Elijah Somoire

Elijah SomoireOct 8, 2026

A question for fellow Criminologists, graduates, recruiters, and employers: Why is it that almost every job opportunity specifically linked to Criminology seems to require not less than 5 years of experience and, more importantly, 5 years of experience doing that exact job? This has been a disturbing thought for me. If a position specifically recognizes Criminology as a relevant qualification, where are fresh graduates and early-career professionals expected to gain the specialized experience being demanded? For example, if a role requires a degree in Criminology but also requires 5+ years of experience specifically in that position, doesn't that create a difficult cycle? You need the job to gain the experience, but you need the experience to get the job. I understand the importance of professional experience, especially in sensitive fields such as security, investigations, intelligence, corrections, and criminal justice. But should there also be more entry-level and junior opportunities specifically designed to develop Criminology graduates into experienced professionals? Is the challenge the way employers structure their requirements, or is there simply a shortage of career pathways for Criminology graduates? I would genuinely like to hear from employers, recruiters, experienced Criminologists, and fellow graduates: How do we break this experience cycle?

Elijah SomoireOct 9, 2026

An Interview Should Be More Than Just a Yes or No. One thing I believe employers should consider adopting is providing constructive feedback to candidates after interviews, especially those who are unsuccessful. Behind every interview is someone who has invested time, money, preparation, and hope in an opportunity. For some candidates, attending an interview means paying transport costs, taking time away from other responsibilities, and preparing extensively for the possibility of changing their lives. Yet, in many recruitment processes, the journey ends with a simple message: “We regret to inform you that your application was unsuccessful.” While I understand that employers may receive hundreds of applications and cannot always provide detailed feedback to everyone, even a brief explanation could make a significant difference. Imagine how valuable it would be for a candidate to know: * Which skills or competencies they need to improve. * Whether they lacked relevant experience or gave weak interview examples. * What they did well and where they could perform better. * How they can become a stronger candidate for future opportunities. Recruitment is not only about selecting the right candidate. It can also be an opportunity to contribute to the professional growth of those who were not selected. Constructive feedback does not diminish an employer's authority to choose. Instead, it demonstrates professionalism, respect, and a commitment to continuous improvement. My question to HR professionals, recruiters, and hiring managers is this: Should employers make interview feedback a standard part of the recruitment process, or is notifying candidates of the final decision enough? I'd love to hear different perspectives, especially from professionals involved in recruitment and candidates who have experienced the process. #Recruitment #HumanResources #CareerDevelopment #InterviewTips #CandidateExperience

Elijah SomoireOct 2, 2026

I’m genuinely impressed by how Executive Assistant opportunities are shared and advertised, and by the courage applicants develop to apply and walk into those interview rooms. The interaction throughout the process can be very welcoming and encouraging, creating hope even when you don’t secure the opportunity. It reminds you that tomorrow is another day and another opportunity might be the one that counts. From what I’ve experienced, the working environment also appears positive, professional and growth-oriented. To anyone currently working as an Executive Partner (XP), I’d love to hear about your experience. What has the journey been like for you? I’ve developed a strong interest in this career path and would be glad to learn from those already in the role.