, keeping them all in one place for you to refer back to. Not only that, but because it was developed by people in the nitty-gritty, day-to-day of hiring, it’s geared to make the recruitment process as easy as possible. Our ATS is designed to take you from step 1 – creating your job spec – all the way through to conducting interviews, keeping track of your candidate management, and conducting background checks. 

Why Job Crystal?

  • As we have done recruitment for 12 years, we know all about keeping track of everything recruitment, and that’s why our ATS stands out. 
  • We use it daily, and we are constantly adding features and time saving automation. 



  • Add clients details (even automated birthday messages and crib notes) 
  • Add new job specs (and they automatically get advertised in a range of places like PNET, Adzuna etc) 
  • Add candidates (upload their original CVs, images, extra docs – automated CRM) 
  • Automatically ask candidates to electronically sign consent forms (POPIA requirement) 
  • Update job specs if they are closed, on hold etc 
  • Update candidates if they have an assessment or interview (and automatically send the candidate an email with all the help they need and info) 
  • Reporting function like interviews and who found the candidate who sourced them etc 
  • Blacklist candidates (yes those ones that lie etc) 
  • Link to a fully automated Background check system (WOW) 
  • And if you they way inclined link to an AI tool like Crystal 


Internal Organisation


Personalize your ATS with your logo, colour scheme, and company details. 


Create Unlimited users, assign them different roles within the organization, and manage working hours and leave. 


Manage each employees leave days and view a summary of their leave periods and what the purposes were. 

Applicant Tracking System


Create a profile for each of your clients detailing their terms, contact details, set up, and crib notes. 

Assign a ‘client owner’ to manage them and their recruitment process. 


Upload your job specs under the relevant client profile, have them advertised on multiple job portals automatically, and allow candidates to be tracked through the recruitment process. 


Upload all CVs in process for each role in order to track the candidate’s progress, send them interview details and references forms, and monitor which roles need additional attention. 


Keep track of all candidate interviews happening across your organization, send candidates automated interview details, and track the outcome of interviews. 


Save yourself the admin hassle of POPIA by sending your candidates an electronic consent form, with space to upload their supporting documents, and have all their information stored in one location. 


Send references at the click of a button and have the results sent to you by email once they’re completed. 

Candidates are automatically sent a link to fill in two or more of their referee’s contact details. 

Once these details have been filled in automated emails are sent to the referees containing a link to fill in the reference online at their leisure. 

Should a referee not complete the reference form the ‘candidate owner’ will receive an email notification advising them to complete the reference telephonically. 

Reminders are sent out if candidates do not complete the form, and they will also receive notifications if their referees have not completed the reference. 

*IP addresses are monitored to ensure candidates are not completing the references themselves. 


Run automated Background Checks from one central location and receive the results in your inbox! The orders and results are stored in an easy-to-view format, readily available for your recruitment process. 

Having already completed their consent form at the start of your recruitment process, you can easily run a variety of Background Checks on your candidates without any delay. 

Head on over to 

Job Crystal | Jobs and Career AI Portal for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here: Join Us and Register | Job Crystal]

Best Practice. Hiring Managers and Recruiters

In the pursuit of the perfect candidate-job match, understanding the recruitment process is crucial. Here’s a comprehensive guide on how professionals ensure a seamless recruitment experience, from initial job posting to successful onboarding.

Understanding Your Needs: Keyword Integration and Analysis

To start, a careful analysis of your specific requirements is conducted. Keywords such as “recruitment,” “jobs,” and “talent acquisition” help identify your industry, job roles, and expectations. This ensures that your job advertisements reach the right audience.

Harnessing AI Recruitment Technology: Smart Shortlisting

Incorporating AI recruitment technology is the next step. This technology evaluates resumes, considering skills and experiences, to match them with your job specifications. It plays a significant role in streamlining the shortlisting process.

Personalized Screening: A Human Touch

While AI is valuable, the human touch is irreplaceable. Recruitment specialists, well-versed in “staff selection” and “recruitment marketing,” thoroughly screen candidates. They assess skills, cultural fit, and alignment with your company’s values.

Tailored Interviews: Unearthing the Best

Direct and open recruitment strategies come into play. Recruiters conduct personalized interviews, exploring candidates’ suitability, aspirations, and career goals. These discussions help identify the best potential fits for your team.

Applicant Tracking Software (ATS): Organized and Efficient Process

To manage application influx, applicant tracking software (ATS) is employed. This tool aids in job posting site management, job alerts, and internal recruitment, ensuring no valuable candidate slips through the cracks.

Generative AI Recruitment: Unconventional Excellence

Cutting-edge technologies like “Generative AI recruitment” generate unique insights into candidates’ potential. This innovative approach considers factors beyond the obvious, leading to unconventional yet highly successful matches.

Thorough Background Checks: Trust and Reliability

To solidify candidate recommendations, thorough background checks are conducted. This step includes verifying qualifications and ensuring authenticity, fostering trust and reliability.

Client-Candidate Alignment: The Ultimate Goal

Throughout the process, the focus remains on aligning your company’s needs with candidates’ aspirations. Digital talent and recruitment online platforms ensure open, transparent communication, benefiting all parties.

A Seamless Transition: From Offer to Onboarding

Services extend beyond matching candidates and clients. Guidance is provided during job advertisements, manpower job selection, and staffing agency selection processes. This support continues until the successful candidate’s employment agency is selected, ensuring a smooth onboarding process. All these processes are made extremely more efficient and accurate through the partnerships with an executive search partner.

In conclusion, this comprehensive approach combines advanced technology, personalization, and industry expertise to ensure an efficient and effective recruitment experience. From job posting to onboarding, it delivers the best outcomes for both clients and candidates. Choose this approach for your recruitment needs and experience the difference!

Head on over to for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here:

How to Optimise Hiring Processes


In the ever-evolving landscape of recruitment, efficiency and accuracy in hiring processes have become paramount. Job Crystal, an innovative platform, offers a suite of five integrated tools designed to empower hiring managers and human resources professionals. This article delves into the factual aspects of Job Crystal’s offerings, shedding light on how it’s transforming the world of talent acquisition.

The Job Crystal Advantage:

Job Crystal distinguishes itself from traditional recruitment agencies through a blend of machine learning and human expertise. Its five-in-one solution encompasses an AI tool, background checks, an applicant tracking system (ATS), salary benchmarking, and optional executive search services.

AI-Powered Talent Matching:

Job Crystal’s AI tool, aptly named Crystal, is engineered to facilitate precise talent matching. By analyzing extensive data, Crystal assists in the identification of candidates whose profiles align with your specific job requirements.

Streamlined Background Checks:

The platform provides access to comprehensive background search results for candidates, enhancing the ability to make informed hiring decisions.

Efficient Applicant Tracking System (ATS):

Job Crystal simplifies and centralizes hiring processes through its ATS system, enabling the efficient management of job postings, applications, and candidate communication.

Salary Benchmarking Made Easy:

Utilizing existing data, Job Crystal’s salary benchmarking tool assists organizations in establishing competitive salary averages for various roles. This data-driven approach facilitates informed compensation decisions.

Personalized Executive Search Services:

For those seeking a more personalized and specific job specification process, Job Crystal offers face-to-face executive search services led by a team of experts.

The Job Crystal Success Formula:

The platform’s impact on hiring processes is tangible. Users report significant benefits, including up to a 75% reduction in search time, an impressive 99% accuracy rate in matching, and the potential to save up to 90% in recruitment costs.


Job Crystal stands as a noteworthy innovation in the realm of talent acquisition. By leveraging AI-driven tools and data-driven decision-making, it empowers hiring managers to optimize their hiring processes, minimize costs, and save valuable time. This factual overview highlights the core features and benefits that have earned Job Crystal its reputation as a valuable partner for HR professionals.

Head on over to for more on these powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here:

Looking to automate more of your HR?

Here’s how we can help

Do you know who you’re hiring? 

Finding a teammate can be expensive if you don’t do it right the first time, so you want to avoid making hiring mistakes. Basic background checks are important to make sure applicants are all they are claiming to be. 



Driver’s License Checks

Social Media

Fraud Checks

Criminal Checks

Reference Checks

Disc Profiling

Our process

Step 1

Get your candidate to sign a consent form (electronically or uploaded)

Step 2

Upload ID & Optional additional files

Step 3

Choose from the complete package of background checks, or tailor your checks to your needs


You get sent the results straight to your inbox

Starting from R15

How do you save time on hiring?

Hiring takes time, and the longer it takes tohire, the more expensive it gets. You alsorisk missing out on great talent. A lot of thetime spent on hiring is admin-related.

Crystal ATS is a cloud-based ApplicantTracking System that lets you save, sort,and stay in contact with your candidates –all automated an in one place.

We use Crystal ATS daily in our own processes and are constantly addingfeatures and time saving automation, sothe system is always being streamlinedand improved .

Here’s what you can do with CRYSTAL ATS:

Track your

your jobs

Do automated
reference checks

Search your

Move away from

Get constant time-saving
system updates

Starting from R4995

Head on over to 

Job Crystal | Jobs and Career AI Portal for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here: Join Us and Register | Job Crystal

Making Background Checks Effortless for you and your team

When hiring, all you have to go on is the word of the candidate and their CV

And while most candidates are honest about their employment history, educational qualifications, and
criminal record, there are many who are not.

Background checks are not just another step of the recruitment process – they are one of the most important.

No delays because time matters

The Job Crystal™ Background Check system is available online, 24/7 with fast results. We know how urgent a background check can be, and how a fast result could mean a new job for someone who needs it or loosing the opportunity.

Quality not quantity is our ethos, because accuracy matters

Our guarantee is to send you quality background checks, from our own database or from qualified suppliers. Our checks are used nationwide by a range of SME’s, recruiters, even the medical, education and security industry, because accuracy matters.

A bad hire can cost as much as R250,000

A PWC survey conducted in 2019 showed that hiring the wrong person can cost up to in the region of R250,000. Coupled with a loss of your organisation’s time training the wrong person, wasting your time
in interviewing, and subsequently paying a salary, leave and potentially IR Consultants. Make sure you get fast, accurate background checks. Our reputation speaks for itself.


Determine an individual’s criminal record status with the South African Police Service via Afiswitch using electronic fingerprint collection and
processing at locations nationwide.

Fingerprints can be captured at any Jetline or PostNet shop. They are open Mon-Fri 8am-5pm and Saturdays 9am-12pm.

Candidates must take a copy of ID with them when requesting fingerprints (ID book/card or passport)


Check driver’s license status, including date of issue and expiry, code status as well as endorsements.

Available for drivers licenses, learners licenses and temporary licenses.

Confirm that a professional driver’s permit is valid for transporting goods, dangerous goods and people.


Search for any fraudulent information related to name and ID number of a candidate, prospective employees’ and business partners’ identities against the South African Fraud Prevention Services.


Verify employment history. Past employers are contacted to validate
information, including company name, start and end date of employment, position held, KPI’s, strengths & weaknesses, and reason for leaving


A reliable, comprehensive and objective means of assessing potential
risk posed to them based on a candidate’s behavioral traits


Authenticate prospective employees’ and business partners’ identities. ID number is verified, validated and matched to surname.


Check candidates’ credit history through detailed TransUnion, Experian and XDS credit bureau reports.

tertiary education


Verify tertiary academic qualifications held by an individual from registered local and international institutions.

Verify local and global professional association memberships eg. CA(SA)

Matric qualification


Verify Matric qualifications held by an individual through both the
Department of Education (Pre-1992) and Umalusi (Post-1992).

Want us to run a check that we haven’t mentioned here?

Send us an email at

Head on over to 

Job Crystal | Jobs and Career AI Portal for more on this and other powerful recruiting tools.
Or, head straight to meet Crystal our machine learning tool and your new best friend here: Join Us and Register | Job Crystal]

Getting Hired

20 Popular Interview Questions and How to Answer Them Effectively


Securing a job often hinges on your performance during a job interview. To excel, you must be well-prepared to answer common interview questions with precision and confidence. In this knowledge-based article, we will provide factual guidance on the 20 most common interview questions and strategies for answering them effectively.

  1. Tell us a little about yourself:
    Provide a concise, compelling pitch highlighting your accomplishments and how they align with the job.
  2. How did you find out about this job opportunity?
    Demonstrate your genuine interest in the company by explaining your research efforts and connections within the organization.
  3. What do you think about this company?
    Show you understand the company’s mission and express personal alignment with it.
  4. Why should we hire you?
    Highlight your ability to deliver results, adapt to the team culture, and stand out among other candidates.
  5. What inspires you?
    Share both personal and professional motivations, showcasing your diverse interests and aspirations.
  6. What are your strong qualities?
    Give examples of your strengths, emphasizing skills and talents that have brought tangible solutions.
  7. What weaknesses do you have?
    Acknowledge your weaknesses and demonstrate your commitment to self-improvement.
  8. What salary are you looking for?
    Research industry standards and negotiate your compensation effectively to ensure a fair offer.
  9. Describe your dream job:
    Highlight the skills and experiences you aim to gain in your current role and discuss your long-term career aspirations.
  10. How well do you work in a team?
    Provide examples of your ability to collaborate and work effectively in group settings.
  11. How would other people describe you?
    Offer an honest and creative response that reflects your personality and professional qualities.
  12. Where do you see yourself in five years?
    Discuss your ambitions within the company, emphasizing professional growth and alignment with the organization’s goals.
  13. How do you handle pressure and stress at work?
    Share examples of past experiences where you successfully managed stress and pressure to achieve positive outcomes.
  14. What other companies are you interviewing with?
    Demonstrate your seriousness about the industry by mentioning similar job opportunities you are exploring.
  15. What do you like to do during your free time?
    Discuss hobbies that show personal growth and development, emphasizing goals and learning experiences.
  16. Tell me about the toughest decision you made recently:
    Showcase your critical thinking, problem-solving abilities, and your ability to consider various perspectives.
  17. Why are you leaving your current job?
    Present your decision in a positive light, emphasizing your eagerness for growth and new opportunities.
  18. Can you explain why you changed career paths?
    Connect your past experiences to the new role, highlighting transferable skills and showcasing adaptability.
  19. Why were you terminated from your former job?
    Be honest about any past terminations and demonstrate personal growth and lessons learned from the experience.
  20. Do you have any questions for us?
    Prepare thoughtful questions about the job or the organization to convey your genuine interest and enthusiasm for the opportunity.


Successfully navigating a job interview requires thorough preparation and thoughtful responses to common interview questions. Use these factual insights to enhance your interview skills and increase your chances of securing the position you desire.

Head on over to for more on this and other powerful recruiting tools.
Or, head straight to our candidate area, load up your CV and watch the magic happen:

Succeeding in your New Job

Pro Tips for Succeeding in your New Job

Mastering Your First Week at a New Job: Tips for Long-Term Success


Starting a new job can be both exciting and nerve-wracking. Your first week sets the tone for your entire career at a company. In this knowledge base article, we’ll provide expert advice on how to excel in your first week, make a positive impression, and ensure long-term success.

Why Your First Week Matters

Your initial days at a new job hold immense significance. Here’s why:

  1. Limited Time to Prove Yourself: Research shows that executives typically give new hires less than three months to demonstrate their value. Some even offer less than a month.
  2. Early Attrition: A high percentage of employees contemplate quitting within the first month, often due to poor onboarding experiences, management issues, or cultural mismatches.
  3. Persistent First Impressions: Scientific studies reveal that first impressions tend to linger, especially within the same context. It’s essential to start strong.

Preparing Before Your First Day

  1. Research the Company: Delve into the company’s culture and dress code through social media. Request the employee handbook to get acquainted with company policies.
  2. Test Everything: Ensure your commute, internet, computer, and software are in working order. Proactive preparation makes a great impression.
  3. Connect with Your Manager: Reach out to your manager a few days ahead, seeking insights about dress codes, expectations, and anything special you should prepare for your first day.
  4. Confirm Your Schedule: Avoid surprises by confirming your arrival time, lunch breaks, and any other important details.

Your First Day

  1. Introduce Yourself: Whether virtually or in person, make sure your arrival doesn’t catch your colleagues off guard. Take the initiative to introduce yourself.
  2. Arrive Early: Punctuality is key. Arriving early, especially during your first week, shows commitment and professionalism.

Your First Week

  1. Find a Buddy: If your workplace doesn’t assign a mentor, identify potential colleagues through LinkedIn for guidance and friendship. Don’t hesitate to initiate lunch plans or virtual coffee chats.
  2. Meet with Your Manager: Microsoft’s research suggests that one-on-one meetings with your manager in the first week can expand your internal network, improve meetings, and enhance collaboration.
  3. Ask Questions: Don’t hesitate to seek clarification or information from your manager or colleagues. It demonstrates your commitment to perform well.
  4. Practice Self-Care: Combat first-week jitters with self-care techniques like sleep, hydration, nutrition, meditation, and exercise.

Parting Words: You’re Already Liked

Remember, feeling nervous before your first day is normal. The company chose you because they believe in you as a person, not just your skills. Armed with these tips, you can reaffirm their decision and set the stage for a successful career.

In summary, your first week at a new job is a crucial opportunity to establish yourself positively, build relationships, and ensure long-term success.

Head on over to for more on this and other powerful recruiting tools.
Or, head straight to our candidate area, load up your CV and watch the magic happen: