Kumb. Na EA.7/96/01/H/92 03 Desemba, 2015


Katibu wa Sekretarieti ya Ajira katika Utumishi wa Umma kwa niaba ya Wizara ya Mambo ya Nje na Ushirikiano wa Kimataifa anatarajia kuendesha usaili na hatimae kuwapangia vituo vya kazi waombaji kazi watakaofaulu usaili.
Wasailiwa walioitwa kwenye usaili wanapaswa kuzingatia yafuatayo:
1. Usaili utaanza saa moja kamili asubuhi (1:00) na utafanyika mahali na tarehe kama inavyoonesha katika nafasi husika.
2. Kuja na kitambulisho kwa ajili ya utambuzi mfano: kitambulisho cha mkazi, kupigia kura, kazi, hati ya kusafiria n.k
3. Kuja na Vyeti Halisi (original certificates) vya kuanzia kidato cha nne, sita, Stashahada, Stashahada ya Juu, Shahada na kuendelea kutegemeana na sifa za mwombaji.
4. “Testmonials”, “Provisional Results”, “Statement of results”, hati matokeo za kidato cha nne na sita (FORM IV AND FORM VI RESULTS SLIPS) HAVITAKUBALIWA.
6. Kila msailiwa atajigharamia kwa chakula, usafiri na malazi.
7. Kila msailiwa azingatie tarehe na eneo alilopangiwa kufanyia usaili.
8. Kila msailiwa aje na cheti halisi cha kuzaliwa (Original Birth Certificate)
9. Kwa wale waliosoma nje ya Tanzania wahakikishe vyeti vyao vimehakikiwa na kuidhinishwa na mamlaka husika (TCU & NECTA)
10. Wale ambao majina yao hayakuonekana katika tangazo hili watambue kuwa hawakukidhi vigezo, hivyo wasisite kuomba tena pindi nafasi za kazi zitakapotangazwa.

Click hapo chini kusoma majina

The Director General of Tanzania Library Services Board has the pleasure to announce
the names of short-listed applicants for the post of Librarian II, Tutor II and Library
Assistant II to appear for Oral Interview to be held on Thursday 10th December, 2015 at
the National Central Library Building (Maktaba Kuu ya Taifa) Bibi Titi Mohamed Road at
8.30 A.M. Those who are short-listed for Human Resource Officer I, Information
Technology II, Internal Auditor II and Personal Secretary II are required to attend for
Oral Interview on Friday 11th December, 2015 at the same place at 8.30 A.M.



Download hapo chini

Thursday, 12 November 2015 10:04


Martin Zwilling ,Contributor

Every entrepreneur and most professionals wish there were more hours in a day to get their work done. These days, with all the new technology, including smartphones and social media, many are convinced that multi-tasking is the answer. Yet there is more and more evidence that jumping tasks on every alert for a new email, text, or phone call actually decreases overall productivity.


According to a new book, “One Second Ahead,” by noted authority on training the mind, Rasmus Hougaard, there are some basic rules that can really help you manage your focus and awareness in all work activities. Practicing these will ensure greater productivity, less stress, more job satisfaction, and an improved overall sense of well-being.


The top two rules, which he calls mindfulness, include a singular focus for at least a few minutes on your current task, and limiting your distractions very strictly during this period. Don’t ever try to do two significant cognitive tasks at the same time, switching on a millisecond basis, or your attention will become fragmented and both will suffer.


Hougaard outlines eight mental strategies or habits that every entrepreneur needs to cultivate, to keep your mind clearer and calmer, and increase your overall productivity. I concur, based on my own extended career in business and mentoring entrepreneurs. Examples of companies already coaching their teams on these mental strategies include Google, Starbucks, AOL, and more:


1.            Mentally be fully present and engaged in the current task. Presence is foundational for focus and mindfulness. It means always paying full attention to the people, objects, and ideas around you. Practice by making a conscious decision to intentionally be more present with a team member, with a client, at a meeting, or at home.


2.            Deliver rational responses rather than impulsive reactions. This requires patience, or the ability to endure some discomfort and stay calm in the face of challenging situations. Patience is more concerned with larger goals, rather than temporary quick-fix solutions. Practice by stopping and taking a few breaths to calm down, before reacting.


3.            Choose to always give honest and constructive feedback. Show kindness. Do unto others as you would have them do unto you. Practice by incorporating kindness in every interaction with people, by showing attention, respect, understanding, and acceptance. You will improve everyone’s productivity, and make yourself happier as well.


4.            Approach every situation with a beginner’s mind. Without a beginner’s mind, what you have seen and done in the past, called habitual perception, can be problematic. It means you may not actually see today’s reality. Practice by overtly rejecting any habitual perceptions, and challenging yourself to be more curious in your day-to-day activities.


5.            Refrain from extended fighting with problems you can’t solve. Acceptance is the realization that every problem can’t be solved, and frustration or anger won’t resolve the issue. It will just make you less effective and less happy. Practice by choosing to move on, without carrying an inner battle, when you have exhausted all reasonable efforts.


6.            Balance your focus between instant gratification and discomfort work. Consciously identify the tasks that come easy to you, such as email and texting, versus tougher tasks, maybe including customer complaints or confronting coworkers. Practicing awareness of balance will lead to a change in your level of quick distraction and long-term avoidance.


7.            Proactively seek moments of joy throughout your day. Most of us are “always on,” always connected, and always running, all day. The key to cultivating joy is to anticipate at least some activities you enjoy daily. Many people find joy in just sitting still for a few minutes in quiet contemplation. Others find an occasion to smile or laugh every day.


8.            Consciously let go of heavy thoughts and distractions. Letting go is a simple but powerful mental strategy to clear your mind and refocus on the task at hand. Let go of a problem stuck in your head, or frequent distractions, such as a new email or text message. Practice by periodically relaxing and breathing to refocus your thoughts.


Without these mindfulness initiatives, most people will find their ability to focus at work declining. We all face the same information overload, increased pressure to move fast, and highly distracted work reality. Our attention is continuously under siege, leading to fewer results. Have you noticed an impact on your productivity, health, and happiness? Now may be the time to increase your focus.



Wednesday, 21 October 2015 11:11


Liz Ryan ,Contributor

As long as you stay stuck in the mindset “There are so few jobs, and so many job-seekers!” you will doom yourself to taking whatever treatment you get on the job search trail.

That’s bad, because a lot of organizations do a horrible job of recruiting and treat job-seekers like dirt throughout the recruiting process.

If you already believe that you’re lucky just to get a job  interview and would be much luckier yet to get a job offer, you’re shooting yourself  in the foot.

You won’t be respected by anybody on the hiring side of the desk if you don’t value your own talents and background.

Who will value your wonderful experience and your gifts more than you value them yourself?

You can put up with the bad treatment and hope against all logic that an organization with a lousy recruiting process still turns out to be a great place to work once you get the job.

That’s not rational, but the fear of another month of unemployment has turned many or most of us into irrational beings at times.

You can speak up when it’s obvious that you are as significant to the employer interviewing you as a half-empty can of Diet Coke. You can name the elephant in the room and tell the employer in polite terms to put up or shut up.

Or, you can get out of the process and use your precious job-search time and energy to find an organization that deserves your talents. It’s your choice.

Here are five ways clueless-about-talent organizations bully job-seekers during the recruiting process. Watch out for these five common bullying tactics!

They Ask Personal Questions That Have Nothing To Do With The Job

What would say if an interviewer asked you “Do you consider yourself an attractive person?”

Our client Emily was asked this question at a job interview not long ago. Quick-thinking Emily had the good sense to reply this way:

Recruiter: Do you consider yourself an attractive person?

Emily: Interesting question – why do you ask?

Recruiter: It’s one of our standard questions.

Emily: I believe that everyone is attractive to other people who see the world the same way they do. I would guess that I’m attractive to some people and less attractive to others. Some people attract me with their ideas. I want to understand how they think.

Some people attract me with their creativity. Some people are attractive to other people because of their sense of humor.  I don’t think about whether I’m attractive or not — I just try to live my life.

Emily handled that idiotic interview question well, but there is a long list of other intrusive, inappropriate and generally off-the-wall questions that you may hear at a job interview or even earlier, on a telephone screening call.

Some of the most famous intrusive interview questions are “What are your greatest weaknesses?”, “If you were an animal [or a can of soup] what kind would you be?” and “What are you working on improving right now?”

None of these questions is appropriate for a job interview, which is a conversation about the prospect of establishing a business relationship.

Undoubtedly you’ve hired all sorts of professional service providers over the years, the way most of us do, from auto mechanics to piano teachers — and I’ll bet you’ve  never asked one of those people prior to hiring them “What are your greatest weaknesses?”

You’d never dream of asking that question, because it’s none of your business what someone else’s weaknesses are and your parents brought you up well.

Emily shifted the frame to get the interviewer’s dumb question about attractiveness out of the realm of physical beauty into a broader conversation (and to make the point that it’s more important to be yourself than to please anyone else).

You can do the same thing.

If you get the question “What are you working on improving right now?”  you can shift the frame away from “What are your biggest personal failings?” into the general realm of organizing your life. That is something we all deal with!

You can say “I’m working on organizing my house to make my life simpler” and move on to the next interview question.

With luck, it will be a question that has some relationship to the job you’re applying for!

They Demand Free Work From Job Applicants

It is unlawful for for-profit employers in the U.S. to make job-seekers or anyone else work for free, but it happens every day.

They wrap major, unpaid projects into the recruiting process and blithely ask you to create a free marketing plan, sales forecast or PowerPoint presentation about trends in social media.

Sometimes they ask you to create a presentation and then come back to their facility and present it for free to their staff members.

They say “It’s part of your interview process.”

As your career advisor I advise you to give any employer you’re  thinking about working for one hour’s worth of free work, tops.

If they ask for more freebies after that, you can say “Wow! It sounds like you’re  interested in learning more about my approach to marketing. I can certainly put together that marketing brochure for you. Shall we talk about beginning a consulting project together?”

A reality of adult life is that if you don’t create boundaries, you’ll get stepped on. When you let yourself be treated like a doormat, plenty of people will show up to wipe their feet on you.

Eventually you have to say “No!” to the wrong things in

They Keep You Waiting and Don’t Bother Communicating with You

It’s important to remember as you go through your job search that the only reason any organization pays money to hire people  is that they have problems they can’t solve without somebody’s help.

We forget that part of the equation too easily! Throughout your interview process, you have to keep the focus on the problem they’re trying to solve.

You have to keep asking “How’s it going with that ecommerce site — still having trouble getting conversions?” You can’t let the focus shift to the power-based question “Are you, little lowly job-seeker, good enough for us?”

Just as consultants do, you need to keep a spotlight on the Business Pain your possible next employer is struggling with. That pain  is your power in the hiring equation.

When an employer keeps you waiting —  more than three or four business days after a face-to-face interview, or more than a week or ten days after you’ve sent them a resume and they’ve told you they’d like to take the next step — that is a loud  message.

When an employer goes silent during your recruiting process, it would be reasonable of you to conclude that they’ve found someone else for the job.

I advise you in that case to leave a voicemail message for your contact person and send one email message to say “I’m guessing since I haven’t heard from you that you found another way to solve your [XX] problem. If I don’t hear from you in the next couple of days I’ll close the file. I wish you and your team all the best!”

Sometimes we think that being the most ‘agreeable’ or the most ‘flexible’ little job-seeker we can be will help us to get hired!

That’s true — bending yourself into pretzel shapes to please an employer who treats you like garbage will help you get hired by the very same people who will mistreat you on the job.

You deserve better! Tell abusive employers to take a hike.

They Demand Your Personal Salary Information

Have you ever had an interview with a hiring manager or recruiter who told you what the other employees in your department are getting paid?

I’m guessing that you haven’t, and I doubt you ever will. Individual salary information is confidential, and that includes your salary.

You don’t have to give your past or current salary information away to anyone. You can give them your target salary, instead.

That’s all they need in order to decide whether their salary range and your target salary are a good match, or not.

They Tell You They’d  Be Doing You a Favor By  Hiring You

The most extreme way that disconnected-from-reality employers abuse and bully job-seekers is to suggest or to say outright that the company is deluged with applications from qualified people and that if they were to stoop to hire you, it would be your lucky day!

We all know enough to stay away from abusive people in our romantic lives, but many of us haven’t learned that it works the same way in our professional lives. Anyone who doesn’t value you enough to tell you that they could  really use your help is not someone you want to work for.

If they don’t show you the love when they’re trying to get you on the team, believe me — nothing will get better after you take the job!

Remember this: only the people who get you, deserve you. You have talents not everyone has. Make sure you use them where they’ll be appreciated!

Tuesday, 20 October 2015 09:54


Susan Adams

The manager needs to hire someone immediately. But the last 15 LinkedIn profiles the HR staffer sent over were for people who weren’t remotely qualified. This has dragged on for weeks. The manager finally has a conversation with the HR staffer, who doesn’t apologize, instead saying blithely that he just wants to offer a range of choices. Is it time to complain to the HR guy’s boss? If so, what should you say?

In another situation, a new boss is managing an experienced team. He’s approaching the work in his own way, ignoring the explicit directions given previously by the top boss. As a result the team’s productivity is way down. One team members tries to talk to the boss but the boss wants none of it. What should the employee do? Go over her immediate boss’s head and tell the big boss what’s going on?

A third scenario: On a team of three people, one member repeatedly drops the ball. She comes in late and leaves early. The little work she does is slipshod. Is it time for her teammates to report the slacker to their boss?

These dilemmas are common at work. For advice on how to handle them, I interviewed seven career and executive coaches, in New York, Los Angeles and San Francisco. My questions: When should you go over someone’s head at work? If you do, what’s the best way to handle the situation?

The coaches differ on the first question. Eileen Wolkstein, a longtime coach and straight shooter, says that you should almost never break ranks and go over someone’s head. “People have to find a way around these problems because if you go over someone’s head, it almost always comes back to bite you,” she says. In the HR scenario she says it could work to involve the staffer’s boss, but treading carefully is essential. Suggest to the boss that the three of you sit down and talk through what you need. “I suggest taking the high road,” she says. In a situation where your colleague isn’t performing, Wolkstein says the boss doesn’t want to know about it if the work is getting done.

New York coach Anita Attridge agrees with Wolkstein. Unless the uber-boss sees a problem, he doesn’t want to hear about yours. And often the uber-boss will tell your boss you complained and your boss will retaliate in some subtle, or not so subtle, way. “The way to commit suicide at work is to go to your boss’s manager,” she says. “It’s an unwritten law.” Attridge had just that experience early in her career when she worked at a large corporation. Even though three people had resigned over her boss’s bad behavior, when she complained to her boss’s boss, he said, “He’s getting results. It must be the employees’ problem.”

But the other five coaches say they think that going over someone’s head can work if done carefully. Ellis Chase, a coach retained by Columbia Business School and author of In Search of the Fun-Forever Job: Career Strategist That Work, says you first have to evaluate the corporate culture in your office. Coach Mary Anne Walsh agrees. She has a client who’s a senior vice president in a company she describes as a “flat organization,” an early-stage high tech growth company where people sit in an open space the size of a city block. “There’s no sense of a corner office,” she says. “Dialoguing is a matter of course.” In a place where people pay little attention to hierarchy, it can be easy to jump ranks and discuss problems with superiors or colleagues.

In most situations however, you need to be cautious and calculating. I’ll distill the wisdom of the coaches in 11 bullet points:

1. Document specific examples of the problem. Don’t even think about going over a colleague’s head before you’ve compiled a detailed list of the problems she or he has created, says Los Angeles coach David Couper, author of Outsiders on the Inside: How to Create a Winning Career… Even When You Don’t Fit In! This is also good preparation for a conversation with a colleague or direct boss.

2. Start by talking to the person who is creating the problem. Before going over someone’s head, always try to work it out with him or her. Of course that wasn’t successful in the case of the incompetent HR staffer or the boss who had his own game plan. But maybe it would work with your colleague.

3. Ask the person when she would most like to chat. She’ll feel more comfortable if you let her pick the time.

4. Have the conversation outside the office. You don’t need to do this with the HR staffer, but if you’re confronting a colleague or boss, go out to lunch at a spot where you can talk freely.

5. Use “I” statements. Marriage counselors recommend this tactic. No one responds well to criticism. Talk about the problem you’re experiencing instead of the other person’s faults. Example: Instead of saying, “your approach to the job is bringing down our productivity,” say, “I’m having a tough time meeting my targets using your approach.”

6. Offer to help. Use sympathy instead of hostility. Is something going on in your colleague’s personal life that is preventing her from doing her job? Even if you wind up continuing to cover for her, you’ll feel better about it if you know she’s going through fertility treatment and having trouble keeping up with her work while getting to all her appointments. Also it will help if you know her absenteeism will eventually come to an end.

7. Ask for help. When you talk to your colleague or boss, Chase recommends framing the question as a plea for help. Example: With the HR guy, you could say, “I need help figuring out why you’re not sending me appropriate candidates.” Or with the boss try saying, “Help me understand why you don’t want us to follow the old protocol.”

9. Use a mentor. Chase has a client who has been dealing with a clash between his boss and the boss’s boss, who are fighting over how the client, a new employee at a large financial services firm, should handle a project. Before consulting with Chase, the client tried talking to the boss’s boss. It didn’t work. “I would have told him it was like signing a death warrant,” says Chase. Fortunately the client had a mentor inside the organization. Chase suggested the mentor serve as an intermediary. The mentor wound up arranging a weekly meeting with the bosses and the employee.

10. Suggest a three-way meeting. If steps one through eight haven’t gotten you where you need to go, and you don’t have a mentor who can intervene, try suggesting a three-way meeting between you, your colleague or boss, and that person’s superior. Use “I” statements from step five: “I’m having a tough time understanding your new protocol and if we meet with the top boss, maybe he can help me work out the best way to go forward.”

11. When all else fails, go over the person’s head, but tread very carefully. Incorporate the steps above into your approach. Come prepared with a detailed description of the problem. Start by praising the boss or colleague’s strengths. Use “I” statements to describe the situation. Frame your complaint as a plea for help, as in, “I need some help figuring out how to stay productive while following my supervisor’s approach.”

Most importantly, listen carefully to how the manager responds and keep in mind the fine points of your situation. “It’s always tough to go over someone’s head,” says New York coach Sarah Stamboulie. “It’s an art, not a science.”

1.Deputy Estate Manager

Overall purpose of the Job:

Managing the process of site acquisition and contract management.

Key Result Areas (KRA’s):
1.    Initiating and establishing relationships with stake holders
2.    Preparing and managing all Estate Contracts
3.    Managing and negotiating payment terms and rates with stakeholders
Performing any other duties as shall be reasonably assigned by Management from time to time.

Minimum Experience:
1.    3 – 5 years’ experience in a similar position
2.    Experience with contract preparation and review
3.    Experience with a recognizable software programme
4.    Excellent Microsoft Excel Skills

•    Relevant Degree / equivalent

Ideal Age
•    25 -30 years old
•    Male / Female

Weighting Qualifications & Experience
•    60:40 ratio

Send your CV/resume to This email address is being protected from spambots. You need JavaScript enabled to view it.


2.Electrical Engineer

Overall purpose of the Job:

Assemble, install, test, and maintain electrical or electronic wiring, equipment, appliances, apparatus, and fixtures, using hand tools and power tools

Key Result Areas (KRA’s):

1.    Inspect / Diagnose malfunctioning systems, apparatus, and components, using test equipment and hand tools, to locate the cause of a breakdown and correct the problem.
2.    Connect wires to circuit breakers, transformers, or other components.
3.    Test electrical systems and continuity of circuits in electrical wiring, equipment, and fixtures, using testing devices such as ohmmeters, voltmeters, and oscilloscopes, to ensure compatibility and safety of system.
4.    Plan layout and installation of electrical wiring, equipment and fixtures, based on job specifications and local codes.
5.    Prepare sketches or follow blueprints to determine the location of wiring and equipment and to ensure conformance to billboard structure and safety codes.
6.    Install ground leads and connect power cables to equipment, such as Trivision control units.
7.    Work from ladders, scaffolds, and safety ropes to install, maintain or repair electrical wiring, equipment, and fixtures.
8.    Place conduit (pipes or tubing) inside designated partitions, walls, or other concealed areas, and pull insulated wires or cables through the conduit to complete circuits between boxes.
9.    Fasten small metal or plastic boxes to structure walls to house electrical switches or outlets.

Performing any other duties as shall be reasonably assigned by Management from time to time.

Minimum Experience:
1.    Over 5 years working experience in similar role
2.    Strong understanding of the electrical industry
3.    Proven leadership and ability to drive electrical team
4.    Computer literate (Microsoft office)
5.    Strong Communication skills

•    Diploma in electrical engineering  / equivalent

Ideal Age
•    25 -35 years old
•    Male / Female

Weighting Qualifications & Experience
•    40:60 ratio

Send your CV/resume  to This email address is being protected from spambots. You need JavaScript enabled to view it.


3.Marketing & Publicity Manager

Overall purpose of the Job:

Managing and co-ordinating all marketing, advertising, promotional activities, publicity and events.

Key Result Areas (KRA’s):

1.       manage and coordinate all marketing, advertising and promotional staff and activities

2.       conduct market research to determine market requirements, current market conditions and competitor information

3.       develop and implement marketing plans and projects

4.       monitor, review and report on all marketing activity and results

5.       determine and manage the marketing budget

6.       create marketing presentations

7.       monitor industry best practices


Performing any other duties as shall be reasonably assigned by Management from time to time.

Minimum Experience:

1.       3 – 5 years’ experience in a similar position

2.       Experience with product launch and campaigns

3.       Experience with CRM software is an added advantage

4.       Excellent Microsoft Excel Skills



·         Bachelor of Commerce Marketing Degree / equivalent

Ideal Age

·         25 -30 years old


·         Male / Female


Weighting Qualifications & Experience

·         60:40 ratio

Send your CV/resume to   This email address is being protected from spambots. You need JavaScript enabled to view it.


4.Procurement & Logistics Manager

Overall purpose of the Job:

Managing the process of buying and ordering materials or structures required for maintenance and capex as well as outsourcing suppliers for various jobs.

Key Result Areas (KRA’s):

1.       Evaluating different suppliers and placing orders

2.       Monitoring the quality of materials and managing the delivery process.

3.       Managing stock levels for flighting materials

4.       Negotiating the best terms and conditions with suppliers

5.       Monitoring delivery times and adherence to service level agreements.


Performing any other duties as shall be reasonably assigned by Management from time to time.


Minimum Experience:

1.       3 – 5 years’ experience in a similar position

2.       Experience with tendering process or construction industry purchasing.

3.       Excellent Microsoft Excel Skills



·         Bachelor of Commerce in Purchasing and supplies / equivalent


Ideal Age

·         25 -35 years old


·         Male / Female

Weighting Qualifications & Experience

·         60:40 ratio

Send your CV/resume  to     This email address is being protected from spambots. You need JavaScript enabled to view it.


TOPCOM PRINTERS is a printing company located at Dar es Salaam. The company wishes to recruit a suitably qualified and competent sales and marketing officer.


Qualifications and experience

1.       Diploma in commerce or Business Administration or equivalent qualification with Bias in Marketing Managements from higher reputable learning intuitions.

2.       Literacy in computer using MS.

3.       Age limit  22years to 35years


(i)                  Recording of New Jobs Order,

(ii)                Recording of Finished Jobs,

(iii)               Preparation of Tender documents,

(iv)              Raising and issuing of Proforma invoices for customers,

(v)                Preparation of delivery notes before goods are dispatched to customers,

(vi)              Executing Daily sales and recording,

(vii)             Maintaining customers order book and sales ledger,

(viii)           Ensuring timely payment by customers,

(ix)              Handling customers complaints ,claims and adjustments

(x)                Any other duties assigned to you by your superior related to the core business.

(xi)              Soliciting of new order from customers.


Candidate should email scanned hand written application together with CV affixed passport size photo and photocopy certificates/testimonials.  Photocopy certificates should be certified by respective colleges/institutions and mentioning names and contacts of at least two referees from the colleges for verifications,to reach the email address below before or on 20th October 2015:


Email: This email address is being protected from spambots. You need JavaScript enabled to view it..  Or This email address is being protected from spambots. You need JavaScript enabled to view it.





Kumb. Na EA.7/96/01/H/71 01 Oktoba, 2015

Katibu wa Sekretarieti ya Ajira Katika Utumishi wa Umma kwa niaba ya
The Agency for the Development of Educational Management (ADEM),
Local Government Training Institute (LGTI), Tanzania Atomic Energy
Commission (TAEC), Institute Of Finance Management (IFM), Eastern
Africa Statistical Training Centre (EASTEC), Wizara, Idara
zinazojitegemea na Wakala za Serikali (MDAs), anatarajia kuendesha
usaili kwa waombaji wa Kazi wa kada mbalimbali kama inavyoonekana
katika Tangazo hili.
Wasailiwa walioitwa kwenye usaili wanapaswa kuzingatia yafuatayo:
1. Ukaguzi wa vyeti utafanyi kabla ya usaili kuanza.
2. Kuja na kitambulisho kwaajili ya utambuzi mfano: kitambulisho cha
mkazi, kupigiakura, kazi, hati ya kusafiria n.k
3. Kuja na Vyeti Halisi (original certificates) vya kuanzia kidato cha nne,
sita, Stashahada, Stashahada ya Juu, Shahada na kuendelea kutegemea
na nafasi ya mwombaji.
4. “Testmonials”, “Provisional Results”, “Statement of results”, hati za
matokeo za kidato cha nne na sita (FORM IV AND FORM VI RESULTS
5. Kila msailiwa atajigharamia kwa chakula, usafiri na malazi.
6. Kila msailiwa azingatie tarehe na eneo alilopangiwa kufanyiwa usaili
7. Kila msailiwa aje na cheti halisi cha kuzaliwa (Original Birth Certificate)
8. Kwa wale waliosoma nje ya Tanzania wahakikishe vyeti vyao
vimehakikiwa na kuidhinishwa na mamlaka husika (TCU & NECTA)
9. Wale ambao majinayao hayakuonekana katika tangazo hili watambue
kuwa maombi yao hayakufanikiwa na wasisite kuomba tena mara nafasi za
kazi zitakapo tangazwa.


10 Most Asked Interview Questions: How to Tackle Them

10. "Tell me about yourself?"

This is typically the first question the interviewer will ask once you’ve taken your seat. This is the opportunity for the interviewer to assess you as a person through what you say and how you deliver it. As they always say, first impression is at utmost important, so you’ve to make sure you’ve prepared yourself adequately to answer it. Keep it short and succinct, preferably within 2 – 3 minutes.

How should you reply then? Like I said, you should have done your research on what the company expects from the candidates before heading for the interview. Your answer then, is to address how your qualities (e.g. qualifications, personalities and work experience) are relevant to the position in question. Therefore, you should only convey information applicable to what is required for the job, but not irrelevant ones pertaining to your family or personal events, for instance.

9. "What are your weaknesses?"

At first glance, this seems tricky. On one hand, you can’t reveal that you lack what it takes for the job; on the other, it will be an obvious lie if you claim you don’t have any weaknesses. What should you disclose then?

 If you have thoroughly gone through the company’s profile and such, you will by now understand what qualities are considered strengths, and what are not. Now, there are several ways to answer double-edged questions like this.

With your knowledge of what constitute as weaknesses that are frown upon by the interviewer, you can admit to those which you have that are impertinent to the job requirement. Secondly, you can mask strengths as weaknesses. For instance, you can say you are a very meticulous person who gets picky with details of a project (for this to work though, the job must be one that is particular about specifics). Last but not least, you can confess to past weaknesses but show how you had triumphed over them.

8. "What is your greatest accomplishment?"

Although the interviewer is asking you about your greatest accomplishment, you still have to choose one that is more professionally relevant. This is a good time to illustrate how you can contribute to the company if you are successfully recruited, so it will be to your advantage if you mention an achievement that applies to the position.


Let’s say you are applying for a position that requires a significant amount of problem solving and troubleshooting. You might want to talk about a time when you resolved a persistent problem that had plagued your company for years. You can explain how you initiated some research and made a useful suggestion that was eventually implemented to all departments. If possible, quantify your results in terms of savings made and increased productivity for instance.

7. "Why did you leave your last job?"

There are various legitimate reasons for leaving a job. Yet, when it comes to interview, try to answer positively rather than complain about what made you unhappy. Talk in relation to your career goals and how the job you are applying provides a better environment for growth than your previous job. As always, angle your reply in such a way that what you had learned in your previous job had enriched you with valuable skills for the current position.

leave job

Here, the interviewer is trying to gauge how much the job fits to your expectations. You had probably quit your last job because you were unhappy about something. The interviewer wants to make sure that you will be committed to the job and not leave because your expectations are not met again.

6. "Why do you want to work with us?"

More likely than not, the interviewer wishes to see how much you know about the company culture, and whether you can identify with the organization’s values and vision. Every organization has its strong points, and these are the ones that you should highlight in your answer. For example, if the company emphasizes on integrity with customers, then you mention that you would like to be in such a team because you yourself believe in integrity.

work with us

It doesn’t have to be a lie. In the case that your values are not in line with the ones by the company, ask yourself if you would be happy working there. If you have no issue with that, go ahead. But if you are aware of the company culture and realize that there is some dilemma you might be facing, you ought to think twice. The best policy is to be honest with yourself, and be honest with the interviewer with what is it in the company culture that motivates you.

5. "Why did you apply for this position?"

Even if it’s true to a large extent, don’t give them the vibe that you applied for this job because you were retrenched from your previous company. Or for that matter, don’t give the impression that you are here because you need to make a living. Any company wants someone who is committed to the organization and eventually developed a sense of belonging with it. It doesn’t help claiming that you’re here for the monthly paycheck.

apply position

In fact, the best way to answer this question is to spend some time examining what you like or would like about your work and the company. It is likely you will find something, such as the culture, work environment, meaning of your work, etc. If you didn’t find anything, then you should seriously consider if this is the right job for you.

Once you know why you want this job, you can then answer them in a manner that’ll relate how well you fit with the position. For example, if you like the customer service work involved because you enjoy communicating with people, bring up that sociable personality of yours. Convince them that you’ll fit in very well here, and you’ll in turn convince the interviewer that you’ll be an asset to the company.

4. "What would you like to be doing five years from now?"

Again, this question is asked to find out whether you are committed to the job. The fact is that there are people who hop from job to job, and that is because they don’t really have a solid plan to follow.

Another reason for popping this question is to see whether you are someone who sets goals in life. It’s undisputable that people who set long-term goals are more reliable than those who don’t. I mean, knowing what you want in life says a lot about your personality, perhaps as a person who can lead and stay motivated.

five years from now

Your reply should assure the interviewer that your career progression goals are in line with the actual advancement route in the company. The interviewer wouldn’t want to disappoint you in the next five years and end up with you resigning. As such, it is crucial that you do your homework on the company’s prospects so that you know what to expect for yourself, and whether it will meet your long-term career objectives.

3. "Why should I hire you?"

This is the part where you link your skills, experience, education and your personality to the job itself. This is why you need to be utterly familiar with the job description as well as the company culture. Remember though, it’s best to back them up with actual examples of say, how you are a good team player.


It is possible that you may not have as much skills, experience or qualifications as the other candidates. What then, will set you apart from the rest? Energy and passion might. People are attracted to someone who is charismatic, who show immense amount of energy when they talk, and who love what it is that they do. As you explain your compatibility with the job and company, be sure to portray yourself as that motivated, confident and energetic person, ever-ready to commit to the cause of the company.

2. "How much are you expecting for the salary?"

Salary negotiation is a tough and delicate matter. Preferably speaking, you should avoid going into this topic until the later stage of the recruitment when you are being offered the job. That said, some recruiters might be hoping that you’d yield in to this question and be the first to give the number and set the benchmark. The repercussion? You might end up making less than what the position is worth!


Hence, research on the salary range in your field to have a rough estimate of how much you should be earning. Give a large range rather than a specific amount if you have to answer it. An alternative is to pose the question back at the interviewer by asking what kind of salary does the position warrants. At other times, interviewers might just be testing you to see if money is the only thing that matters. So, do emphasize that your priority lies with the nature of the job and not the salary per se.

Remember that when the job is finally being offered to you, the interviewer would have to quote the salary. That will be the best time to negotiate your way because you will then become the one being sought after, and not the other way round.

1. "Do you have any questions to ask me?"

This is normally the last question posed to you, so it’s your chance to finish the interview elegantly. True enough, your doubts about the job position might already been allayed by this time when the interview is almost done. Nevertheless, you’ve got to say something other than replying that you’ve got nothing to ask. Doing otherwise might leave the impression to the interviewer that you are not exactly keen to get the job.

Unless an employer is interested in recruiting a passive employee, the interviewer is likely to be attracted to proactive candidates who ask intelligent questions. If you must ask, do make sure that they aren’t those with obvious answers that you can get if you have done the research thoroughly. Yes, there’s no such thing as a stupid question, except those that you ask for the sake of asking. Try to incorporate your knowledge of the industry and the company into a question that will address a genuine concern of yours. That way, you get to amaze your interviewer and assess for a final time whether the job aligns with your expectations.


One of the best responses to this question is to find out about your chances of landing this job. Thank the interviewer for the opportunity and express your enthusiasm for the position before asking if there is any reservation for hiring you. This will be your final chance to address any concerns the interviewer might have of employing you. Stay calm and reply objectively rather than taking any criticism personally.

Of course, you are free to ask any questions in your mind. It is, after all, you who is seeking a right job for yourself. Gather as much information about the position and have a feel of what it’s like working there day in, day out. If they offer you the job and it is what you are seeking for, go for it!








Jeshi la Polisi Tanzania linawaita kwenye usaili wahitimu walioorodheshwa wa shahada,

stashahada  na  astashahada.  Usaili  utafanyika  kuanzia  tarehe  03/09/2015  hadi 

tarehe 04/09/2015 saa mbili asubuhi hadi saa kumi jioni


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