IN a country where the economy is on a free fall, companies retrenching, graduates and artisans opting for menial or low-paying jobs, recruiters and human resources personnel could be smiling all the way to the bank.
Why? Underhand money for job deals.
And at times juju also comes into play.
Some probably visit certain shrines, with their names written on pieces of paper and tucked in between white cloths and placed clay pots so that some supernatural powers can do wonders: confuse the interviewer during interviews.
As all this happens, other workers keep on upgrading themselves using the meagre resources they earn at their current workplaces anticipating better days ahead.
Some are now tired of applying because they have never been responded to.
Others have been responded to, called up for interviews, but came short.
More often than not, we hear people asking how they can join an organisation that could have flighted a job advert.
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“Nhai organisation iyi inopindaka here (is it easy to find employment at this organisation) or une waunoziva here kucompany iyi (who do you know at this organisation)?” many have often asked.
These are some of the common questions in this cut-throat job application and hiring sector.
What this means is jobs are there, but these are jobs for relatives, friends or the connected.
Con-artists also have a field day in the job application and hiring field, daring even to advertise through social media platforms that they have openings.
Quite a good number has fallen victim to such fly-by-night job advertisers.
The more cunning ones purport to be representatives of big institutions or government departments who then tell prospective job seekers to deposit a certain fee if they want to get employed.
There are reports that some women and girls seeking job opportunities have been allegedly sexually abused by such people.
To make matters worse, some of the big organisations do not even flight ads stating that they do not hire new employees through third parties.
Nyasha, an accountant, said she has been applying for a job the past three years to no avail.
“If I am to show you my sent items on email, you will be shocked to see the number of jobs I have applied for and the number of interviews I have done,” she said.
“The conversion rate is not matching. Sometimes we share numbers with other job seekers if we meet at an interview and you will be surprised to hear they could have chosen the least experienced or those with the least qualifications.”
What could be the reason behind?
Both prophets and sangomas claim to possess supernatural powers that help people get employed.
And there are many who give testimony of how they could have landed a very good job after consulting.
Others tell of stories about how they were called back after having been fired from work.
Madzibaba Solomon Nevanje, of the Johane Masowe eChishanu, said the holy spirit works in a way different from what the ordinary person thinks.
“Through prayer and God’s grace, some people have acquired wealth that many will never understand,” he said.
“Some have been employed or even called after they have been dismissed.
“God works in a supernatural way. He creates a way where there is no hope.”
In an interview with NewsDay Weekender, Sterny Zvavamwe, a strategist and leadership coach who has been assisting job seekers in interview coaching and CV repurposing, said sometimes it is not about high qualifications, but what you can offer to the recruiting company.
“Yes, some people will be highly-qualified, but their CVs fail to tell the recruiter what they can offer.
“When an employer posts a job, all they are saying is we have a problem here and we need someone to solve that problem.
“All you need to do is tell them your abilities, your expertise and skills,” he said.
“You can be highly-qualified, but you have never worked in that field, so it becomes difficult for an employer to engage you.
“A job seeker must understand the importance of networking and having a good name as this is where recommendations come from.
“In a job market like ours, recruiters are spoilt for choice, so one needs to pay attention to detail.”
Added Zvavamwe: “Like in my case , I receive up to 15 CVs on a day which needs repurposing, so if anything happens, it means I will delay in assisting those in need of my services and obviously they will complain.
“Now imagine a recruiter who will have hundreds of applications for a single post.”
Brian Paul Muzondo, a human resources manager at African Empire Group, said recruiters look for a people who match the job description and at times may go for the least qualified candidates for different reasons
“Recruiters look for relevant experience, quantifiable achievements, clear presentation of skills and responsibilities in a CV. They also look for a match between the candidate’s qualifications and the specific requirements of the job, including consistent and relevant work history,” he said
“Employers sometimes use different reasons to choose less qualified candidates and this involves factors like better cultural fit, lower salary expectations, experience with specific industry, required specific skills and willingness to learn.
“Overqualified candidates can sometimes be seen as less willing to stay long-term, attracting high budget and lacking specific industry knowledge.”
Added Muzondo: “Nepotism is favouritism in employment based on family ties or friendship. It is a prevalent issue in Zimbabwean organisations, particularly in recruitment and promotions.
“Nepotism can negatively impact morale, lead to increased employee turnover and hinder career advancement for those without connections. In organisations, there is need for prevention and mitigating measures to limit cases to do with nepotism.”
He said this can be stopped by establishing clear policies, promoting transparency and standardised procedures for recruitment and selection.
“The belief in juju or supernatural powers influencing job acquisition exists in various cultures, particularly in Africa,” Muzondo said.
“Claims of juju’s effectiveness often rely on anecdotal evidence, which can be subjective and unreliable. It is based on individual stories and personal testimonies rather than scientific research.
“There is no scientific evidence to support the claim that juju has a direct impact on obtaining a job. Job acquisition is primarily influenced by factors such as skills, qualifications, networking and the hiring process, not juju interventions.”
Could it be a strong CV, connections or juju that should aid a job seeker to get employment?
