Job Description
1. IBM
(i) Base Account Growth Leader
2. Kenya Airways
(i) Regional General Manager
3. Scopic Software
(i) Senior PHP, Javascript Developer
4. Great Lakes University
(i) Webmaster
5. Plan International
(i) Country Logistics & Administration Manager
6. Kenya Wildlife Service
(i) National Project Manager
7. World Vision Kenya
(i) Finance and Support Services Director
How To Apply
Follow the Links Above
Job Description
1. Stanchart Bank
2. CFC Stanbic Bank
3. SCB
How To Apply
Michuki Technical Training Institute is a Government Funded Institution under the Ministry of Education Science and Technology.
Applications are invited from suitably qualified candidates for the following posts under the Board of Governors terms.
(i) Mechanical/Automotive lecturer
(ii) Procurement Officer
(iii) Secretarial Lecturer
(iv) Business Studies Lecturer
(v) Electrical & Electronics Lecturer (2 Positions)
(vi) Communications Lecturer
(vii) Food & Beverage Lecturer (2 Positions)
How To Apply
Follow the Links Above
Job Description
VALUE Farms Limited
(i) Farm Storekeepers
(ii) Farm Field Recruitment Officer
(iii) Farm Project Manager
(iv) Farm Supervisors
(v) Latest Agronomists
(vi) Farm Manager
(vii) Farm Accountant
How To Apply
Follow the Links Above
Job Description
1. Visa
(i) Office Manager
2. Lundin Foundation
(i) Portfolio Manager
3. SCB
(i) Team Manager
(ii) Insurance Specialist
4. Nation Media Group
(i) Multimedia Journalist
5. Great Lakes University
(i) Dean of Students
(ii) Internal Auditor
(iii) Transport Officer
How to Apply
Follow the Links Above
Job Description
1. IBM
(i) Base Account Growth Leader
2. Achukule Irrigation Project
(i) Accountant
3. IPOA
Accountant
4. The Genesis Group of Companies
(i) Account Executive
5. Ketepa
(i) Key Accounts & Manager
6. MSF Holland
(i) Accountant
7. PATH NGO
(i) Accounting Associate
How to Apply
Follow the Links Above
Job Description
1. Food for the Hungry
(i) Sponsor Relations Officer
2. Hivos East Africa
(i) Project Officer
3. AgriProFocus
(i) Marketing and Communications Facilitator
4. Evidence Action
(i) Data Management Consultant
5. Free the Children
(i) Mentorship, Leadership & Culture Manager
6. ILRI
(i) Data Analyst
(ii) Monitoring & Evaluation Specialist
(iii) Instructional Design Specialist
How To Apply
Follow the Links Above
Wouldn’t it be great if you knew exactly what a hiring manager would be asking you in your next interview?
While we unfortunately can’t read minds, we’ll give you the next best thing: a list of the 31 most commonly asked interview questions and answers.
While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right man or woman for the job.
Consider this your interview study guide.
1. Can you tell me a little about yourself?
This question seems simple, so many people fail to prepare for it, but it’s crucial. Here’s the deal: Don’t give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.
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2. How did you hear about the position?
Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.
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3. What do you know about the company?
Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren’t necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company’s goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.
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4. Why do you want this job?
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).
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5. Why should we hire you?
This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.
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6. What are your greatest professional strengths?
When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you’ve demonstrated these traits in a professional setting.
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7. What do you consider to be your weaknesses?
What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you be more comfortable when addressing a crowd.
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8. What is your greatest professional achievement?
Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”
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9. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.
In asking this interview question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says Skillings. Again, you’ll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.
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10. Where do you see yourself in five years?
If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you’ve set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn’t the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.
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11. What’s your dream job?
Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.
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12. What other companies are you interviewing with?
Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you’re serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the company’s industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say ‘I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems.’”
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13. Why are you leaving your current job?
This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.
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14. Why were you fired?
OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn’t exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal-breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even better.
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15. What are you looking for in a new position?
Hint: Ideally the same things that this position has to offer. Be specific.
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16. What type of work environment do you prefer?
Hint: Ideally one that’s similar to the environment of the company you’re applying to. Be specific.
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17. What’s your management style?
The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach…”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.
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18. What’s a time you exercised leadership?
Depending on what’s more important for the the role, you’ll want to choose an example that showcases your project management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your overall leadership experience and potential.”
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19. What’s a time you disagreed with a decision that was made at work?
Everyone disagrees with the boss from time to time, but in asking this interview question, hiring managers want to know that you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and productive working relationship.”
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20. How would your boss and co-workers describe you?
First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.
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21. Why was there a gap in your employment?
If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.”
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22. Can you explain why you changed career paths?
Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can make seemingly irrelevant experience seem very relevant to the role.
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23. How do you deal with pressure or stressful situations?
“Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals,” says McKee. A great approach is to talk through your go-to stress-reduction tactics (making the world’s greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease.
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24. What would your first 30, 60, or 90 days look like in this role?
Start by explaining what you’d need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.
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25. What are your salary requirements?
The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you’re flexible. You’re communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.
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26. What do you like to do outside of work?
Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)”
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27. If you were an animal, which one would you want to be?
Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”
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28. How many tennis balls can you fit into a limousine?
1,000? 10,000? 100,000? Seriously?
Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)
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29. Are you planning on having children?
Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”
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30. What do you think we could do better or differently?
This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not only have some background on the company, but that you’re able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job.
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31. Do you have any questions for us?
You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?
You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What’s your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”)
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Source : themuse.com
We’ve all been in a position where we feel our superiors aren’t handling things correctly. It could be that your direct supervisor isn’t managing your schedule efficiently or isn’t using you to your full potential. It could be that your CEO has a concerning new vision for the company’s future. It could be that your manager isn’t treating you and your peers on equal ground.
Poor and ineffective management come in many forms, and all of them can wear on you professionally. When you deal with these habits daily, it’s only natural to want a change, but many people immediately resort to the final option: quitting and looking for a new job.
There’s no question about it; some workplaces are toxic, and downright hostile, and in these cases the only logical option is to pursue a different opportunity. But in most cases, ineffective management can be dealt with, and you can keep your job without having to tolerate it further.
1. Look at the Situation Objectively
Your first step is to try and objectively analyze the situation. You may feel that your boss has directly insulted or offended you, but one incident doesn’t necessarily mean your boss is an ineffective manager. Everybody makes mistakes and has weaknesses, so it’s rarely worth taking action over one irritating incident.
It’s also possible you’re taking things too personally. If you find your boss is giving you lots of negative feedback, it may be his or her way of trying to help you grow as a professional. On the other hand, it could be an unfair or unproductive means of evaluation. Try to step back from the situation to see if there really is a pattern. Talk to your friends and family about the situation, focusing only on the facts, and see what they think. You can also reach out to other co-workers you trust—but remember that gossip can only do harm. If you determine that your manager is objectively taking bad or counterproductive actions, you can start taking action.
2. Talk to Your Boss Directly
Your first step must be speaking with your boss directly. Do not ignore the problem. Do not go above your manager’s head. Do not adopt a passive-aggressive attitude. All of these measures are counterproductive. Instead, schedule a meeting with your manager and tell him or her exactly how you feel about the situation.
When you initiate this, be careful not to criticize your manager harshly or personally. Instead, focus on your professional needs and how he or she is or isn’t fulfilling them. Describe specific events to illustrate your points, and listen to what your manager has to say about them. In most cases, you’ll find your manager can illuminate these situations with an alternative perspective, and your manager will be more than willing to make adjustments in the future.
If you find your manager is unwilling to talk about the problem, or is unreceptive to your requests for change, you’ll need to find an alternate route.
3. Avoid Making Ultimatums
Throughout the course of your discussion and even in the back of your own mind, avoid making ultimatums or becoming fixated on one solution. For example, saying to yourself, “If he doesn’t stop demanding me to be here half an hour early, I’m going to quit,” can distract your attention from the root of the problem and can prevent you from making other meaningful changes. Threatening to quit in front of your manager or in front of others can also make you appear unprofessional and weaken your overall position. Instead, try to keep an open mind.
4. Find Compromises
There is always more than one solution to a problem. In the above example, a manager is demanding his or her staff to arrive half an hour early every day when it isn’t necessary. To the worker, eliminating this practice altogether may seem like the obvious solution. However, finding a compromise can help your manager understand and compensate for your objections without completely disrupting his or her original vision. For example, maybe coming in 10 minutes early is plenty, or maybe you can come in half an hour early for two days out of the week.
This is a simple example, but what’s important to remember is that compromises are always available to those willing to search for them.
5. Speak to Others Who Can Help
If your direct conversation didn’t happen, if it didn’t help, and none of your compromises are panning out, don’t hesitate to go to someone else in the company for some extra assistance. Your manager’s supervisor or your HR Director shouldn’t be your first stop, but if you’ve made a serious effort for positive change with no results, these people can help drive a more meaningful change. Your identity can be kept confidential, and these superiors can help oversee a process that targets and corrects the destructive behavior.
6. Escalate Your Actions
If none of these options work and upper management isn’t taking your complaints seriously enough, escalate your actions at the ground level. Gather your peers, co-workers, and other managers to discuss the problem and petition for a change. Many voices have more power than one voice, and if you’re having a problem with a manager, chances are someone else is too.
Put these strategies to use if you’re currently dealing with ineffective management in your position. After consistent use, you may find that they aren’t of any help; if this is the case, it’s likely in your best interest to move on to a new opportunity. However, you may find that these strategies negate, improve, or lessen the impact of those nasty managerial habits, leaving you to better enjoy and execute your daily work.
Source : themuse
Success and fulfillment do not have to be so elusive.
In many cases, the real change that needs to take place is in your own attitude. These principles can help you adjust your thinking. Once you do, the opportunities will arise. Your new outlook about problems will help you push through them. Your new understanding about feedback will help you stay unoffendable. Here’s how:
1. Remove Yourself From the Equation
The best place to start when you want to achieve success is to stop looking so intently at the mirror. Narcissism is the real killer to achieving more because you forget to involve other people. You’re only “in it to win it,” and that causes problems. Who gets further in a boat, the guy paddling by himself or the guy letting the team paddle in unison?
2. Never Take Offense
There’s an art to being unoffendable. You have to work at it. We all have a natural tendency to react poorly to criticism. Avoid that. Churning over negative feedback freezes you up; it kills momentum. Unoffendable people achieve greater success, they stay motivated and happy, and they feel more fulfilled.
3. Give More Than You Take
It’s a well-established truth that giving is better than taking. The givers have actual, real, breathing friends and not just the fake kind on Facebook. If you want to feel fulfilled in life or work, give back to others and watch as they support you during down periods.
4. Embrace Change
You have to grab hold of change and shake it. You have to pursue it. When you fight it, change tends to overwhelm you and make you sputter into a pool of regret. Change becomes a method of destruction and derails success. When you embrace something new and even enjoy the challenge, the real change happens to you.
5. Admit Faults
You can shed faults like a snake sheds its skin. When you do, the faults tend to slither away and won’t hold you back anymore. Admit them. Ask others to point out your faults. Seek feedback from others so you can figure out how to overcome the problems that are holding you back from finding true fulfillment and success.
6. Have a Thankful Attitude
How you view success is critical. It’s all about how you perceive things. When a project goes your way, be thankful. When it doesn’t, maintain the same attitude of success and know that you can’t always control the outcome. Realize that previous success means you can expect future success. Choose to be a successful person.
7. Seek Feedback
Feedback is not the enemy. The enemy is not reacting to feedback correctly. It’s staying stagnant. True success comes from the desire to use feedback as a tool for change. A lack of success comes from a negative attitude about change. Those who get stuck and don’t feel fulfilled or happy are those who see feedback only as criticism.
8. See the Humor of Life
There’s no question being able to laugh at yourself and others is a key ingredient to fulfillment. It means you are not taking things so seriously that every challenge or setback ruins your motivation and attitude. Laugh when you experience success. You’ll find new motivation. Laugh when you experience failure. You’ll end up in a place of fulfillment. See both your overall happiness and your disappointment as a frame of mind.
9. Ponder Deep Questions
It’s a recipe for success when you ponder the deep questions of life and then respond by being the one who lives at peace. Have you encouraged others at work? Do they see you as a positive member of the team? Are you gaining fulfillment outside of your own efforts and pursuits? Do you value the team over your own agenda? When you ask the right questions, you can find the right answers. A big part of the answer is found in your own attitude.
10. Learn How to Love
Love is not the normal reaction in many situations. It’s easier to act greedy or jealous. Love takes work. You have to learn how to do it in life. Love is an act of self-denial, and it leads to the most fulfillment and success. It is the key motivator. Always.
WFP’s strategic plan lays out four objectives and all our work is geared towards achieving them. They are:
- Save lives and protect livelihoods in emergencies
- Support food security and nutrition and (re)build livelihoods in fragile settings and following emergencies
- Reduce risk and enable people, communities and countries to meet their own food and nutrition needs
- Reduce undernutrition and break the intergenerational cycle of hunger
a. Senior Logistics Associate
b. IT Operations Officer
c. Gender Advisor
1. Ringier
(i) Ongoing Interns Recruitment at Ringier Kenya (2016 Jobs)
2. NOVA
(i) Admissions and Brand Associate
(ii) External Relations Senior Associate
3. Nation Media
(i) Business Intelligence Manager
(ii) Digital Product Manager
(iii) SEO Manager
(iv) Analytics Manager
4. Kenya Orient
(i) Branch Manager – Nyeri Division
(ii) Branch Manager – Nairobi Division
(iii) Assistant Manager – Claims Division
Your future made with IBM – Leading to Africa
Over the past 100 years, IBMers all over the globe have helped make the world work better and smarter. IBMers are leading business and technology experts, working with clients in all industries in the private and public sectors to tackle the world’s biggest challenges. In Africa, we’ve been changing the way the continent does business for more than 50 years, and as our company continues to grow, we need talented individuals like you.
We are currently searching for young talents for the LEADing to Africa program. The intent of this internship program is to build an important recruitment channel for our business in Africa, specifically inKenya, Nigeria, Morocco, by providing a short-term real world experience in other IBM markets. IBM’s internship programs provide assignments for students to become familiar with IBM’s organization, work style, culture and global reach. Students in this program have expressed interest in working in Africa, if such a position is offered after a successful completion of the internship program. IBM is also committed to compliance with all fair employment practices regarding citizenship and immigration status. Students are expected to manage their own work authorizations without IBM sponsorship.
As part of this program, positions are currently opened for different business including Systems for technical opportunities in Information and Technology
The ideal intern must: * Currently studying in a US university and graduating in 2017 * Demonstrate a passion for technology * Have industry experience through school projects, prior jobs, or internships/co-ops * Possess analytical skills and understanding of financial principles * Be a self starter and have demonstrated leadership experience * Possess people and teaming skills * Possess the technical ability to help develop business solutions * Demonstrate written and oral communication skills * Be majoring in an area of business with proven academic success (general business, marketing, management, etc) * Be able to independently travel to local IBM clients and meetings.
Qualifications
- Basic Knowledge in Computer Science. *Basic Knowledge with Linux or UNIX Environments
Additional Information
Systems Top
How To Apply
Submit your CV and Application online : Click Here
