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This article examines the implications of the Chinese-led Belt and Road Initiative (BRI) for Africa’s connectivity. The BRI seeks to rebuild the ancient Silk Road trade route with the overall goal of opening global markets, thus creating a trade and investment network involving three continents: Africa, Asia, and Europe. Using secondary data, this article assesses the opportunities and potential challenges of the BRI for Africa with a special focus on various BRI national projects. It concludes that China’s involvement in infrastructure projects in Africa and the BRI’s vision for increased connectivity among beneficiary countries can lead to integrated and streamlined economic and infrastructure development in Africa, while improving China’s corporate and product image, generating mutual benefits to both China and Africa. This article also argues that for those BRI-based benefits to materialize, certain challenges need to be dealt with, particularly security risks and corruption, which could increase the long-term costs of infrastructure projects for countries involved.

Failure in recruitment is the failure of employment industry as recruitment is the first part of filling job vacancy process. Recruiting the right people to fill the right job vacancy has been a crucial incident in any organization as recruitment has important implications for organizational performance. It is in this line therefore this paper attempts to analyze the initiatives, practices and performance of recruitment practices and explore challenges hindering appropriate performance of recruitment practices in Zanzibar public service. The methodology adopted by this study was 'Internet Search', document review and interpretive paradigm. The study found that, for the government to be the main employer in Zanzibar raise stakeholder's concerns over the likelihood of recruitment that being poorly practised. However, to have fundamental and sound recruitment practices in public service arena, transparency and openness is inventible. All institutions which are responsible with implementation of recruitment practices whether by following rules, regulations or directives, need to have best recruitment practices in the country as they are identified as role models under recruitment practical atmosphere in Tanzania especially in Zanzibar public service.