Asking "What do you do for fun?" to assess candidate fit and culture

I was recently consoling an upset friend who is navigating the job market, and her story perfectly illustrates a practice that needs to stop: employer ghosting. She put in serious effort: did three interviews and completed a test assignment. She then received an email saying she was successful and in the top 1% pool that made it to that stage. Naturally, she enquired about the next step. And the employer just disappeared. 👻 She sent a couple of follow-ups only to confirm she had been completely ghosted. A couple of weeks later she found the same job reposted by the same organization but with a more junior title. She naturally just clicked "don't show this anymore." So how did we get here? There is nothing normal about ghosting. I could never understand why people do that—not in friendships, not in relationships, and yes, not in employment. The only thing this practice tells us about an organization is that they aren't mature enough to clearly communicate and be respectful. They are definitely not worth your attention or your time. A note to job seekers: Glassdoor exists for a reason. These practices should be reported by candidates, so others can avoid such employers. I personally always check the rating and wouldn't apply to any position with less than 4 stars. As usual just stay human and be kind. Yours, Kat.

What Next After a “Job Regret” Email? We’ve all been there, you open your inbox and see “Thank you for your application…” followed by the dreaded line, “…but we regret to inform you…” Ouch. Even when you kind of expect it, it still stings. Especially if you’d started picturing yourself in the role, the office, the impact, even your first-day outfit! But here’s the thing: a regret email doesn’t mean the end of the road. It’s just feedback in disguise. So, what next? ✨Pause and process. It’s okay to feel disappointed. Take a moment before you respond or apply elsewhere. You’re human, not a robot. ✨Respond gracefully. A simple thank you reply goes a long way: “Thank you for considering my application. I appreciate the opportunity to interview and would welcome any feedback for future improvement.” Professionalism today could open doors tomorrow. ✨Reflect and refine. Ask yourself: • Did I tailor my CV to the role? • Did I highlight impact or just activities? • Did I connect well during the interview? Each “no” teaches you something for the next “yes.” ✨Keep your momentum. Update your profile. Network. Apply again. Sometimes the right opportunity comes after a rejection clears the path. Remember, a regret email is not a reflection of your worth; it’s redirection. The story isn’t over, it’s just being edited. #CareerGrowth #JobSearch #Resilience #HRInsights #HRInsider

“Sure, I’d be happy to interview… in three weeks.” Uhm...what? That was my first reaction when I read those words. And honestly, that email stuck with me for a bit. Let me get this straight: You want a job at [insert dream company], but you tell the recruiter and hiring manager to wait, because you’re on holiday??? Per se: Kudos! That takes guts and wins first prize for “keeping my boundaries.” However… unless you’re the only person with this skill set in a 200 km radius, this is an excellent way of not getting the job. Here’s why: Recruitment is a momentum game. Timing isn’t a detail, it’s the invisible filter. Managers move fast, processes move faster, and when you hit pause, they don’t. That doesn’t make anyone a villain, it's just other people doing their job. Now before the “boundaries matter” crowd jumps in: Yes, they do. But boundaries ≠ inflexibility. You can take the call from your balcony, skip the blazer, and still keep your holiday vibe intact. Thirty to sixty minutes might just open a door, that three weeks later has already closed. Because opportunity does not show up at the perfect time. That's why it’s called an opportunity, not an appointment. Thanks to everyone who joined the poll! 85% would interview during vacation. 15% would not. Which side were you on? Like this post if this resonates or comment, if you want to challenge it. #mylifeinrecruitment #recruitment #holiday #interview #interviewtips

“Do you ever hear of people experiencing false promises in interviews, and it just doesn’t work out how they told you it would?” All. The. Time. I recently spoke with someone who had been promised the world in their interview. Growth, support, flexibility... you name it. They were even so committed to the new role, they agreed to stay until a particular date mid 2026. But just weeks in, it was clear: the role wasn’t what they were sold. And here’s the thing… they wanted to honour their commitment. They’re a values-driven person. They didn’t want to let anyone down. But at what cost? Constant stress, early signs of burnout, starting to disengage from work they used to love. And when that happens? It doesn’t just impact them anymore. It impacts the people they care for, the team around them, and ultimately, the business’s reputation. So if you’re in a job that’s no longer what you thought it would be – it’s OK to reassess. You’re not flaky. You’re not breaking a promise. You’re protecting your energy, your wellbeing and the quality of your work. And if you’re an employer? Supporting someone to leave when it’s no longer a fit is also in your best interest. Because having the “right” person in the wrong role? That doesn’t help anyone. #HealthcareCareers #WorkplaceWellbeing #RecruitmentTruths #CareerAdvice #EmployeeExperience #BurnoutAwareness #HonestHiring #JobSearchTips

Before you join an unfamiliar company, do your homework. If a company can run a background check on you, you can – and should – do the same about them. Here’s how 👇 1️⃣ Visit the company in person – Don’t rely only on virtual interviews. The office space, work environment, and infrastructure often reveal more than words ever will. 2️⃣ Talk to people outside the gates – A nearby tea stall is often a goldmine of honest opinions. Casual conversations with employees can give you the real “inside story.” 3️⃣ Research online – Look up the company on LinkedIn, Glassdoor, forums, and social media. Reviews and employee feedback will help you understand their reputation and culture. 4️⃣ Reach out to ex-employees – They’re usually more candid about their experiences and can share valuable insights about management, growth opportunities, and work-life balance. 5️⃣ Compare and evaluate – Put together everything you’ve learned and weigh it against your current situation. Don’t make a decision until the pros outweigh the cons. 💡 Remember: A job switch is not just about a new role, it’s about trusting a new environment with your time, talent, and energy. Make sure they deserve it. #CareerTips #JobSearch #WorkCulture #CareerAdvice #ProfessionalGrowth #InterviewTips #LinkedInLearning

Think twice before passing over that internal candidate. Especially if it’s not the first time. They already know your systems. They already understand your clients. They already show up, every day, even when they’ve been told “not this time.” They’ve covered for coworkers who quit. Taken on extra work without the title. Sat in meetings where someone with half their experience was suddenly in charge. And they still stayed. Not because they’re complacent. But because they believed that hard work would eventually get noticed. So before you promote the shiny new hire with the “fresh perspective,” ask yourself what it says to the person who’s been quietly keeping the place from falling apart. Because one day, that “loyal” employee won’t apply again. They’ll leave. And you’ll be shocked. When all along, the best person for the job was sitting right there. PS: We have a resume client who just landed a new role after being passed up 3 TIMES for an internal promotion... and now they’re trying to get her to accept a counter offer. She said, “Oh, now you remember my name?” Fuggedaboutit. 😏 #InternalPromotions #ResumeWriting

Is It Really That Difficult to Find a “Good Company”? 🌐 Let’s be honest — finding a good company today often feels tougher than finding a good job title. We scroll through endless openings, attend multiple interviews, and yet, the biggest question remains unanswered : 👉 Will this organization actually value my skills, growth, and mental well-being? Here’s the reality : Many candidates don’t just want a job anymore — they want a workplace that respects time, recognizes effort, and provides opportunities to grow. But the problem is — transparency is still missing in most hiring processes. Job descriptions look fancy, but the real culture is often discovered after joining. So what can we do? 💡 Here are a few solutions that actually work : 1️⃣ Research beyond the website : Check employee reviews, Glassdoor ratings, and LinkedIn posts from current employees. 2️⃣ Ask smart questions during interviews : Culture, growth path, workload, team size — don’t hesitate to ask. 3️⃣ Prioritize values over perks : Free coffee and a bean bag are nice, but respect, flexibility, and leadership matter more. 4️⃣ Network genuinely : Many good opportunities come from people, not job portals. 5️⃣ Keep upgrading yourself : A skilled professional always attracts better workplaces. Finding a good company isn’t impossible — it just takes awareness, patience, and clarity about what “good” truly means to you. 💬 What do you personally look for before saying “yes” to a company? Let’s share experiences — your story might help someone make a better career choice. #CareerGrowth #JobSearch #WorkCulture #EmployeeExperience #LinkedInCommunity

I’ve been part of several interview panels lately. And I keep hearing this line: “She seems desperate…” “He looks too hungry for a job…” Every time, I bite my tongue and stay silent, out of respect, hoping the conversation will pass. But deep down, it hurts. It’s sad hearing such words coming from people who were once job seekers themselves. I’ve been there. I was once a desperate graduate; no plan, no direction, no money. I spent countless hours online, applying for jobs I knew might never reply. I couldn’t even afford to attend my graduation ceremony. No photo, no celebration; just another day of trying to survive. So when I hear someone being labeled “desperate” for wanting to work, it hits differently. Dear hiring managers and recruiters Please focus on what truly matters. - Their skills. - Their potential. - Their values and work ethic. If they can do the job — hire them. If they can’t; simply say they’re not a fit. But don’t dismiss someone for “wanting it too much.” That’s not desperation; that’s drive. Behind every “desperate” candidate is a story you don’t know a parent trying to feed their child, a graduate trying to make it, or someone rebuilding their life. Let’s bring empathy back into hiring. Welcome and register at www.bettercareer.co.tz to access recent job updates and to get connected with potential recruiters actively hiring talent. #TalentandImpact 

Dear job applicant, you need to know this.... Back then, I thought a CV was a storage unit. If I had ever touched it, breathed near it, or blinked at it, it went on the CV. My first draft was tragic. Six pages long, packed with every duty, role and side hustle you could imagine. Babysitting? On it. Selling snacks in school? Front and centre. By the time you finish reading, you'd know my entire life history but still don’t know why you should hire me. That was my before mindset: the longer, the better. Then came the shift. I learned that recruiters don’t want an encyclopedia. They want a highlight reel. Not “responsible for sending emails,” but “improved client response rate by 40%.” Not “team player,” but “led a 5-person team to deliver XYZ ahead of schedule.” Suddenly, my 6-page CV became a sharp 2-pager that actually sold me. And here’s the fun part: this same shift happened with my clients during the free CV updates I offered. People would send me novels. One person had 7 pages, by the time I trimmed it down, she literally said: “Wow, I look so professional. I didn’t even know I had this much value.” That’s the after mindset: Less fluff. More impact. Less “please hire me.” More “here’s why I’m the solution.” Here’s the truth: This shift isn’t just about CVs. It’s about how you carry yourself in your career. ✓ Before mindset: “I hope someone notices me.” ✓ After mindset: “I’ve made it easy for the right people to notice me.” Before: Listing duties. After: Communicating value. Before: Waiting until you need a job. After: Always being positioned for the next opportunity. It’s not just a document change, it’s a confidence change. Because once you see yourself in terms of impact and results, you stop shrinking yourself down and start showing up with intention. And trust me, that kind of mindset doesn’t just land jobs. It builds careers. P.S: If you read your CV right now, would it sound like a highlight reel or a Netflix series? #wwabbyshowup #Day8 WWAbby