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Saturday, February 10, 2018

Job Opportunity at Ballore Africa Co Ltd, Food & Nutrition Officer...!

Location
Ilala, Kariakoo Dar Es Salaam

Description
Overseeing all process we have on importation and exportation of food products, condition of the food we are about to purchase and advise the way to go, supervising all the process as the regulations are directing from the government.

CLICK HERE TO APPLY

Warning: Any Job Vacancy Requesting Payment For Any Reason is a Scam.

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Friday, February 9, 2018

11:19:00 AM

Smart Answers to 15 Common Interview Questions

Stand Out with Your Answers to These Interview Questions
The number of questions that can be asked by Human Resources or the hiring manager is limitless. Here are some of the most popular questions and my thoughts on how to answer them.

1. Tell me about yourself
One of the most common questions in an interview is “Tell me about yourself.” Actually, it is not even a question--it is an invitation. It is an opportunity to share with the interviewer whatever you think is important in their hiring decision.

More importantly, it is your chance to differentiate yourself from other candidates. In most cases, the standard questions offer the same opportunity.

2. Where do you see yourself in five years?
Employers don’t necessarily care to hear that you expect to climb the corporate ladder and be a supervisor. If the job you’re interviewing for is not a supervisor, they probably aren’t concerned about your management skills. You can share how you’ve been a mentor to others and led projects with little to no supervision. That should indicate you have leadership potential.

Focus on them: In five years, you should have made a significant impact to the company’s bottom line. Think about how you can achieve this in the role you’re interviewing for. In technology careers, advancing your skills is important, too. You should be able to share what areas you want to strengthen in the near term (but be careful that they are not areas of expertise that the company needs now).

3. Why should we hire you?
This is a differentiation question. What you want to tell them is: they'd be crazy not to they hire you.

Focus on them: You need to only share how you meet almost all the criteria they seek, and also have two to three additional abilities that they might not even know they need…yet. They need to know you are a candidate who can not only meet their needs now, but will also be valuable for where they want to go in the future.

Are they likely to need another skill set as they grow as a company?
Or maybe you have skills that you noticed are in another job description they are looking to fill?
You can help out with those deliverables until they find someone (or be a backup to the person they hire).

Have you been down a path already that they are currently starting? Having “lessons learned” to offer them is a very strong plus for a job candidate.

4. Why do you want to work here?
The answer to this question has two aspects: the content and the delivery.

Focus on them:

Content -- Employers want to know you feel you can fit in at the company quickly. That means not only deliverables in the job description, but also your fit with the company culture. You will likely have to do some homework to answer this one. You need to understand the reasons why others enjoy working there. Is it a great place to advance your skills, have great challenges to add to your resume, or will it allow you to grow as a professional?
Delivery -- The delivery must be genuine. If a hiring manager feels you’re just “telling them want they want to hear,” but don’t mean it…well, the interview is over in their mind. They want to know this is not just a job and paycheck. They want to hear this is what you want to do and the best place to do it.

5. What do you know about us?
This is actually a test. If you know very little, it is an indication that you are not very serious about working there.

Focus on them: Candidates who are really excited about the prospect of working there have done their homework. If you really want to stand out, learn more than what is listed on their web site. Do some heavy research—perhaps find some articles on the company that not many would know about. It may even come up in conversation spontaneously, and you can show them a copy of the article (I have had this happen to me).

6. How do people describe you?
Here’s another opportunity to differentiate yourself. Everyone claims to be: a hard worker, good communicator, and team player. But how many are a: problem-solver, game-changer, leader in the industry? Be creative, and have stories to back it up. The interviewer will want to know why someone thinks you are one of these things.

Focus on them: You want to present attributes that make you sound like the go-to guy or gal wherever you work. Even the standard answers can be taken a step further to be more valuable:

Yes, they want hard workers, but most likely that’s commonplace at their office. Maybe you work hard, but also help others work fewer hours (by helping them do their job better or making their jobs easier).
Good communicators are everywhere. But this doesn’t mean just speaking well. It includes listening. Do you hear things that others don’t? Do you understand things quickly? Can you figure out what people are trying to tell you through other clues (body language, for example)?
Being a good team player is expected, too. But what does this really mean? Getting along with everyone? That’s not hard to do if you’re a nice person. Pulling your weight in the office? Again, expected. What have you done, beyond your job description, that saved the team from a disaster or helped them make an impossible deadline? Have you won an award for this?

7. What is your greatest strength/ greatest weakness?
Your greatest strength is something they need. Don't choose something irrelevant to the job or the employer, like your skill in sudoku (unless that is a requirement for this job).

Focus on them: You have many strengths, but pick the one they need help with the most. Is it your expertise in a particular skill? Is it your ability to turn low-performing teams into high performers? Share something that makes them think they need to hire you…right now.

I hate the “greatest weakness” question. Everyone knows it’s a trap, and everyone knows the candidate is going to say something trite (popular example: "I’m a perfectionist"). When you give a real answer, you are being genuine. You are admitting you have some growth opportunities and are not perfect. But you can include that you already have a plan to overcome this weakness through training or practice.

Some people even insert a little humor in their answer—“I wish I was better at tennis.” You can, too, if you feel like the interviewer has a sense of humor. But, be sure to quickly follow with a serious answer. Showing you have a lighter side is usually a good thing.

8. When can you start?
Be careful about this question for a few reasons:

It doesn’t mean that you “got the job.” They may be just checking to add that to their notes. You must keep your guard up until you are in your car and driving away from the interview.
If you are currently employed, you should be honest about the start date and show professionalism. You should tell them you would have to discuss a transition with your current company to see if they require a two-week notice (or some other timing). If you currently have a critical role, your potential new employer would expect a transition period.
If you can start right away (and they know you are not currently employed), you certainly can say you’re able to start tomorrow. Sense of urgency and excitement about starting work at the new company is always a good thing.

9. How did you find this job?
You may have found the opportunity through research on ideal jobs where you can make the most impact and hope to grow professionally. I would also hope you looked for companies that you feel meet your standards for corporate culture, investment in employees, successful business model (or perhaps giving back to community), and any other aspects you feel are important to you. Make sure you can go into a little detail on what you found in your research.

The “job” may have found you. In that case, you can say you were contacted by HR or a recruiter who felt you were a good fit. But don’t leave it there. You should still mention you did your homework and verified that this is right for you -- as a potential contributor to the company’s success, and as a good match for what you’re looking for in an employer.

10. Why do you want this job?
There should be a heartfelt answer on this one. Your gut should be giving you the answer. Although, if the reason is about money, location, work schedule, benefits, and other factors not tied to actual role, you may want to think a little more about your answer. None of those reasons are important to the hiring manager.

Focus on them: They want to hear that this job is exactly what you’ve been thinking about as a next step in your career.

Of course, the follow-up question they’ll ask is: How so?

Be prepared to answer that with your rationale for how this job meets your professional needs and how you can contribute at your highest potential while in this role. People want to feel like their work means something. There is nothing wrong with sharing that feeling in a thoughtful way.

11. Why do you want to leave your current job?
This can be a deal-breaker question. Obviously:

If you say you hate your current boss or company, the interviewer will naturally believe you will hate them eventually.
If you say, your current compensation or role is below your standards, they will again assume the worst.
Although these may be legitimate reasons to leave a job, there must be other reasons, too. Your current company or department may have become unstable (hopefully the interviewer’s company is very stable). Your current employer may not be able to offer you any professional growth (the interviewer’s should be able to do this).

Do you see a pattern here? Highlight a reason that the hiring manager cannot be concerned about.

Of course, if you have an issue that is very important to you that could be a deal-breaker (like company culture), you can mention it. Just be prepared for them to take one extreme or the other. For example, maybe you only want to work for companies that buy from vendors in your home country. The hiring manager will let you know if their company does this. And if they don’t, I guess the interview is over.

12. Why did you quit your last job?
This is a tough one. Typically, you should not quit a job until you have accepted another job. However, life doesn’t always allow that to happen. Did you quit because you couldn’t spend enough time looking for your next job? Perhaps the company you worked for was close to shutting down and you didn’t want to waste valuable time waiting for the last day of operation.

Certainly, there are common reasons that are understood as necessity:

Had to move to a new location for various reasons.
Family or health reasons.
Unbearable work conditions (careful here, as already discussed).
The key to answering this question is to keep it short. Don’t feel the need to expand your answer to include a lot of details.

13. Why were you fired?
This is another danger zone. This is not the time for defending yourself with a long story about you being the victim.

If you made a mistake, you are going to have to try to minimize the severity of the situation. An argument with a boss could be described as a difference in opinion. Not following orders because your moral compass told you not to could be described as “taking the high road.”

Just be careful not to cast blame on others. Consider including a “silver lining.” Did you learn a lot from the experience and now possess knowledge that will mitigate the chances of this happening again?

Laid off is not fired: If you were part of a layoff, this is different from being fired. It was likely a financial decision by management, and you were part of a group that was targeted as part of budget cuts. Layoffs are typically not personal -- they are just business. Hiring managers know this (and likely have been involved in one at some point in their careers).

14. Explain your gap in employment
I’ve dedicated a whole article to this topic. The bottom line is you should make sure to paint a picture that you were productive, improving yourself, helping family, or something constructive.

Hiring managers don’t want to hear that you felt it was time for a “long-awaited break from the rat-race.” Or "time to recharge your batteries." The first thought that will pop into their heads: When is your next break coming? Probably in the middle of a big project we’re working on.

15. Do you have any questions?
My simple advice is: yes, you had better have questions. When I hired people to work on my teams in the past, I expected interviewees to have questions.

This is your chance to “interview the interviewer.” In essence, to learn about the company, the role, the corporate culture, the manager’s leadership style, and a host of other important things. Candidates who are genuinely interested in the opportunity, ask these types of questions. Those who don’t ask questions give the impression they’re “just kicking the tires” or not really too concerned about getting the job.

When given the floor to ask questions, you should realize the interview is not over yet. Good candidates know this is another time to shine. It is imperative that you ask questions that do three things:

Show you did some research about the company.
Mention something else (related, but interesting) about you.
Will have an interesting answer or prompt a good discussion.
After you have had a chance to ask your questions, you will want to validate that you are an ideal candidate for the job. To do this, you should probe into the minds of the interviewers and see if there are any concerns they have about you.

The key question to do this can be along the lines of:

“After discussing this job, I feel as if I would be a perfect fit for it. I’m curious to know if there is anything I said or DID NOT say that would make you believe otherwise.”

The answer you get to this question may open the door to mentioning something you did not get to talk about during the interview or clarify any potential misconception over something that was covered. You may not get a chance to address shortcomings in a follow-up interview -- it is imperative to understand what was missing from the discussion while still in the interview.

Source:Job Hunt

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Saturday, February 3, 2018

Jobs In Uganda 4:03:00 PM

Regional Human Resource Manager Job Opportunity – Q-Sourcing Limited...!

Job Title: Regional Human Resource Manager

Organization: Q-Sourcing

Limited

Duty Station: Kampala,

Uganda

About US:

Q-Sourcing Limited is a

manpower management solutions firm operating in the East African Region in the

countries of Uganda, Kenya, Rwanda and South Sudan.

Job Summary: The Regional

Human Resource Manager will support the Q-Sourcing Servtec.

Key Duties and

Source: Uganda Jobs

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Jobs In Tanzania 3:46:00 PM

Job Opportunities at RTI International Tanzania...!

RTI International is one of the world, leading research institutes. We work Ali
governments, businesses, foundations, universities, and other clients and
partners to improve the human condition by turning knowledge into practice. Our staff of more than 5,000 tackles hundreds of projects to address complex social and scientific challenges facing our clients and the people and communities they serve. Our experts hold degrees in more than 250 scientific, technical, and professional disciplines across the social and laboratory sciences, and international development fields. RTI works in more than 75 countries and maintains offices on four continents. Our headquarters is located in Research Triangle Park, North Carolina. Our dedication to innovative, objective research and technical services makes RTI an outstanding partner for clients around the world whose greatest challenges demand rigorous approaches and science-based solutions.

VACANT POSITIONS
Tanzania: HIV Infrastructure Advisor II
RTI is seeking an Infrastructure Advisor who will provide technical advice to CDC Tanzania as part of a project team, working on schemes through all stages of a project's procurement and development. The Advisor will develop knowledge of fundamental project issues for a range of sectors, but particularly social infrastructure for a CDC HIV infrastructure development project. He/she will manage projects, including financial, technical and contractual matters and compliance with internal quality procedures and directives.

Qualifications: BA/BS and at least 5 years' experience advising on infrastructure projects. Significant project experience in the social infrastructure sector, experience engaging the private anti public s.tors to build and manage alliances and facilitate resources to achieve expected results in productive infrastructure projects. Experience reviewing engineering and infrastructure studies and analyses, infrastructure designs and inspections of public and private sector funded initiatives. Experience working with and managing a range of clients and stakeholders including Tanzanian government authorities and/or lenders. Strong oral and written communication skills in English required. Experience of preparing basic financial models preferred. Evidence of working on varied technical topics and flexibility to adapt knowledge to areas outside immediate experience.

Tanzania: Health Information Systems Advisor
RTI is seeking a Health Information Systems (HIS) Advisor who will support CDC Tanzania in providing technical assistance to the Tanzanian govemment to integrate and coordinate surveillance and programmatic data analysis to support decision-making for planning and policy needs, including cataloguing, reviewing, a. tracking of health-related data available in country. The HIS Advisor will work with partners and Tanzanian Ministry of Health (MOH) counterparts to design and develop a national HIS integration framework. The framework will integrate health data from all existing, diverse data sources, and will provide a secure environment for users to extract consolidated public health data. This coordination of surveillance and programmatic data analyses will support decision making for planning and policy needs, including cataloguing, reviewing, and tracking of health related data available in country.

Qualifications: University degree in information systems. ICT systems/business analysis or business and management. At least 6 years demonstrated experience in healthcare-related database and data warehouse design and development for U.S. Government-funded projects, other internationally funded programs, Tanzanian NG0s, or private sector. Strong knowledge and experience in data warehouse principles and technology. Experience with business process analysis, workflow, requirements specification development, and data modeling. Strong knowledge and experience with data extract, transform, and load (ETL) principles, methods, and technology, and the use of application programming interfaces (APIs) for electronic data transfer. Knowledge of DHIS 2 data structures, analytic, data visualization, data import/export capabilities, and API desired. Strong oral and written communication skills in English required.

To apply please send your CV and cover letter to globalhealthresearch@rti.org. Please use Indicate position title(only) in the subject line.

We are proud to be an EEO/AA ernployer WF/D/V

Source: The Guardian January 30, 2018

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Jobs In Tanzania 3:01:00 PM

Job Opportunity at Mwalimu Nyerere Memorial Academy (MNMA), Warden...!

WARDEN III (RE ADVERTISED) - 1 POST

Employer: The Mwalimu Nyerere Memorial Academy (MNMA)
Date Published: 2018-01-29
Application Deadline: 2018-02-11

JOB SUMMARY:

N/A

DUTIES AND RESPONSIBILITIES:

i. Counsel and guide students in the halls of residence;

ii. Coordinate students’ cultural, recreational and sports activities;

iii. Take care of students’ welfare and ensure that the sick are urgently treated and taken care satisfactorily;

iv. Ensure that academy’s by-laws and regulations guiding students’ life are being observed;

v. Handle problems of accommodation in the halls of residence;

vi. Ensure that the halls of residence are in good order; and

vii. Perform any other duties as assigned by Supervisor.

"

"

QUALIFICATION AND EXPERIENCE:

Bachelor’s Degree or Advanced Diploma either in Counselling and Guidance, Education, Sociology or Social Welfare from recognized higher learning Institutions.

REMUNERATION: Salary Scale ATTRACTIVE REMUNARATION PACKAGE

CLICK HERE TO APPLY

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Jobs In Tanzania 2:52:00 PM

Job Opportunity at BRAC, Assistant Human Resources Manager...!

Location
Kinondoni, Mbezi Dar Es Salaam
Description

CAREER WITH BRAC TANZANIA

BRAC is one of the world’s largest development organizations and has extensive
development programs globally. BRAC in Tanzania is seeking application from
competent, dynamic and self-motivated individual to fill up the following position;

Position (1): ASSISTANT HUMAN RESOURCES MANAGER- Recruitment

Job Location: Country Office, Dar Es Salaam, Tanzania

Job Responsibilities:
• Coordinate and organise field based recruitment and selection process
• Ensure, coordinate and facilitate the on boarding of new staff in field offices
• Planning staff forecasting for organization and manage its implementation.
• Deal with employee requests human resources issues, rules and regulations
• Developing reliable selection tools
• Creating a long-term sourcing plan
• Organizing career fair and campus recruitment seminars
• Create and suggest new and effective interviewing procedures and techniques
• Ensure current staff numbers are sufficient and appropriately distributed
• Engage in effective recruitment methods to determine useful applicant markets
• Directly interact with job candidates and respond to initial queries
• Process and track applicant job submissions
• Manage recruitment databases
• Conduct initial candidate screenings and interviews

Required Qualifications and Experience:
• Bachelor degree in Human Resources from a recognized University
• At least three (3) years experience to work with NGOs in HR department and two (2) years in recruitment unit
• Have excellent computer skills especially excel, word and presentation.
• Experience with (phone and in-person) interviews, candidate screening and evaluation
• Hands-on experience with Applicant Tracking Systems and HR databases
• Interpersonal skills to form effective working relationships with people at all levels
• Competencies on problem solving and decision making
• Extensive knowledge in Tanzania labor laws.
• Attention to detail with high potential to be future leader.
• Managerial and leadership experience
• Exceptional work ethic
• Exemplary communication skills both oral and written
• Consistently meets deadlines
• Thrives under pressure
• Respectful and patient
• Comfortable with some travel

If you feel you are the right match for above mentioned position, please apply to
HRD,
BRAC Tanzania Finance Limited,
Plot #2329, Block-H,
Mbezi Beach, and P.O. Box105213,
Dar Es Salaam

or through email to recruitment.tanzania@brac.net with a subject “ASSISTANT HUMAN RESOURCES MANAGER-RECRUITMENT”. Application deadline is 15.2.2018. Only shortlisted candidates will be contacted.

BRAC Tanzania is an equal opportunity employer

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Procurement Jobs 1:58:00 PM

11 Employment Opportunities at CV People Africa - Tanzania...!

IT MANAGER
INTERNSHIP-RECRUITMENT ASSISTANT
MONITORING AND DATA OFFICER
SENIOR ENTREPRENEURSHIP MANAGER
PROJECT SUPERVISOR
HEAD OF BRANCH BANKING
PROCUREMENT MANAGER
FINANCIAL MANAGER
HEAD OF FINANCE AND STRATEGY
SENIOR PARTNERSHIP AND SALES OFFICER
MECHANICAL ENGINEERING

Click HERE to register and apply online or you may forward your CV to farida@cvpeopleafrica.com

Please help us to share this as much as you can!

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