Posts tagged ‘interviews’

Negotiating an on Campus Recruitment offer Forbidden? Not Really!

Looking for jobs in Africa? Final year campus recruitment? Most organisations recruiting on campus offer the same standard packages and avoid negotiating with new recruits. While negotiating aggressively could backfire with the employer retracting the offer, not negotiating may affect future pay increases, bonuses or other perks.


Negotiation is not recommended but certainly not forbidden. Some tips to negotiate carefully for a better offer.




Find out areas where which potential employers may be flexible. You could probably ask them for a start date of your preference, a more senior position if you have special expertise or experience or move to a less-popular location that could qualify you for a customized package.




Consider long terms prospects when comparing job offers from multiple organizations.

Checking out with ex-alumni from your school who have worked for the firm for several years – or by asking your interviewers directly, you can get more information on long term monetary benefits.




Some of the most important factors in accepting a job offer could be role, location, department, pay package and amount of travel required.

A candidate should decide the factors important to them weigh the job offer on those elements and then negotiate based on one or two issues most important to them.




Candidate should be willing to work as per the employer’s requirement such as in the busy season and think how they could deliver more value to the employer; this would also inspire the employer to be more flexible towards them.


How to wreck Your Career

(Yahoo Finance) Unintentional–even innocent–mistakes can dim a bright career future. Have a look at some common career blunders some tips on how to avoid them.


1. Make emotional, rash decisions. Being impulsive and quitting a job in haste. It will wash away years of hard work. The career decisions people most often regret are those that are made in haste when emotions are running high.


2. Be reactive.  Signs of trouble? Expecting layoffs or the organisation to sink? Plan ahead, take action and take control of the situation before unemployment hits you.


3. Avoid self-reflection. You are not perfect. If you do not take responsibility for your shortcomings, and commit to improving them, it is a career faux pas.


4. Wing it. Don’t be vague about your career. You need to know where you’re going and have a map to the way up to succeed.


 5. Get comfortable. Being in a comfort zone is a big NO. You need to stay ahead of the ahead of the competition, learning new skills and pushing yourself to new levels

How to spot a great candidate

(Inc) While most candidates ask questions to look smart, Great candidates ask questions because they’re evaluating you, your company–and whether they really want to work for you.


The bulls eye questions top candidates ask:


What do you expect me to accomplish in the first 60 to 90 days?


They are the ones who want to want to make a difference–right away. They don’t want to spend weeks or months “getting to know the organization.”


What are the common attributes of your top performers?


Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.


Great candidates want to know if they can fit in and be a top performer.


What are a few things that really drive results for the company?


Employees are investments, and every employee should generate a positive return on his or her salary. They want to know what works to solve problems and helping the company succeed.


What do employees do in their spare time?


Great candidates usually have other job options. They want to know if they will have good colleagues and can fit in the organisation. After all happy employees are better employees.


How do you plan to deal with…?


Great candidates hope for growth and advancement. They want to know what you plan to do in case of a major challenge: technological changes, competitors entering the market, shifting economic trends and how they will fit into those plans.