Everyone talks about toxic leaders but few talks about toxic employees ruining the workplace. They are often disruptive and can be a drain on resources. They may have a negative impact on office morale and productivity.

A toxic employee is someone who has a pervasive pattern of irrational beliefs and feelings that contribute to destructive behaviours not only for themselves but others as well.

How to identify toxic employees? Here are 6 traits you should look out for at work:

The narcissist

They want praise for everything they do and think their role and efforts are the most important in the organization. They are the biggest obstacles that prevent a team from achieving its fullest potential.

The professional underminer

They seek to level up and shine in the spotlight by putting their co-workers down. Instead of focusing on developing their own strengths, they take every opportunity to point out the shortcomings of others.

The complainer

No matter what, these types of employees will never be happy or satisfied. They will always complain about the workplace, their team members, and everything else. In doing so, they bring so much negativity and lower the mood in the office.

The excuse maker

They are the ‘that is not my job,’ person. They show a lack of interest, motivation, and higher absenteeism. Likewise, they do the strict minimum and refuse to carry out assigned tasks.

The pessimist

The one who always feels negative about a project or customers. They continue to do this out of habit when they disagree, and they criticize.

The Gossiper

They spread malicious rumours or bad-mouthing colleagues or management

How to deal with them?

  • As a leader you need to establish and state very clearly what behaviour do you expects from your employees, not only for yourself but for your other team members and other key stakeholders. Let the employees know what behaviors that are appropriate and acceptable in the workplace.
  • You need to find out what is truly happening in order to determine whether you can do anything to help with the situation. Discuss your observations with the staff in private. You might learn that the employee is juggling important personal issues. The most important thing is that you take the time to identify the precise reason for the person’s odd behavior. Simply put, set aside time to sit down with them, meet with them, and find out exactly what is going on so you can provide the best support. Remember that it can require several meetings to resolve the problem. Don’t anticipate a quick fix.
  • Steer clear of making assumptions-based judgements. Give the employee your direct, frank feedback by approaching them. Believe it or not, toxic employees frequently lack the self-awareness necessary to understand how their words, actions, and behaviors affect other people. They are frequently shocked to learn that they are offending people or making the workplace more challenging. Make sure to illustrate the behavior using precise, factual examples. Continue by describing why the behavior is rude, harmful, unprofessional, or inconsistent with the organization’s principles.
  • You must agree and coordinate on the employee’s future steps after having an open discussion and giving direct feedback. The following steps can involve having a weekly check-in meeting to see how they are progressing, making clear goals for their behavior moving ahead, or outlining what will happen if their behavior does not change.
  • You contribute to the development of some immunity by separating the toxic individual from the rest of the team. To lessen the possibility of a team disruption, ensure that the matter is brought up with the entire department.
  • According to studies, the individuals closest to the toxic employee will suffer the most because of their actions. Here are some strategies for doing that:

1. Put this person physically apart from the rest of the group. Rearranging workstations or assigning projects, for instance

2. Request that they work a few days per week from home.

3. Reduce the frequency of department or all-hands meetings in areas where they might be damaging.

  • Get ready to make hard decisions. It’s important to keep in mind that some toxic employees won’t ever improve. They are simply poisonous. If your efforts to change their poisonous behavior have been ineffective, it may be time to let them go.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

In today’s fast-paced digital world, your online personal brand is more important than ever before. It can influence your network, and your chance for another job opportunity, and affect your ability to level up professionally. One way to build a strong online brand is to optimize your LinkedIn profile to stand out. This helps to improve your profile ranking in LinkedIn searches and builds trust and credibility with your connections.

Don’t skip a professional headshot and background photo

You need to dress for the job you want, as it sets the tone and helps you define your personal brand. Add a background image that reflects your skills, expertise, or professional objectives. It should convey both your personality and professionality.

Customize your URL

Use keywords reflecting your domain expertise, skills or job position. Eg IT expert, social media strategist, certified engineer etc. You should leverage keywords from job adverts, to increase your visibility in an employer’s LinkedIn search.

Write a compelling headline that makes you unique

Your headline is the first thing people will read. It should be keyword rich to maximize your chance of being noticed. It doesn’t necessarily have to be your job position – your headline should reflect your personal brand positioning, conveying the value you add. Likewise, it makes it easier for recruiters to know who you are and what passionates you.

Here’s an example from Linkedin:

Meticulously Writing for Word-Challenged Business Owners | Remote Content Writer | 

Maximize your introduction to reinforce your personal brand

Your “about” section describes what you want to be known for, so it’s very important not to skip it. View it as your digital elevator pitch where you describe the synopsis of your story. Talk about your experience, achievements and skills. So you may want to sit down and think about how you want to present yourself.

Highlight your skills and get endorsed

Try focusing on your top 10 relevant skills that best describe what you are able to do. In today’s competitive workplace, companies are giving less importance to degree requirements and are emphasizing more skills in their job adverts. Employers generally seek a combination of both soft and hard skills.

Request recommendations

Make the best use of this feature, as it helps employers to see that you have been vouched for. Invite your colleagues, managers and clients to share their positive feedback and experience of working with you, your skills and abilities. Consider it as your online reference letter.

Earn skills badges & display certifications

You can do short quizzes which to earn skills badges which will be displayed on your profile, setting you apart from other candidates. LinkedIn Learning is also gaining momentum – do the courses which match your domain and display your certificates. It increases your chance to appear in searches carried out by recruiters.

Featured content on top of your profile

Pinned content is a great way to show the professional content you have created, it can be an article, a visual, videos, interviews or podcasts. It gives you an opportunity to create an all-important first impression of the value you create in your professional life.

Final takeaway

Your LinkedIn profile is a great way to market yourself to hiring managers. So, it’s the first thing to update when job seeking. It’s crucial to get prospective employers interested in your profile and want to know more, so don’t forget to make your profile professional and dynamic for maximum optimization.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

Companies are finding more ways to attract and retain talent. Since the pandemic, flexibility has remained at the forefront. One of the new working models adopted by many companies across the world is the four-day work week under an alternate shift pattern. The challenge here is to work with the same workload but fewer hours. Leaders need to embrace the uncertainty that comes with new changes.

What is a four-day work week?

There isn’t a one size fits all approach to the four-day work week. Employers have implemented it in two different ways:

  1. Compressed work week

This implies that an employee is expected to work the usual 40 hours in a week but over four days, that is, 10 hours per day.

  1. Shortened work week 

It represents a shorter working week with reduced hours. So, the employees work for only 32 hours in a four-day work week and continue working 8 hours a day while keeping the same salary. This model is called the 100:80:100 whereby employees receive 100% of their pay while working 80% of their time and giving 100% productivity.

What Are the Advantages of a 4-Day work week?

The advantages for employers and employees include:

  • Work-life balance and flexibility lead to happier employees
  • Higher productivity and efficiency
  • Reduced absenteeism 
  • Better employee engagement
  • Higher employee satisfaction
  • Better attract and retain top talents
  • Reduce carbon footprint

What Are the Disadvantages of a Four-Day work week?

Every new changes in any organization have its challenges and disadvantages. The four-day work week can result in:

  • Increase stress and burnout due to the compressed work week
  • Increased pressure with deadlines
  • Not suitable for all industries
  • Higher costs for some employers (labour costs to support on the fifth day when needed and overtime costs of longer working)
  • Disrupted customer service and satisfaction if they expect a five-day-per-week service

How to implement a four-day work week?

Implementing a four-day work week can be a challenge as it requires the right support, technology and workplace culture. Each company and industry has their own approach how to implement the four-day work week.

1. Set clear goals 

It is important to have clear goals for employees and management. What do you want to achieve? For example, to increase your organization’s efficiency, employee productivity employee engagement, retention rates etc.

Every area of a business is impacted by this new change – HR, legal, marketing, and each unit need to be involved in writing the policy that works most fairly for everyone to achieve maximum results. Ensure that every process put in place is documented and easily accessible.

Here are some points that need to be addressed:

  1. Whether you want a compressed or shortened work week
  2. Deciding with days or hours employees should take off
  3. How to avoid the changes impacting negatively on customers and other stakeholders? 
  4. Defines KPI’s
  5. How to measure success? 
  6. 2. Communication is key

Leaders need to communicate constantly with employees, customers and other stakeholders about the changes in the operating hours. Clarify what changes are happening and address any concerns each party may have.

Employees need to be reassured that they will not have any pay cut due to the reduced hours, nor lose out on any other benefits. Encourage ideas on how to improve productivity – doing more in less time.

Set an out-of-office auto-reply for customers, as a reminder. You will find some templates from www.desktime.com

Speak to external stakeholders to discuss expectations and any potential concerns. It will give you a better understanding of specific work demands, and what may or may not be feasible for them

3.  Rotate the days off

Create a plan for a 4-day working week on rotation, depending on business and employee needs. One way of doing this is part of the team is off on Mondays and the others are off on Fridays. At the end of the day, everyone will have a day off during the week while ensuring business continuity.

4. Offer flexibility

Allow employees to set their own schedules, based on their workload. Leaders need to monitor and adjust accordingly. The four-day work week is a huge shift, and It is important for leaders to provide support and empathy to ensure the success of the four-day week.

5. What other strategies you can adopt?

  • Don’t schedule calls or communication on the days off
  • Build a culture of trust, transparency and accountability
  • Reduce and shorten meetings
  • Build a business contingency and risk mitigation plan
  • Measure outcomes, not hours
  • Use automation where possible
  • Prioritize tasks
  • Have regular employee feedback 
  • Defined output expectations

Keep track of the four-day work week results

Once implemented, you need to analyse the results to measure success and help identify and overcome ongoing challenges. We recommend assessing the results within a 3-6 months period.

Conduct group interviews which provide insight on employees’ experiences and surveys to identify the trends, what worked and what to improve. The metrics of success are:

  1. Productivity – output based on deadlines and goals. It makes sense to focus on sales, the average time to close deals, conversion rates etc.
  2. Stress level
  3. Employee happiness and engagement
  4. Overall employee satisfaction
  5. Process and efficiency workflows

The other metrics to look at are the level of absenteeism, and sick leaves to identify whether employees feel less burnt out. It’s also important to understand how employees are optimizing their work: Are they working faster, doing overtime, reducing meetings, and taking fewer breaks? After all, you don’t want them to cut on their breaks or rush to work. 

Statistics showing the success of the 4-day work week

Source: www.wildbit.com

Since the pandemic, there is no denying that the way we work has evolved. Flexible working arrangements have become a huge perk for both prospective and current employees. It’s a great time to experiment with the four-day work week and see how it all works out. More businesses around the world are testing it and enjoying the benefits that come out of it.
As shown above, the results are positive, with some companies reporting as much as a 40% increase in productivity!

Written by Karishma Pattoo, Content Specialist at Proactive Talen

We know that it can be daunting to juggle between management and dealing with administrative and HR-related stuff. As a result, many businesses are outsourcing these functions, allowing them to streamline their operations. HR outsourcing is an agreement between a business and a third-party company to oversee some or all HR functions of the business. Every HR function requires a certain amount of paperwork, and an outsourced HR company will cover the administrative tasks associated with your workforce. 

To know if it’s the right time to outsource, a company must identify the gaps between its HR needs and HR functions.

What HR functions can be outsourced?


Payroll involves determining the salary components and allowances, looking after any extra expenses incurred by the employees, along with the deductions from their salaries. Payroll outsourcing also includes wage and hour laws and making sure businesses are compliant with the labour laws regarding paying your employees. At Proactive, we have the right HR software system to perform payroll services efficiently.

Employee relations

HR outsourcing also addresses any employee issues and concerns such as employee-manager conflicts and creates company policies. As part of employee relations, the outsourcing company can even help businesses create their employee handbook.

Compensation and benefits

An HR outsourcing firm will help you administer your employee benefits package to relieve you of the work that consists of researching plans and complying with benefits regulations.

Talent acquisition

One of the most important HR functions is recruiting talent. The HR outsourcing company is responsible for advertising the position, doing background checks, screening resumes, scheduling interviews, and, finally, hiring new employees. 

Employment law compliance

As an organization, it’s important to comply with labour laws e.g. equal employment opportunity (EEO) laws and workers’ compensation regulations, Hiring HR compliance experts can keep you in line with all the laws, legal, regulatory and human resources best practices.

Performance management

An outsourced HR company will do annual reviews, salary negotiations and other performance-related conversations. It can provide training and performance reviews to keep the workforce’s performance at a high level. Outsourcing your performance management will help you determine your performance goals and disciplinary processes for poor performance.

What are the benefits of HR outsourcing?

Cost Reduction

Hiring an internal HR team can result in high costs to an organization in terms of salaries, workspace, benefits, training, equipment etc. When outsourcing HR functions, companies lower prices while still focusing on their core business. The outsourcing firm will give you the same benefit of having your HR department minus the associated costs.

Risk Management

One way a business can reduce risk through outsourcing is through employment and labour law. The HR outsourcing firm ensures that you are up-to-date and are complying with the regulations affecting the workplace to avoid any potential lawsuit. Also, they put in place company policies and best practices for both the organization and its employees.

Streamline HR processes and time-saving

Outsourcing creates greater efficiency with advanced HR System technology such as payroll administration and compliance management. It simplifies HR processes and further helps leaders spend less time performing mundane administrative tasks and dedicate more time to improving the productivity of their employees and growing core business operations.

Improves the quality of your HR

Employers can have peace of mind knowing that the HR functions of the business are being handled by highly capable HR experts who specialize in those particular functions.

Other benefits:

  • Acquisition of skills and technologies at competitive costs
  • Increase creativity by viewing the business from a different perspective
  • Bring new solutions
  • Improved management control on business operations
  • Improve employee engagement
  • Increased flexibility to respond quickly and effectively to economic challenges

Proactive offering HR Outsourcing services

Outsourcing your HR services with Proactive will allow you to make significant savings compared to hiring a full-time internal HR expert. We put at your disposal experienced consultants who master the policy and regulatory changes.

We offer personalized services that correspond to the needs of your company so that you can offer your employees the best experience possible. Overall, outsourcing your HR functions with us will result in cost savings, time savings, access to HR experts, prioritizing your core business and enhanced compliance.

If you’re in need of outsourcing your HR functions, contact us today!

Written by Karishma Pattoo, Content Specialist at Proactive Talent

Mauritius is known to have a lot of opportunities for foreign workers looking for a job whether you are an investor, a professional or self-employed. Learn more on the different type of permits, how to apply for work visas allowing you to get a job and live in Mauritius as a foreigner and where to find jobs related to your expertise.

What are the permits allowing non-residents to work in Mauritius?

Foreigners can work and live in Mauritius through various permits namely the Occupation and Residence Permit, Permanent Residence Permit and Young Professional Occupation Permit

Occupational and Residence Permit

It is both a work and residence permit that allows foreigners to work and live in Mauritius. The self-employed and investor’s occupational permit is issued for a maximum period of ten years and is renewable. While for professionals, the permit shall be issued for a maximum period of three years or, depending on the duration of the contract of employment, and is renewable. Dependents of occupational permit holders may also apply for residence permits for the same duration as the main holder.

Permanent Residence Permit

This permit allows foreigners to work and live in Mauritius for a period of 20 years and is renewable for another 20 years depending. To be eligible for a Permanent Residence Permit, you need to:

1. Investor: 

  • Holder of an occupational permit for at least 3 years
  • Have a minimum annual gross income of at least 15 million Mauritian Rupees for 3 succeeding years prior to the application for permanent residence

2. Professional: 

  • Holder of an occupational permit for at least 3 years
  • Have a basic monthly salary of at least 150,000 Mauritian Rupees for 3 succeeding years prior to the application.

 3. Self-Employed: 

  • Holder of an occupational permit for at least 3 years
  • Have an annual business income of at least 3 million Mauritian Rupees for the 3 succeeding years prior to the application.

Young Professional Occupation Permit

This permit is available to foreign students who studied in any tertiary institution in Mauritius. It is valid for a maximum period of 3 years, depending on the duration of the contract of employment. The foreign student needs to meet the following criteria to be eligible for a Young professional occupation permit:

  • Undergraduate degree completion in any tertiary institution in Mauritius, recognized by the Higher Education Commission.
  • International recognized professional certification completion similar to at least an undergraduate degree in a registered institution in Mauritius.
  • The permit application must be submitted within 6 months after the date of publication of the results.
  • Field of study:
  1. AI
  2. Architecture and Design
  3. Biotechnology
  4. Communication and Media
  5. Engineering
  6. Fintech
  7. Financial Services
  8. Information Technology
  9. Logistics and Supply Chain
  10. RoboticsFinding a job in Mauritius as a foreigner
  11. Travel, Tourism and Hospitality

How to apply for permits in Mauritius?

For more info and to apply for an occupation and residence permit, visit the National E-licensing System at https://business.edbmauritius.org

For the young professional occupation permit, the employer must submit the application of the concerned individual by email at op@edbmauritius.com.

Work Visas to get a job in Mauritius as a foreigner

Since 2020, Mauritius has introduced a new travel visa, the Premium Visa, to any foreigner who wishes to stay in Mauritius as a professional along with his/her family to carry out business or work remotely from Mauritius. The visa is valid for one year and is renewable.

To be eligible for a Premium Visa, foreigners need to show proof of their long stay plans and have enough travel and health insurance for the period of stay and abide by the following:

  • Non-citizens cannot enter the Mauritius Labour market;
  • Place of business and source of income and profits should be on an international level
  • Provide evidence to support the application such as reasons for visiting, accommodation etc
  • Meet the immigration requirements.

For more info and to apply for a premium visa, visit https://business.edbmauritius.org

Find a job in Mauritius as a foreigner

At Proactive, we aim to accelerate the development & employment opportunities for both Mauritian and non-citizens talents to make them future-proof. As the leading recruitment agency, we streamline your job search and ensure you find employment opportunities to push your career forward. 

Visit our job portal www.careers.proactive.mu to find available vacancies in the Finance, Auditing, Marketing, Engineering, IT and construction industry.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

Companies nowadays are struggling to attract top talents. One of the most important elements in competing for the ideal candidate’s attention is the job advert. Everyone who ever applied for a job will agree that a major part of it is the job description. The common, boring and unrealistic job description will not work anymore. Here are some tips to write job descriptions that will attract the ideal candidate.

We believe that your job descriptions are a reflection of your Employer Brand.

Emphasize what makes your organization different

First and foremost, you need to talk about your organization’s purpose, culture and mission. Hit the high points and get candidates excited to work at your company. State what you believe in and briefly address what makes your organization unique. For example; 

  • We believe in teamwork, innovation and growth through learning. 
  • We have succeeded in creating a diverse and inclusive work environment. 
  • We are recognized as a Great Place to Work.

You have a split second to capture the candidate’s attention, so make the most out of your introduction, but make sure not to oversell. Be genuine.

Make the job description about the candidate

Their resourceful

Humanise the job descriptions by using “you” and “your,” as you are speaking to job seekers directly. Creative headings are great ways to grab attention and highlight what’s in for the candidate. For example; 

  • Why is it worth joining us?
  • What’s in for you?
  • Why you will love this job?
  • Why you will love being a part of our team?
  • What will you benefit from?

Here are some tips on how to formulate your benefits to appeal to the candidates:

  • You will benefit from a challenging growth opportunity with extensive training and coaching programs
  • You will continuously bring out the best in yourself with constant investment in your personal well-being
  • We aspire to give you a career, rather than just a pay cheque.
  • You will have opportunities to travel overseas to expand your network internationally
  • You will broaden your horizons by working on a highly integrated and diverse team 
  • We do our best to give you every support, tool, and work environment you need to excel at what you do.

Similarly, candidates want to know how the new job will benefit their lives as well. Constantly communicate your unique perks in your job descriptions, which adds value to your employer brand. Top talents will keep an eye out for opportunities at your company if they know that you have got a lot to offer. Some examples of benefits to attract the ideal candidate:

  • Flexibility
  • Rewards and recognition initiatives
  • Gifts for special occasions/celebrations 
  • Happy hours in the office
  • Wellness program (e.g massage, doctor visit)
  • The medical plan fully paid 
  • Pension scheme
  • Staff Discount
  • Fully funded courses

Bring the role to life to attract the candidate

Job descriptions need to be more realistic and interesting. You should tell a story that places the candidates at the centre of the action. A story should reflect the impact the candidate in this role will have on the success of the company.

While reading your job ad, your ideal candidate should be able to imagine themselves doing the job. You need to make them feel that they will accomplish important things. 

We strongly believe that the heading “What Would Your Day Look Like?” definitely appeals more than job roles or job duties/responsibilities. Here are some statement ideas you need to include in your job description to make it more impactful:

  • In this role, you will formulate our digital marketing strategy in light of recent changes in the ICT sector
  • You will help build amazing app experiences
  • You will work on projects with varying complexity in different domains
  • You have an impact on improving the client’s growth
  • You will cooperate with experts in various fields 
  • You will become a technology expert
  • You will be the driving force that will take the brand forward
  • You will lead a team of 20 people
  • At the end of your first year, your success would mean increasing sales by xx%

Focus on the skills of the candidate

Include a mix of hard skills and soft skills, as well as the required knowledge that the ideal candidate must have in your job descriptions. We recommend you not just list the skills, but make them more meaningful by demonstrating why you need them.

Here’s one creative way to address the profile of the candidate:

You will be a great-fit for the job if:

  • Your customer-centric attitude helps us provide state-of-the-art service to our clients.
  • You have copywriting skills to be the voice of the company
  • You have SEO experience and knowledge to improve the ranking of the brand
  • You have an agile, growth-oriented mindset
  • You are curious and purpose-driven
  • You are a beast at Microsoft Office
  • You are skilled at connecting with people
  • You have a solid understanding of  forecasting and budgeting

Here is a curated list of technical and soft skills you can consider based on the job requirements

Learn more about the skills in demand

A job description that reflects the company

To ensure a great job description that attracts the ideal candidate, think about all the positives in your company culture, the benefits, and the best parts of the job. Well, anything you can use to elevate the job in the mind of your potential candidate Then, consistently promote these elements in your job descriptions. You need to be realistic, creative and genuine. The market changes, so it’s important that you evaluate and make adjustments in your job posts, ideally every 3-6 months.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

The war of talent is real. In today’s competitive workplace, companies are giving less importance to degree requirements and are emphasizing more on soft-skills requirements in their job adverts and testing hard skills through certifications, evaluations and other methods.

Employers generally seek a combination of both. It is therefore very important for candidates to understand what skills are in high demand to give them a leg up on the competition and become more marketable.

Looking for a new job, either a graduate or professional? Learn more about the top skills you need to land a job in 2022:

Technical skills needed in different industries

Technical skills are the knowledge and experience you need to perform a particular job. It can vary across industries and jobs. Some examples that are currently in demand in the workplace:

Project management

Organizing resources, managing budgets, and people from conception to project implementation. Choosing a career in project management involves developing these technical skills:

  1. Budget planning
  2. Project planning
  3. Project management tools 
  4. Quality assurance
  5. Risk management

Data analysis

Nowadays, nearly every industry today relies on data to help in decision-making. Employers are looking for someone who can collect, organise, and then interpret these valuable insights

The most common data analytic skills are:

  1. Research
  2. Data mining
  3. Database management
  4. Data presentation
  5. Forecasting
  6. Data visualization

Programming and coding

Whether you are applying as a software engineer or web developer, you need to have a good knowledge of coding and programming. Expertise requires for this job is:

  1. C++
  3. Java
  4. JavaScript
  5. Python
  6. SQL

Information Technology Security

With businesses moving online and migrating to cloud storage, there is an increased demand for information technology security experts. These specialists can control data breaches and ensure that organizations retain their brand positioning and reputation. Those skills include:

  1. Network and system administration
  2. Cloud computing
  3. Cybersecurity
  4. AI
  5. Data mining & analysis
  6. Programming and coding
  7. Software engineering

Digital Marketing

As we all know, social media and digital marketing have become a major part of marketing strategies in most businesses. Everyone can mention “experience in social media” in their resume, but if you are able to quantify your Marcom results with facts and figures; well-defined KPIs, and goals conversion achieved with the hiring managers, you will be able to stand out from the competition.

   Here are common marketing skills to consider:

  1. Content creation
  2. Graphic design
  3. Data analysis
  4. Email marketing
  5. SEO
  6. Social media ads
  7. Copywriting

Digital Media

Another common career which is growing in today’s modern age is digital media. It requires a mix of both creativity and technical skills. When choosing a career in digital media, you need to learn and develop the following skills:

  1. Adobe suite
  2. Digital Photography
  3. Video production
  4. Audio editing
  5. UX design

Accounting & Finance

The accounting and finance industry is growing rapidly. If you are interested in joining this booming field or are looking to take the next step in your accounting career, now is the time to start developing your accounting skills. Nowadays, job positions in this industry don’t require only a credential (degree or ACCA) but having a set of well-honed skills will make out the right candidate. The key skills are:

  1. Billing
  2. Bookkeeping
  3. Accounting software
  4. Microsoft Office
  5. Financial planning & analysis
  6. Reconciliation
  7. Risk Management
  8. Budgeting and forecasting

Soft skills in demand to get a job in 2022

Soft skills refer to character traits and interpersonal abilities. They are less about your qualifications and more personality-driven. Experts say that soft skills are more important than technical skills.

When applying for a job, consider developing these soft skills to ensure you appear to be the best candidate:


As an able communicator, you should be able to adjust your tone and style according to your audience, comprehend and act efficiently, and explain complex issues to clients. Ask yourself whether you can convey a key message with as few words as possible? Or close a deal by asking the right question at the right time? Remember that no matter how complicated a situation is or how difficult a customer/co-worker can be, the ability to communicate effectively still holds the high card.

The most common communication skills are: 

  1. Verbal communication
  2. Written communication
  3. Presentation
  4. Constructive feedback
  5. Active listening


This skill requires a particular mindset. It’s about how fast you can think and how quickly you can act. Candidates who can approach a problem with a cool head will often find a solution more efficiently than those who cannot. It is important to show the employer how you have handled a challenge with your head up and point out that you are able to think critically and creatively even under pressure.

These are the skills associated with problem-solving: 

  • Analysis
  • Logical reasoning
  • Observation
  • Brainstorming
  • Decision-making


Dependability skills have great importance in the workplace. In today’s remote and hybrid work culture, the employer should be able to trust you can complete any task, and that you will do it well. A dependable employee produces consistent work, meets deadlines, is self-sufficient and reliable, makes commitments, and follow-up on what has been done. At work, being dependable can come with some good rewards.

Emotional Intelligence

Emotional Intelligence (EI or EQ) is the awareness and management of one’s emotions and that of others. Mrs Sarah Sabin, Transformational Leadership & Business Coach, quoted, “Emotional intelligence is the strongest indicator that an employee will be a high performer”. 

You need to demonstrate how, during a workplace/life challenges that you experienced, you have listened to the concern of others and came up with a solution for a win-win.

Employers know that candidates with high EQ manage change perfectly, respond well to feedback, make wise decisions and are able to work effectively. 

Learn more from Daniel Goleman on the 12 components of Emotional Intelligence.

Innovation & Creativity

Creative thinking is the process of looking for new ways to do things to reach fresh solutions. Every organization requires some level of creativity and innovation. It can range from art or design to questioning and experimenting. So if you want to have a competitive advantage and be in demand, you need to be creative.

Now that we’re in the modern tech age, you have plenty of knowledge at your fingertips. You need to prove to the employer that you can come up with a unique approach e.g.; how to cut costs, streamline the processes, close a sale, produce a compelling marketing campaign or even launch a new and innovative product.


Resilience is the ability to bounce back swiftly from failure and adversity, not just returning to the status quo, but also making use of the opportunity to learn and grow. It is considered an indispensable skill needed in a job.

If you have the ability to prioritize strategically, adapt to changes and keep working towards the long-term goals even if there are short-term setbacks, you are the ideal candidate for the hiring managers.

Below are some interview questions, hiring managers will ask you to assess your resilience, including:

  • How do you deal with challenges?
  • What has been your biggest failure, and how did you deal with it?
  • Tell us about a time when you had to deal with a major crisis
  • Describe a time when something didn’t work out as well as you’d hoped. What did you do, and what did you learn from it?
  • How would you respond if you received negative feedback from your seniors?

Or you can be invited to participate in a role-play where the employer will give you a challenging situation and assess how you would respond in a real-life work environment.

As industries and consumer behaviour are evolving, so do the top skills in demand that companies value. In the remote and hybrid culture of today’s workplace, where skills like adaptability and resilience have come to the fore, employers need candidates with a solid mix of technical and soft skills. While some skills are innate, others can be developed through study and practice to enhance your career.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

Mauritius is projected to maintain its 93.00% employment rate by the end of the second quarter of 2022 and maintain it throughout 2023. As per Trading Economics and Global Macro Models, job opportunities in Mauritius are widely available and accessible to Mauritians as well as expatriates.

Important Industries in Mauritius, which are recruiting the most:

  1. Tourism
  2. Textiles
  3. Financial services
  4. Sugar
  5. Information and Communication technology
  6. Hospitality
  7. Property Development
  8. Seafood
  9. Healthcare
  10. Agriculture
  11. Renewable energy like biomass, hydro-energy, wind energy, and solar energy
  12. Education
  13. Professional training

Highest In-Demand Job Profiles in Mauritius

Do you want to work in Mauritius or enhance your career here with us? Here are some highest in-demand job profiles in Mauritius to help you on your new career path.

The job opportunities on the island extend across various different industries as follows:

  • Digital Marketing
  • IT and web developers
  • Engineering, Manufacturing and Construction
  • Health and Welfare
  • Finance (including FinTech)

Digital Marketing

As a result of the epidemic, there has been a growth in online business, e-commerce, and digital transformation. Mauritius’ businesses are attempting to extend their online presence in order to reach a larger audience. As a result, candidates with digital marketing experience are now required. From content writers to social media administrators to designers, digital marketers have become one of the most sought-after positions in sales and marketing departments

IT and web developers/software engineers

Promoting ICT development has become a major player in Mauritius. The government aims at making Mauritius the leading ICT destination in the African region. 

As more and more businesses are getting online, there is a rapid growth for web developers and software engineers. And it is expected to increase continuously over the years. Web developers play a big role in building an optimized and high-quality website to enhance user experience and ensure businesses get the necessary brand visibility. 

Also, we are now seeing a rise in mobile usage and the businesses are capitalizing on this to bring their e-commerce activities to the next level by building a mobile app. As a result, software engineers are in high demand. Both jobs are known to be creative forces as they develop, design, test, write, modify and debug.

Engineering, Manufacturing and Construction

According to the trading economics, GDP From Construction in Mauritius increased to 7338 MUR Million in the fourth quarter of 2021. The construction industry is known to be a driver of Mauritius’s economic development. As the government is investing more and more in projects like metro, hospitals, smart cities etc, further job opportunities are created.

Among them are civil engineers. They are responsible for designing, building as well as managing and supervising infrastructure projects. Other skilled workforce needed in this sector are masonry, plumbing and electrical.

Health and Wealth

As we face more and more pandemics and health-related diseases, we observe an increase in health and welfare demands in Mauritius. Besides, the government’s plan to build more hospital facilities will create further job opportunities. The medical occupations which are expected to grow the fastest are nurses, medical assistants, specialists, physicians and surgeons.

Since Mauritius is also becoming an ageing population and a popular retirement option, we are likely to see a high demand for personal care assistants whether in the patient’s home or nursing homes. They are responsible for personal care tasks such as feeding, bathing, and dressing, as well as medical tasks, mostly for the elderly and disabled persons.

Finance (Including FinTech)

As Mauritius is rebuilding its economy, the demand for accountants has become the highest. They are vital in helping businesses regain their financial stability. Their responsibilities involve maintaining and analysing financial record, reconciliation, bookkeeping, budgeting, billing and any other ad-hoc tasks. Qualifications required for these jobs are either a degree in accounting or ACCA.

We have been witnessing a drastic change in the financial industry with advanced technology known as FinTech. This industry is becoming lucrative, especially with the increased usage of smartphones and other devices and Mauritius is the first African country to develop a FinTech hub, thereby creating opportunities for new players mostly in the Big 4.

Top careers in FinTech are data/financial analyst, cybersecurity, blockchain developer, engineers overseeing AI, innovation driver, product managers, and crowdfunding. People looking for a job in FinTech need to have a mix of both technical and soft skills.

Job opportunities in Mauritius

Find the best jobs in Mauritius. At Proactive Talent, we offer a wide range of job opportunities every day. As a recruitment agency, we represent the best employers in various industries. Apply now on: https://www.proactive.mu/find-a-job-in-mauritius-browse-all-vacancies/ to kickstart your career.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

So, your outstanding CV got you to the interview stage? Well done! Now let’s get prepared for the interview. Our aim is to help you nail the interview! How will you get your interview questions right? Read further.

No matter their age, experience, or position, most candidates feel under pressure during interviews. You will be facing a hiring manager who will judge your accomplishment, skills, aptitude, personality, character, ethics, and motivation. And let’s not forget about your ability to fit in the firm, or even your promise for the future. It gets even more stressful when you will face not just one manager, but a panel of interviewers.

However, with some preparation, you can nail the next job interview

During the interview, what does the hiring manager look for?

In general, you may go through 3 phases of an interview – phone, remote, and in-person.

The phone interview is mainly a pre-screening (barely 10 minutes) to allow the recruiter to see if your profile matches the requirements for the open position. Do not be surprised if you are questioned on your salary expectations and availability. Your interviewer is simply filling the missing parts from your CV. During the call, you may also be assessed on your language skills (fluency, vocabulary, and articulation).

Since the start of the pandemic, companies are shifting from in-person to remote interviews – usually via Zoom. Unfortunately, many are so flustered by the technology that they pay little attention to the details that make the difference to clinch a job offer:

·      Being late for the interview

·      Not practising with the technology beforehand

·      Interviewing with a messy background

·      Poor lighting

·      Distractions  

·      Choosing the wrong outfit

·      Low bandwidth

Most employers favour in-person interviews for roles that require strong social skills (client-facing or leadership positions). Depending on the seniority of the role, there may be one to three levels of in-person interviews. Essentially, the hiring manager needs to clarify three critical elements:

·      Can you do the job?

·      Do you really want the job?

·      Will you fit in?

7 tips to ensure you nail your interview

Thorough preparation will increase your chances of nailing the interview. If you are familiar with the company’s products, services, competitors, and nature of business, you will feel more comfortable speaking with the hiring manager.

  1. Investigate the company. There are multiple sources of information (website, social media, LinkedIn, CBRS, financial statements, brochures, friends or ex-colleagues) to help you get a solid sense of what the company does and how they are performing.
  2. Research about your role. You also need to know what your role would be. Go back to the job description and take another look at the responsibilities and characteristics for which they’re looking.
  3. Find out all you can about the interviewer(s). Usually, you will be told ahead of time who you’ll be meeting (their name and job title). Use this information to research your interviewer(s) and get a sense of what they do and how they do it.
  4. Anticipate the questions. You will feel prepared and less caught off-guard if you anticipate the questions and prepare the answers. Refer to the sample questions below.
  5. Choose your questions wisely. Seize this opportunity to get a much deeper understanding of what you’d be signing up for if you take this job. E.g. “What are you hoping this person will accomplish in their first six months and in their first year?”
  6. Dress appropriately. It is easy to be under or overdressed for an interview. Get a feel for the company’s dress code by looking at the website, else use your judgement based on the industry standards.
  7. A “Thank You” note. After the interview, drop an email to thank the interviewer(s) and seize the opportunity to highlight the discussions and reiterate your desire to join the firm. You’ll also have the opportunity to mention anything you wish you had said during the interview but didn’t get the chance to discuss.

Straight forward Interview Questions you may be asked (DO’s & Don’ts)

Here is a list of straightforward interview questions you may be asked by the hiring manager or recruiter:

  1. Tell us about you. Unless you’ve been asked to introduce yourself from birth to the moment you reached the interview room, consider focusing your answer in relation to the job you applied for. It’s your opportunity to show how your studies, work experience, and passion all line up for this position. Don’t waste everyone’s time by telling what’s written down on your CV already.
  2. Why should we hire you? Avoid the cliché of comparing yourself to other candidates. Instead, highlight your key strengths, experience and achievements linked to the job. Employers also want to know if you are someone who can grow in the firm. Maybe, help the firm grow, bring new ideas, new business, or even improve product/quality/service/cost.
  3. What will you bring to the company? Unless you research the company thoroughly, you will be unable to answer this question effectively. You can discuss your achievements while showcasing your knowledge of what the firm does, as well as tie in your experience and skills with what the job requires.
  4. When are you available to start? Though you have not got the job offer yet, you should find out about the tentative timeframe to join the firm. Check your contract of employment about your notice period; that way, you’ll be prepared to respond when the question is asked.
  5. What are your salary expectations? This question could disqualify you from consideration for a job. However, it is not a bad thing, since you might not be able to accept a job that is underpaid. Therefore, you should figure out your salary expectations in advance, propose a range, or even flip the question back to the interviewer.

Typical Competency-based Interview Questions

Over and above the technical questions pertaining to the job, seasoned recruiters usually ask competency-based interview questions; these aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges.

The interviewer has a list of set questions, each focusing on a specific skill, and your answers will be compared against pre-determined criteria and marked accordingly. The competencies being tested will be in line with those competencies required for the role you have applied for. Employers generally look for the following:

  • Adaptability – describe a situation where you were asked to do something that you’d never attempted previously
  • Commercial awareness – what are the biggest issues our company/industry faces today?
  • Communication – tell me about a time when your communication skills improved a situation
  • Conflict resolution – Tell me about a time when you encountered conflict in the workplace and how you handled it
  • Decision-making – tell me about a time when you had to make a very important decision
  • Independence – share an example of when you showed initiative and took the lead
  • Leadership – describe a situation in which you led a team
  • Problem-solving – give an example of a situation where you solved a problem in a creative way
  • Organisation – share an example of when you had to work on multiple projects at the same time
  • Resilience – tell me about a time when you achieved success even when the odds were stacked against you
  • Teamwork – how do you maintain good working relationships with your colleagues

How to answer these Interview Questions?

Using the STAR technique, structure your replies in a clear and cohesive manner to present your answers (situation, task, action, and result). On Nova resume, you will find some sample answers to help you formulate your responses.

Think of your interview as a conversation. Many interviewers welcome casual conversations, while others tend to keep it formal. You should assess your interviewer and see what kind of persona he/she has. Read the body language, understand what is being expected from you based on the initial questions, and then proceed from there.

All the best for your next job interview!

Written by Ashish Khatry, CXO at Proactive Talent

Recruiters spend less than 8 seconds reading a CV before making a GO or NO-GO decision. Well, they don’t really read the CV; instead, they merely “skim” it for details. Now, if you’re thinking “did the recruiter even get to page 5 of my CV”, I suggest you stay with me on this one. Proactive has put together the best way to build a CV (résumé) to get noticed for you in this article. Recruiters receive many applications, the majority of which are irrelevant to the job. So, if you are unable to get past the CV screening, you may forget about the interview altogether.

What are recruiters looking for in a CV (résumé)?

A recent study by The Ladders sheds some light on recruiters’ decision-making behaviour. This research highlights the link between the quality of a CV and the job seeker’s chances of being noticed. Recruiters are looking for your work experience, education, skills, and achievements that relate to the specific job opening or application – all these within only 8 seconds.

Things to avoid putting on a CV to avoid it from ending up in the bin

If your CV fails to present your experience accurately and highlight your skills that are relevant to the job you’re applying for, then it is a poor CV. The hiring manager or recruiter will read that CV and may think that you need to work on your attention to detail and immediately choose to move to another applicant on the list.

You can be sure your CV will end up in the (recycle) bin if some of these are apparent:

  • Clutter
  • Poor layout
  • Confusing flow
  • Bad formatting
  • Too many pages
  • Unexplained gaps
  • Lacking keywords

Focus on the “must-have” criteria as listed in the job description; these are non-negotiable, and if you do not have them in your CV, then it is a NO-GO. Well, you shouldn’t even be applying for the position in the first place.

Six tips to make your CV stand out

Each time you apply for a job, you will need to adapt your CV! Start off by reading the job description; take notes and highlight everything you can satisfy, and all the bits you can’t. With the areas where you’re lacking, fill in the blanks by adapting the skills you do have.
  1. Two pages max. Keep it concise and to the point; no more than 2 pages.
  2. One size doesn’t fit all. Avoid using the same CV to apply for every single job. Consider adapting it to match the job profile, competencies, and experience.
  3. Use keywords. Ensure you use keywords that match the job posting (including jargon).
  4. Structure the layout. Organize the information (including the order of each section and the general information that you put in each of those sections).
  5. List your skills & competencies. If you have them, ensure you mention the skills and competencies that fit with the position you are applying for (as per the job description).
  6. Highlight your accomplishments. Instead of listing your duties and responsibilities, focus on your accomplishments in your role (preferably quantitative).

You can skip the part about your marital status, date of birth, or complete home address; the hiring manager has no intention to come to your home for tea. It’s okay to add a headshot (as long as it portrays an image of you that fits with the role/company’s culture and values).

CV templates and further reading recommended by Proactive

You can find excellent CV templates on Novorésumé; they are free to use. However, if you want to take full advantage of all their premium features – including personalization, and cover letter templates – then you’ll need to upgrade. Once you have updated your CV with our tips, you are now ready to send your applications on our portal.

Written by Ashish Khatry, CXO at Proactive Talent