The Nation Newspaper

Category: Jobs

  • More jobs coming in Egbin Power, Eko DISCO

    More jobs coming in Egbin Power, Eko DISCO

    With the rehabilitation of its sixth steam turbine, Egbin Power Generation Plc may soon throw its doors open to job seekers. So also is Eko Electricity Distribution Company (EKEDC), which is carrying out an audit to create fresh openings. EMEKA UGWUANYI reports.

    Here is good news for job seekers, especially those with engineering  and technical skills. There will soon be job openings in Egbin Power Generation Plc and Eko Electricity Distribution Company (EKEDC) in Lagos State.

    The Egbin Power management has rehabilitated the plant’s sixth steam turbine (ST06), adding 220 megawatts (MW) to the national grid. The company is also upgrading its facility; overhauling and retooling the ST04 to maximise output. With the rehabilitation, the plant’s six turbines are operational and meeting its 1320MW installed capacity. The jobs will come from the planned expansion of the plant, which will add another 1,350MW from the combined cycle plant.

    Chairman, Egbin Power Plc Kola Adesina said on handover of the plant to its new owners, Sahara Power Group and Korea Electric Power Company Nigeria (KEPCO) in November 2013, the plants rehabilitation became a priority.  He noted that the restoration of ST06 and the retooling of ST04 have created thousands of jobs, adding that more will be created.

    In recognition of the importance of commerce and industry, output from Egbin unit Six will be made available under an innovative bilateral commercial arrangement to Eko and Ikeja Electricity Distribution Companies to help improve power availability in Lagos and its industrial outskirts.

    “We are, indeed, leading a new dawn in job creation within Lagos and its environs. We have made significant investments in the rehabilitation of Unit Six, overhauling and retooling of Unit Four, renovation of the office space, computerisation of processes, and increase in staff remuneration. We recruited 107 engineers to shore up the capacity deployment in the plant, he said, adding that by the development, over 6,000 direct jobs and over 10,000 indirect employments will be created in terms of support and maintenance services, engineering, procurement, supplies to power sector, including support for the small and medium scale industries.”

    On the new 1350MW plant planned for construction, Adesina stated that the management has inaugurated the Front End Engineering Design (FEED) study. After the preliminary activities, including the conduct of Environmental Impact Assessment (EIA), among others, the company will mobilise to site.

    From the foundation, construction and installation of the turbines, tens of thousands of direct and indirect jobs will be created for specialised, skilled and unskilled job seekers outside engineers and technicians, he stated.

    Adesina said electricity has played a pivotal role in unlocking potentials, unchaining productivity and releasing vital energy that guarantees individual and national prosperity, innovation and industrialisation. Electricity supply in a reliable manner will help uplift the creative intelligence of our people and engender exceptional entrepreneurship in our citizens.

    “We have commenced an ambitious plan to double the capacity of Egbin within the next four years, Adesina said, adding that the 1,350MW will be realised with the kick-starting of the Combined Cycle plant with its Front End Engineering Design Study in place.

    “For us to achieve these noble objectives and unravel the bottlenecks in the value chain, we seek government’s help in terms of gas availability and expansion of the transmission network.

    But in the light of paucity of funds faced by the government, the hands of the private sector needs to be strengthened by allowing significant investment in both the transmission and gas infrastructure. With the appropriate models and investment recovery mechanism, this holistic public private partnership (PPP) approach, will engender a faster, cheaper and more productive result in rapidly growing the value chain.

    “Beyond the shores of our nation, we aim to eventually expand the scope of our operations to the African market, through acquisition of existing power facilities and building of new infrastructure, not only through trading of electricity across Africa but also to provide a leeway to trans-national development.”

    The owners of the Egbin Power and Ikeja Electricity Distribution Company – the Sahara Energy Group and its partner, Korea Electric Power Company Nigeria (KEPCO) recently employed 107 young graduate engineers who are being trained by the National Power Training Institute (NAPTIN) under the National Power Sector Apprenticeship Scheme (NAPSAN). The company is also set for recruitment.

    Adesina said the choice of NAPTIN for this resource function was informed by the company’s belief that it is well equipped to provide the depth of expertise required to master peculiarities of the sector as the reforms continue to unfold.

    He noted that Sahara Power would also take advantage of its relationship with the globally renowned Korea Electric Power Company to expose its professionals to offshore training and exchange programmes.

    The Minister of Power Prof Chinedu Nebo said the Federal Government in an effort to create more jobs spaces in the power sector, initiated a one-year apprenticeship scheme to train 7,400 young Nigerians on technical jobs. Known as NAPSAS at will ensure that there is adequate skilled manpower base that will take up jobs in the sector instead of expatriates.

    Participants are drawn from across the country and trained in batches. Nebo said the initiative is vital or lest foreigners will take up the jobs. “We need this and we cannot run away from it because if we don’t do it, the Chinese and Indians will take them up. They are even here already and you see them doing jobs that Nigerians can do. Why don’t we train our people as we create these jobs so that when the international companies demand for expatriate quota, we can ask them if they have exhausted the local capacity that we have here?”

    The NAPSAS programme will afford young Nigerians the opportunity to receive technical trainings in the area of electrical fitters, cable jointers, linesmen and district substation operators within six months to one year.

    The minister explained the National Power Training Institute of Nigeria (NAPTIN) will manage the scheme and trainees will be drawn from all states of the federation, with state governments sponsoring 1,000 of them while the federal government will sponsor another 1,000 in addition to providing monthly stipends of N18,000 through the duration of the training.

    On conclusion of the EKEDC audits, some workers will be retired to create employment for the young, it was learnt. “Ongoing staff audit when concluded, will pave way for stronger and efficient workforce. Several engineers, technicians, IT personnel will be added to the workforce. I must also tell you that regular training and retraining of staff will be stepped henceforth.”

    EKEDC Chief Executive Officer Dr Oladele Amoda, confirmed plans, but said the company is not sacking anybody.

    “We only want to re-strengthen the workforce and ensure efficiency to meet the aspirations of the company,” he said.

    “Legacy members of staff are aging and need to be replaced by the younger ones. We don’t want to experience skills-gap. The younger ones that would be employed will get tutelage the employment before the aged workforce,” he said, adding that the company currently has a workforce of about 2,200 staff members.

     

  • Fishing out your dream job: You need a game plan (II)

    Networking in a nutshell, is nothing more than ask-ing the people you already know to help you find out about the job market and meet the people who are actually doing the hiring. That was the issue that we were discussing last week before we had to take a break.

     

    Following are the don’ts of Networking:

     

    Don’t:

    • be too pushy or abrasive by insisting on meeting with someone who just isn’t interested or able to speak with you;

     

    • ask personal questions or questions about their salary;

     

    • ask for a job;

     

    • overstep your time limits;

     

    • come unprepared, either about the company, the career path, or yourself;

     

    • interrupt the speaker;

     

    • focus entirely on your own needs. You’re there to learn;

     

    • ask the person to circulate your resume for you (unless he or she offers);

     

    • forget to say “thank you; and

     

    • become a pest, continually calling the contact for advice and referral after your initial meeting.

     

    Ask the “right” questions

    Ask the type of questions that will assist you in your networking efforts. In networking, you are trying to identify certain individuals who can assist you in finding your next job. With that thought in mind, you will need to prepare questions that call help you do just that.

    Everyone has one favorite subject: himself or herself! We all like to talk about what we do and who we are. Knowing this, as you begin to talk to people ask them about their line of work or industry. If what they say has relevance to your job search, inquire further about their organisation.

    At some point, express an interest in their industry and ask them whom they would recommend you talk to regarding a possible employment opportunity.

    This is known as getting a referral in your networking efforts, you should always try to get a referral. You may want to ask the person you are speaking with, how they feel about using their name when contacting the individual they suggested.

     

    Networking resources

    Identifying whom to network with is a challenge for most job seekers. However, the average person knows at least 250 people. Networking means connecting, and there are a number of ways to connect, including in person, by telephone, email or through a card or letter. Let’s look at where you can find your network so you can get started on your search!

    The first one we will identify is our Personal Network. The personal network would be those individuals such as family, friends, acquaintances, work peers, vendors, customers, teachers or professors, our children’s friends, parents, our parent’s friends, our child’s baseball, soccer, or basketball coach; in other words, people we see or have seen oil a regular basis.

    Make a list of 25 people from your personal network that you can contact within the next 7 to 10 days.

    Another networking resource would be your Service Providers. These are individuals that you have developed a rapport with that may have provided a business service, or you may have come in contact with among the local population.

    Consider your community leaders, teacher, small business people, local chamber of commerce, social/religious groups and associations. This include your teacher, barber, salespeople, doctor, pharmacist, lawyer, insurance personnel, banker, estate agent, hairdresser(?!, yes?) etc.

    Now make a list of 15 people to contact from your service provider list.

    Professional organisations you are involved with provide a great way to network while staying updated on your industry or occupation’s latest trends. If you currently don’t belong to any professional organisations you may want to consider joining an appropriate one for you.

    Professional organisations post job opportunities from other members on their web sites. Besides the networking opportunity, professional associations offer professional growth and development through their many educational programs and services.

    Networking situations can occur when you least expected. Networking opportunities can occur in any social situation: at a party, standing in line, sitting next to someone. Many times, we find ourselves in an unplanned or opportunity networking situation.

    The conversation can begin as “small talk”, and move to a more personal topic such as our line of work. This is a tremendous opportunity to network by applying what you learned about listening and asking the right,” he added.

     

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    Fishing-Out Your Dream Job: You need a game plan III

    Cold-calling, the art of uninvited job-hunting involving calling/calling on employers directly, is possibly the most powerful, yet difficult strategy to get your foot in the career door of your choice. A lot of people consider it demeaning. It should not be so.

    “Cold-calling”  is often a very difficult task for most people unless you’re born with a sales talent and a “thick skin”. Cold calling means making contact with people whom you have not had any previous contact and selling yourself in such a way that you set up an interview for yourself or convince them to keep you at the top of their minds should a position come up in future. Some people say it’s like a radio ad: Concise, to the point, focused at meeting the employer’s needs, charismatic and informative about yourself. The key to cold calling is to be prepared for anything. At any point in the process, you could find yourself dealing directly with the person who is responsible for hiring. You must always be ready to sell yourself and your skills.

     

    So how so I jump – start this?

    There are several parts of the cold-calling process, each part has some similarities to what professional telemarketer do when preparing to market their product:

     

    1.          Make a list of potential employers

    The first step in this process is compiling at list of all companies that you would be interested to work with. The more, the merrier; the longer the list, the better your odds at success. You can source for this list via your personal network, the yellow pages, corporate websites, newspaper adverts business listings from industry publications and even your local Chamber of Commerce directory. You could create this list of companies by focusing on a specific geographic area, a particular industry, corporate rankings, or the like. Do some research into the career opportunities in your field of profession with each company as far as possible before progressing further.

     

    2.          Get your pitch down pat.

    Your pitch is your personal introduction. To ensure you’re not tongue-tied at the crucial point of a telephone conversation, prepare a short script to guide you on your self-introduction to the prospective employer. A simple outline includes an introduction, an explanation of your purpose, summarizing three top skills you possess pertinent to the type of job you are inquiring about, finding about immediate or potential vacancies, asking if you might send them a copy of your Resume or arrange an interview date. A pitch allows you to relax and focus on what you need to say and how to say it prior to calling an employer. Be sure to relate your previous professional experience with what this flew company needs.

     

    3.          Practice makes perfect.

    Telephone etiquette is extremely important in cold calling as this is your first point of contact with the prospective employer. So don’t get sloppy! Here are some tips to help you get it right:

    ·            Practice your script either with a friend or another job seeker

    ·            Tape/record yourself to ensure you come off as calm, deal and confident; identify yourself.  If you were referred by someone else, mention their name;

    ·            Talk to the right person (the hiring authority) at the right time. Be aware that businesses have busy or inconvenient times when they would not appreciate a phone call: for example, 12:00 noon just before lunch or at the end of the mouth for accounting firms;

    ·            Keep control of the conversation,

    ·            if the person you want is not in, never leave a number and passively wait for your call to be returned, inquire about another time to call and promise to call again later;

    ·            Put on your good phone voice. Don’t mumble or shout. Talk at a moderate pace. Be friendly and precise

    ·            Take control of your anxiety to be heard, don’t forget to listen – it’s a two-way thing. Remember, you need to motivate your listener to pave the way for you, so listen when they are speaking.

    ·            Ask for a meeting (interview) at a definite time, yet do it as ‘lightly’ as possible. Give them alternative options, for example: “Would Wednesday morning or Thursday afternoon be more suitable for you, Mr. ________?‘ if the employer informs you that there are no positions available, ask for an informational meeting to find out more about the company. That will help you get to know more people within the company and make connections for future use.

    ·            Get it down on paper. Write brief notes while on the phone to record what was discussed and agreed upon between you and the contact and when it took place. Memory is a fleeting thing. Don’t rely solely on your memory. Transfer this to your job cracking sheet so that you are always on the right page should a contact call back.

     

    4.          Prepare your cold call toolkit.

    Before you picks up the telephone, make sure you have the following in hand; your pitch, company research notes, a copy of your relevant Resume, a calendar, pen and paper, your “contact tracking sheet formatted for notes on the date, time, person, company, address, telephone, reason in calling, follow-up date, interview date/time, and comments.

     

     

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    Fishing-Out Your Dream Job: You need a game plan IV

    We considered cold-calling strategy of uncovering hidden job opening. We ‘hanged-on’ on how to I jump – start or activate this strategy:

    We looked at these parts of the cold-calling process:

    1.          Make a list of potential employers

    2.          Get your pitch down pat.

    3.          Practice makes perfect.

    4.          Prepare your cold call toolkit.

    We now proceed to discuss the other parts in detail:

     

    5.          Practice getting past gatekeepers.

    One of the hardest parts of the process is reaching the person who does the hiring. Secretaries or operators are there to screen calls for busy individuals. So, a few methods are beneficial in bypassing these gatekeepers. One of them is to take advantage of automated “dial the extension of the person you want” features. If you do not know what it is, connect at random and courteously ask if they can connect you to the person you’re after. It may take several calls before you compile enough information to find the right person. Remember, this won’t work unless you’re pleasant and nice to the other person, who may be busy too. So use this technique carefully.

     

    6.          How to break the ice

    Be genuine. Try to avoid reading a script like most telemarketing people do, and open the conversation with intelligent points. Knowledge of company projects underway and intended areas of expansion and development is crucial to breaking the ice with an employer. For example: “I remember reading recently that the company was bringing out a new product to the market. I must say, after reading the specifications on this product (try naming the product if you know what it’s called) I am really looking forward to its launch. I we worked in the field of marketing in this industry and I know the potential of this product. I want to be a part of the team to work on this product and I know that I can contribute a great deal of expertise towards the marketing campaign. Is your company looking at expanding its Product Marketing team for this upcoming launch?”

     

    7.          When the going gets tough…

    “Why should we hire you?’ “How will your experience help my team’ “What proof can you give me that you can generate revenue for this company?” Reading off a Resume won’t help you answer these tough questions. You have to anticipate them and know how to respond in a relevant manner.

     

    8.          Don’t let it get to you

    Be prepared for negative responses but don’t let ‘No’ be the end of your conversation if you believe that you have a future with this company. Never argue. Practice sidestepping objections by presenting alternative ways to fill a need with your skills. By preparing for common objections, you stand a better chance of swaying negative attitudes to place you candidacy in a better light. Should the end of the discussion be a dead end despite your efforts, use this experience to prepare for your next cold call. You have a thick skin you know.

     

    9.          When to hang up.

    Be true to your mission – an appointment for an interview or application details and don’t hang up until you’ve either achieved the goal or exhausted all possibilities.

     

    10.        Wind down by following up.

    If ever there was a time to be true to your word, this is it. Make sure you follow up with that email or call, email that response, send in those documents or call back at a better time. This is a representation of your respect for the company and contact, and a measure of your professionalism.

    Cold calling may not he the easiest route to a job, but it has proven robe effective and advantageous to anyone on the trail to career nirvana. Whichever way the cold call turns out, you can only win – a new ion, new inside contacts, or valuable information on hiring cycles or practices.

     

    YOU CAN CREATE YOUR OWN JOB 

    This is another strategy you can use, or better still create! Have you ever thought about how new positions axe created? As a business grows, it discovers that more people are needed to perform all of the duties that need to be done. If you could only know that the situation would be present, you could submit your resume and beat your competition and secure employment. It is very possible to do just that but you must look for growth opportunities!

    Everyday we encounter growth opportunities. We see those opportunities on the television, hear about them on the radio, and read about them in the newspaper. The factors to stimulate job growth would be company growth, expansion, reorganization or relocation. Examples of company growth would be contract awards, growth in earnings, issuance of IPOs, moving to a larger facility. Examples of expansion would be introduction of a new product or venturing into a new market. Reorganization would be promotion of an executive. Many new executives are more comfortable hiring new staff and relocation of a company would mean new jobs created.

    When learning of a growth opportunity, think about how your skills, experience, and background could benefit that organization. Tailor your cover letter demonstrating ways you might be of “service” to that company. Sometimes companies in “distress” can be a growth opportunity, especially if you can demonstrate an action plan for a business turn around plan of some sort.

    Consider how you can help a company? What experiences and skills do you possess that a company in a growth mode may benefit from?

    Write a paragraph describing how you could help a company. Next, review the business section of your newspaper or a local business journal, and over a one-week span, identify 5 companies that could use your help.

    The crux in creating a job is organizational need. In other words, what do you provide that an organization can benefit from? As you review the newspapers or trade journals, keep that thought in mind. Here’s an example. You read about a company losing money in the last quarter. Why did they lose money? Was it market conditions or more related to an internal problem, procedure, etc? You may discover after a little investigation that an opportunity exists for you to create a job that will assist them in their business turnaround.

     

     

     

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    Fishing-Out Your Dream Job: You need a game plan V

    We are presenting the last in the series designed to provide job seeker the road map to nitty-gritty of   the tough aspects tackling the job market and making it available for you, no matter where it is.

    JOB FAIRS

    Job fairs are being utilized by an increasing number of recruiters. They offer a cost-effective and convenient way to contact a large number of candidates in a relatively short them. Job fairs also offer similar benefits to candidates — as long as you know how to work them. Plan in advance and your job fair visit will be very worthwhile. Be sure to investigate all participating companies in advance. When possible, obtain a list of these companies from fair organizers, and begin to research about six to ten companies that may be of particular interest to you. In making your decision, consider the type of candidates sought, company location, company reputation, etc. Once you’ve drawn up your list, do some research on these companies at your local library, on the worldwide web, or through directly contacting the company. Be sure to uncover basic information such as company product and services, company size, etc. You may even want to explore what the company’s philosophy or approach is. In particular, what they emphasize in their literature. Write this information obtained on index cards, a notebook, or in a PC file.

    Your next step is to check out your own communication tool for the fair, your resume. Be sure to give it a make-over to make sure that it highlights and showcases your skills in a professional and concise way for the job you are seeking. If it doesn’t, revise it in advance of your visit to the job fair. Now it’s time to put both items together. For each company that you have researched information on, write down the basic details obtained. Next to this information, list some skills, qualifications, achievements, or specialized training from your resume that would match the company’s “ideal” candidate. A typical entry in your notebook may look like this:

     

    XXYYZZ NIGERIA plc

    *            Manufacture and sell office products and equipment.

    *            Lagos-based

    *            550 Employees

    *            Family Owned and Operated with Strong Commitment to Customer Service

    *            Looking for Sales Professionals

    *            5yr Outside Sales Experience and an Associate’s Degree in Marketing

    *            Worked in retail during school, completed an internship, have strong letters of recommendation for friendliness and courtesy to customers.

    As the date for the job fair approaches, check out your logistics. Make sure that you know where the event is being held, where to park, job fair hours, etc.

    Depending on the number of companies scheduled to attend, it’s a good idea to allow yourself at least one and a half hours to talk with prospective employers.

    Be sure to dress appropriately for the fair, and bring along 10 to 12 copies of your resume.

    Plan on arriving about 45 minutes to one hour after the official start time.

    Look for your targeted companies, did they all show up? How busy are they at the moment? If a recruiter is busy talking to other candidates, look for another targeted company whose table is free. The trick is to minimize waiting in line, and maximize talking with prospective employers. Be sure to shake hands with the recruiter and introduce yourself Provide them with a copy of your resume to look over, along with your references, or any letters of recommendation you may have. As they review your resume, describe your background and qualifications. Make this a brief, to the point presentation recapping your skills and abilities.

    At this point, the recruiter may have some additional questions about your qualifications and also provide you with information about current job vacancies. Keep your talk concise — your total time spent with a recruiter should not be more than eight to ten minutes. To wrap up, thank the recruiter for their time, express an interest in a more formal interview in the future, and ask for a business card in order to send a follow-up thank-you letter. After you’ve talked with the recruiters of your “targeted” companies, talk with other employer representatives if time allows. By doing so, you can often uncover information about certain companies and jobs that you were unaware of prior to the job fair. Finally, make one last tour of the area before you leave, and stop by the tables of any recruiters who had been especially helpful or interested if your background.

    Reintroduce yourself remind them of your earlier meeting, and reiterate your interest in scheduling to meet with them at a later date.

    Visit a local job fair and interview with at least 5 companies and collect at least 10 business cards.

    However, I will say that you do not put too much stock into this strategy.

     

     

     

  • ‘How to mitigate declining oil prices effects’

    Reduction in gov-ernment expenditure,  judicious use  of the lean revenue accruing from crude oil sales, a private-sector driven investment in refineries and petrochemical industries are factors that will help Nigeria mitigate the effects of the falling crude oil prices, the Managing Director/Chief Executive Officer, Arco Group Plc, Alfred Okoigun, has said.

    He said the government’s decision to focus on non-oil sectors, and the political will would help in stopping stealing of crude  oil and save the country a lot of money.

    Speaking on the theme: The challenges  and opportunities of the falling oil prices at the oil and gas conference in Abuja,  Okoigun said oil price might not rise to the pre-June 2014 price of over $110 per barrel, advising Nigeria to put on some safety valves in view of this development.

    He said falling prices of oil is a normal thing, noting that prices of oil have fallen and rebound in the past.

    He said: ‘’In July 2008, the spot price of crude oil was  $145 per barrel. At that time, the consuming nations were  in pains, while producing nations enjoyed unprecendented  income windfall.

    “However, the global financial meltdown caught up with the price  and by December 2008, just six months down the road, the spot price fell to a paltry $30 per barrel.  Oil prices went up again trading at $115 per barrel for several months  before the free fall started in June 2014.  “The spot price was  $47 per barrel by December 2015; currently, the price is hovering around $58  per barrel.  This is the reason Nigeria needs to put in place measures to reduce the effects of dwindling oil price.’’

    Okoigun said Saudi Arabia, Qatar and other members of the Organisation of Petroleum Exporting Countries (OPEC)  survived because of the measures they put in place, urging Nigeria to follow suit.

    He said: ‘’Saudi Arabia has in reserve almost $1trillion and so the country can sustain deficit budgetting  longer than any other  member of OPEC. Similarly, Qatar, United Arab Emirate(UAE) and Kuwait  will also survive  an appreciable period of lull in the  global oil market.

    “As we begin to see, Nigeria is not in the class of  Saudi Arabia and a few other OPEC-member countries  that can convinently weather the storm of lower oil prices. The only way to cushiion the effects of falling oil prices is to put in place the above-mentioned mesuresures.’’

    He urged Nigeria to build local capabilities, arguing that the country would save of money if it is able to produce all the petroleum products being  consumed.

     

  • Jobs prospect as HSE berths

    Jobs prospect as HSE berths

    Ensuring safety in the workplace should be the concern of firms. But many do not care about their workers’ safety. Their attitude negates the Health, Safety and Environment (HSE) principle advocated by labour institutions. If the practice is adopted, it will throw up more jobs, reports TOBA AGBOOLA.

    What is Health, Safety  and Environment (HSE) all about? It is about safety in the workplace and a conducive environment for the personnel. HSE is hardly practised here. Only a few firms have imbibed HSE, which has become a culture abroad.

    HSE professionals are needed in oil and gas, banks/financial institutions, manufacturing, telecommunications, waste management, construction, transportation and the public service.

    According to Managing Director, Hybrid Consulting Limited Mr. Dapo Omolade,  as part of the gradual acceptance of HSE in Nigeria, many multinational companies and local industries now require well trained professionals and operatives in their organisations.

    He said: “For instance, in the areas of insurance, knowledge of HSE is creating and can create more jobs as it will help insurers to put an accurate figure down, such that if risk portfolio is high or low, they know what premium to charge.

    “Health, safety and environment aside, jobs can be created in their thousands in the areas of safety and project. Risk management professionals dedicated to prevention of losses and promotion of occupational health, safety, security, environment and project management methodologies are on the increase. The minimum of 5000 jobs can be created from safety alone in one year.”

    He said there must be laws to guide safety professionals, adding that young graduates can also be trained to work in multinational companies where Indians, Philippines and South Africans now hold sway.

    “To make this happen, the body for HSE regulation which is long overdue in Nigeria must be made to see the light of day. Employing more trained HSE professionals as most multinational and local firms understand will not reduce profit. Safety will increase the bottom line. Safety improves performance and productivity and produces more value while reducing cost.

    “The knowledge and practice of HSE is very little in Nigeria. This also is due to the orientation, mindset and belief of the people most particularly the attitude of leaving everything in the hands of God. The quality and type of education received is also another factor responsible for the lamentable state of HSE in the country and in the sub-region. HSE as a career and professional option could have been more popular if these factors were not militating against it.”

    Companies where HSE is not practised, he noted, do not place a premium on their workforce. According to him, there are many incidents to recount where honest, hardworking Nigerians have lost their lives, or limbs due to industrial-related accidents that could have well been avoided with a simple HSE measure and enforcement.

    An occupational safety and health practitioner, Desire Obanefe, said the country has a deficit of HSE practitioners. The government, he said, has not shown its readiness to boost occupational safety and health.

    He said: “For example, according to a report of the National Occupational Safety and Health Information Centre (CIS), Geneva, Switzerland, Nigeria have 39 Labour Inspectors and these inspectors are supposed to inspect 5,888 registered factories aside unregistered production companies.

    “Also in another report of the International Trade Union Congress (ITUC) for the World Trade Organisation (WTO) general council review of the trade policies of Nigeria, there were 550 labour inspectors in Nigeria who carried out 1,500 inspections in 2010/11. From these figures it is clear that the ministry which has the primary responsibility to ensure that companies comply with occupational safety and health regulations in Nigeria does not have the manpower capacity.

    “Apart from not having enough inspectors, there is also the question of whether the present inspectors have the needed training in occupational health and safety standards as is obtained internationally.

    “I believe the Ministry of Labour and Productivity and other relevant agencies are not supposed to have problems with manpower to carry out workplace inspections. This is because in recent times there has been significant awareness about occupational safety and health among career seekers and many young people, both experienced and fresh graduates have been developing themselves in various aspect of HSE.

    “For this reason, I am very convinced that if the government is serious about getting more qualified hands to carry out factories inspection, they will get more than enough occupational health and safety professionals.”

     

    The two Rs of Roles and responsibilities

    Health, Safety and Environment professionals provide professional, technical and competent advice on HSE in the workplace to managers, employees and contractors.

    The HSE manager works with the wider management team to develop awareness about Health, Safety and Environment laws and lead proactive activities. He also ensures compliance with Global Risk Management Standards and work to improve the safety culture of employees and contractors.

    Other roles include improving the safety results as measured by the key performance indicators; managing relations with government health, safety and environment agencies; representing his at government and industrial forums; reviewing and updating safety procedures in conjunction with line managers and systems of work to ensure compliance with codes of practice.

    The manager ensures that technological developments, best practices and good relations are maintained at all times. He ensures that his firm’s interests are protected and encourages compliance with global risk management standards, and runs severe and fatal injuries prevention programmes.

     

  • Politics in the work-place: Are you an owl or a fox?

    To be effective and to survive, managers require leadership competencies which include envisioning, mental energy and stamina, a sense of purpose, ability to continue learning, ability to handle organisational politics, understanding and managing teams, facilitative in approach, being intuitive, change management, communication, stress management, balancing ambition and integrity, etc.

    Countless hours of training, books upon books, academic and non-academic papers and vital units of business education curriculum have been devoted to one of the above competencies/skills or the other.

    However, little has been written about organisational politics, either because many find the subject distasteful or perhaps because it is deemed to be worthy of study. Neither is it found in the syllabus of any management programme of MBA course that I have come across. What a waste! It is possible that more people’s careers flounder on the rocks of organisational politics than for many other reasons. Yet it is an area of great interest to practising managers. An exceedingly high proportion of the extra-curricular questions (i.e. those asked in the bar at the end of the day) in most out-of-site training programmes centre on this thorny area.

    Whether we want to admit it or not, the stark reality is that there is heavy, sometimes dangerous politicks, is going on in our establishments and corporations. While it may not be surprising to find it in government institutions and corporations, the academia is not left out. Even the so-called blue chip companies are not left out, including the local subsidiaries of trans-national corporations. In our environment, the basis of the politicking is a little more complex and the instrument of practice can be scary.

    Organisation politics here is complicated by unbridled nepotism, ethnicity and corruption. It is not unusual for promotions, appointments and postings to be done on one or more of the above considerations rather than merit and competence. And the instrument ranges from the absurd to the macabre-juju, assault, arson and, even, assassination!

     

    So, how can politics be defined and, more importantly, how can it be survived?

    If company politics can be described as ‘the way we do things around here’, then surely it can also be described as ‘the way that we do things to people around here’. It is sad truism that whatever people gather to tackle a task, there will be tension, rivalries, jealousies, hidden agendas and plain old-fashion mischief. Not only do people want to achieve the task their own way, they also want the way that the task is approached to reflect glory in certain specific directions and to help the careers of specific individuals or groups. It may not be pleasant, but, whether your place of work is a merchant bank or a monastery, it is unavoidable. Indeed, there is evidence to show that the more senior and better educated the participants, the more prevalent and unpleasant will be the politics. At Marks & Spencer’s Head Office in London in the 70s, a number of highly qualified, talented individuals played fast and furious political games. The reasons? The awesome organisation in its retail stores did not extend to Head Office, where many senior professionals were somewhat under-employed. As the saying goes, ‘the devil makes work for idle hands’, and the spare hours were filled with all sorts of intrigue.

    The concept of political animals is a popular one, and the University of Birmingham has conducted intriguing studies on the nature of these beasts in organisations.  Researchers identified two axes behaviour:

    • That of being ‘well-read’ in what was going on politically within the organisation: having an interest in the different factions’ power camps and power plays. The degree to which one was well-read could be high or low

    • That of having an interest in self and the promotion of one’s own aims versus that of having a prime interest in the fortunes and welfare of the organisation.

    With these axes in mind, it then became possible to identify four discrete orientations and to label each with the name of the animal most representative.

     

    Orientation 1:  Here the individual was politically well-read and had a high interest in the fortunes of the organisation rather than self. This individual they labelled the Wise Owl. Owls are both liked and respected; furthermore, they are seldom hunted and usually survive. There is one downside, however: they do not often get to the head of the forest.

     

    Orientation 2: In this box the individual was well-read and took an active interest in the politics; moreover, the individual promoted him- or herself actively within the organisation. Here we have the Crafty Fox. The fox is not always popular, for it hunts and it can create mayhem, but usually it is a survivor. Occasionally, it oversteps the mark and is hunted down, but even fox hunt in the area of southern England where I live are anything to go by, I’m glad to say!)

     

    Orientation 3: In the first of the lower boxes is found the person who is politically ill-read, but who on the other hand has a high degree of self-interest.

    The researchers contemptuously label this individual as the Donkey – both stubborn and stupid. The donkey is used as a beast of burden, resents it and is seldom thanked. It never reached the top.

    Orientation 4: The final box contains those who are badly read politically, who have no interest in improving their knowledge or skills and yet who continually put the organisation before self, Loyalty, blind loyalty, is the name of the game, and these people are labelled Sheep, unquestioning naive. It often happens that the sheep end up in the slaughterhouse.

    So, where is the best position to be politically? Having put this question to a wide variety of executives from different countries and cultures, the answer is invariably ‘just to the right of the Fox/Owl divide (i.e. a combination of both, but being slightly more of a Fox). In other words, they were saying that you have to know the political forces at work and have to keep up to date with the trends and development here. In addition, you have to know how to play the game in order to appreciate the games was not worth the sacrifice or one’s own personal integrity and self-respect. So, to survive, the effective leader must be ‘aware’ and must learn to apply this awareness in ethical ways that reinforce the leader’s credibility rather than detract from it. All the essential skills of questioning, listening and above all intuition must be used to the full. Having the antennae out of all times is not being manipulative and does not sacrifice integrity. It is simply being smart.

    Acknowledgement: we have relied heavily on John Maurik, Management Consultant and author, Discovering The Leader in You (McGraw-Hill, 1994) and The Portable Leader (McGraw-Hill, 1997).

     

     

    Olu Oyeniran is the Managing Partner/CEO, EkiniConsult & Associates, Job Search

    And Career Management Consultants and publishers of www.jobsearchskill.com

    Email: oluoye@jobsearchskill.com, jobsearchskill@yahoo. co.uk

     

     

  • Wanted: Home tutors

    Wanted: Home tutors

    Parents want the best for their children. So they go out of their way to get teachers for them at home. This is why the demand for home tutors at the primary and secondary education levels is increasing these days, reports Assistant Editor Chikodi Okereocha.

    At 28, Amaechi Goodluck,   a 400-Level English/ Christian Religious Knowledge student of Adeniran Ogunsanya College of Education, Lagos, is off to a good start. She is taking no fewer than nine pupils with ages between three and 14 in private lesson.

    The Abia State-born budding teacher told The Nation that the pupils attend schools in Iyana-Ipaja, a Lagos suburb, where Goodluck is one of the most sought after /home tutors. “I have been into this for eight years fulltime, and it’s been a wonderful and rewarding experience,” she said, adding, “Most of the parents who enrol their children for extra classes do so on the recommendation of other parents whose children I also coach at home.”

    Some of the her pupils, she said, have gained admission into tertiary institutions. One of them, she said, is an undergraduate of Bowen University in Iwo, Osun State. She said because of her inability to meet the increasing demand for her services, she has introduced six other people into the job. This is instructive because most of her peers are either still in school or searching for jobs.

    Pointing out that her desire is to set up a thriving private school in future, she said opportunities abound in the education sector for unemployed youths wishing to work as part-time or full time home tutors. From crèche to nursery, primary and secondary levels, she said, home tutors are in high demand.

    She said although she  takes nursery/primary, secondary and adult education classes, she hopes to incorporate university undergraduates when she completes her degree programme.

     

    Job in high demand

    Across the country, private coaching is the in thing. Young and enterprising youths are taking advantage of the rot in the education sector to become sole entrepreneurs as home tutors. The Nation learnt that while some of them prefer teaching pupils at home, others have coaching centres. Such coaching centres abound in every nook and cranny of major cities.

    The number of jobs created could not be ascertained, but it could be proportional to the number of those that require the service. Although some home tutors, who spoke with The Nation declined to say how much they charge, it was learnt that the fee range from N10,000 to N50,000 per month, depending on the location.

    With nine students under her, it means that Goodluck takes home about N90,000 monthly, an amount considered a dream by many in corporate organisations. It also means that home tutors for wealthy Nigerians whose children attend upscale schools cannot wish for a better employment.

     

    Why the high demand?

    What is responsible for the increasing demand for the services of home tutors and operators of coaching centres? Some public and private schools, Goodluck, said, lack the resources to hire qualified teachers to handle pupils, hence; parents are left to fill the gap with home tutors. She said private teachers especially those with skill, passion, and commitment are rising up to the challenge.

    That is not all. She also identified instability as another factor fuelling the demand for private teachers. “There is lack of stability. Some schools change teachers every term in various subject areas, which affects students’ academic performance and to make up for the lapses, most parents engage the services of private tutors. Distortions in the academic calendar due to persistent strikes by teachers especially those in public schools also contribute, as parents resort to private teachers to ensure continuity in the school curriculum,” she said.

    Home tutors are exploiting the gap in the provision of qualitative education to make a killing, especially during the long vacation.

    During the holiday, most parents would rather have their children benefit from extra classes by home tutors or enrol in a summer coaching centre until the beginning of a new academic session. Parents reason that this would ensure that their kids still remember what they were taught, in the last session.

    During the holiday, many pupils are likely to forget what they were taught and as such would require the services of private teachers to be in shape academically. Keeping the children busy academically also helps to reduce the nuisance some of them constitute at home.

    There is also a psychological perspective to the upsurge in private tutorials, which has opened a new employment vista for discerning youths.

    The belief, for instance, is that if children are taught the same thing again and again, they tend to lose interest or get easily bored because, according to psychologists, human beings need varieties, change, and stimulation.

     

    Challenges

    However, as exciting and highly rewarding as the business is, there are challenges. One of them is how to manage time. As Goodluck explained, most of her pupils close by 4 pm and so, need some time to eat, shower and freshen up before the extra classes. This, she said, eats into the time she allocates for each pupil. With many pupils under her, how to manage time becomes a challenge.

    To get round the problem, she said she takes on three pupils from three different families on Mondays, Wednesdays, and Fridays, allocating one hour to each of them. Tuesdays, Thursdays and Saturdays are allocated to three other pupils for one hour. She said while she has managed to make effective use of her time and schedule, some others may not be able to do the same.

     

    Attributes

    As challenging as the job may be, an interesting thing about it is that it does not require any specialised qualification; rather, it depends on the level one wishes to operate. The only exception perhaps, is that those wishing to coach university undergraduates require at least a first degree or a master’s degree in relevant discipline. But for those handling nursery/primary and secondary school pupils, Senior Secondary Certificate Examination (SSCE) or its equivalent is required.

    Beyond certificate however, Goodluck advises that passion, commitment, diligence and patience are qualities required for anyone to excel in the business. These, she said, are some of the qualities that will earn the home tutor the trust and confidence of parents and their children.

  • Making a success of job interview

    Making a success of job interview

    The interview is one of the most important elements in  the job search process. When an employer invites you to an interview, he/she is indicating an interest in bringing you on board. The interview gives both of you the opportunity to exchange enough information to determine if you are a good “fit” for each other. Think of an interview as a highly focused professional conversation. You should use the limited amount of time you have to learn about an employer’s needs and discuss the ways you can meet these needs. In many cases, you will interview at least twice before being hired for a position. Once in a brief screening interview and at least once again in a more serious meeting when you may also speak with many of your potential co-workers.

    The job interview is a strategic conversation with a purpose. Your goal is to show the employer that you have the skills, background, and ability to do the job and that you can successfully fit into the organisation and its culture. The interview is also your opportunity to gather information about the job, the organisation, and future career opportunities to figure out if the position and work environment are right for you.

    Most employers do not hire people based on merit alone. Personality, confidence, enthusiasm, a positive outlook, and excellent interpersonal and communication skills count heavily in the selection process.

    After your cover letter and résumé, the interview is your best opportunity to wow the employer-regardless of your background and experience. To do this, use every possible strategy to develop effective interviewing skills. The best way is to prepare a selective presentation of your background, thoughtful answers to potential interview questions, well-researched questions about the organisation, and an effective strategy to market yourself. Also consider your career goals and what the available job offers so that you can discuss both of these topics with employers. Interviewing is a skill that improves and becomes easier with practice. Check with your school career center or your local Employment Service office to see if it offers workshops and individual videotaped mock interviews for practice.

     

    Research

    It is to your advantage to carefully research the job and the organisation. There are many ways to do this. You can request printed materials from the employer, such as annual reports and job descriptions. This is an entirely appropriate request, so don’t hesitate to make it. Use your library and career center resources. Ask colleagues, friends, and faculty about the organisation, and about any personal contacts at the organisation they might have. Look at the organisation’s home page. Knowing about the job will help you prepare a list of your qualifications so that you can show, point by point, why you are the best candidate.

     

    Practice, practice, practice

    Prepare a succinct, clear answer to each of the questions in the interview questions section. Practice answering questions with a friend, or in front of a mirror. Ask your friend to give you constructive criticism on your speaking style, mannerisms, and poise. As you practice, avoid colloquialisms, such as “like” and “you know.” Make sure you don’t script all your answers-you’ll sound as though you’re reading cue cards! It’s important to prepare yourself for talking with complete strangers.

     

    Find out the logistics of the interview

    The more you know, the more focused your answers will be. Find out when the interview is scheduled, what to expect during it, and how long you will be there. Also find out if you will be talking to just one person, or to several.

     

    Be prompt and professional

    Always arrive early. If you don’t know where the organisation is located, call for exact directions in advance. Leave some extra time for any traffic, parking, or unpredictable events. If you are running late, call right away and let someone know. The best time to arrive is approximately five to 10 minutes early. Give yourself the time to read your résumé one more time, to catch your breath, and to be ready for the interview. Once you’re at the office, treat everyone you encounter with respect. Be pleasant to everyone as soon as you walk in the door.

     

    Dress for success

    Wear a professional business suit. This point cannot be emphasised enough. First impressions are extremely important in the interview process. Women should avoid wearing too much jewelry or make up. Men should avoid flashy suits or wearing too much cologne. It is also important that you feel comfortable. While a suit is the standard interview attire in a business environment, if you think it is an informal environment, call before and ask. Regardless, you can never be overdressed if you are wearing a tailored suit.

     

    Be organised

    Carry a portfolio notepad or at the very least a manila file folder labeled with the employer’s name. Bring extra résumés and have the names, addresses and phone numbers of references, in case the employer asks. Also, bring a list of questions for the employer. You may refer to your list of questions to be sure you’ve gathered the information you need to make a decision. Do not be preoccupied with taking notes during the interview.

     

    Know yourself

    You will make the interview process easier for the employer if you volunteer relevant information about yourself. Think about how you want to present your strengths, experiences, education, work style, skills, and goals. Be prepared to supplement all your answers with examples that support the statements you make. It is also a good idea to review your résumé with a critical eye and identify areas that an employer might see as limitations or want further information. Think about how you can answer difficult questions accurately and positively, while keeping each answer brief.

     

    Be honest

    An interview gives the employer a chance to get to know you. While you do want to market yourself to the employer, answer each question with an honest response.

    Be positive

    Never say anything negative about past experiences, employers, or courses and professors. Always think of something positive about an experience and talk about that. You should also be enthusiastic. If you are genuinely interested in the job, let the interviewer know that.

     

    Show your interest

    One of the best ways to show you are interested in a job is to demonstrate that you have researched the organisation prior to the interview. You can also show interest by asking questions about the job, the organisation, and its services and products. The best way to impress an employer is to ask questions that build upon your interview discussion. This shows you are interested and paying close attention to the interviewer. It is a good idea to prepare a few questions in advance, but an insightful comment based on your conversation can make an even stronger statement. At the end of an interview, it is appropriate for you to ask when you may expect to hear from the employer.

     

    Save discussion of salary for later

    Find out as much as you can before the interview about the salary levels for the position you are seeking. Do not bring up the issue of salary during the first interview. If the interviewer asks about your salary expectations, give only a general answer, such as that your expectations seem to be within, or close to their range.

     

     

     

     

     

    After-interview notes

    After the interview, take time to write down the names and titles (check spelling) of all your interviewers, your impressions, remaining questions, and any information that may influence your decision to accept a position with the organisation. If you are interviewing regularly, this will help you keep employers and circumstances clearly differentiated.

     

    Always follow up

    You should write a thank you note within 48 hours after an interview, even if the interview (or the interviewer) was not productive and/or you are not interested in the position. It is important to say thank you for the time the interviewer spent with you. This letter should be brief. (Refer to the section on writing thank you letters.)

     

     

  • Fishing out your dream job: Techniques and strategies

    Fishing out your dream job: Techniques and strategies

    We are presenting the  series designed to  provide job seekers the road map to the nitty-gritty of the tough aspects of tackling the job market and making it available for you, no matter where it is.

     

    Job fairs

    Job fairs are being utilised by an increasing number of recruiters. They offer a cost-effective and convenient way to contact a large number of candidates in a relatively short them. Job fairs also offer similar benefits to candidates — as long as you know how to work them.

    Plan in advance and your job fair visit will be very worthwhile. Be sure to investigate all participating companies in advance. When possible, obtain a list of these companies from fair organisers, and begin to research about six to 10 companies that may be of particular interest to you. In making your decision, consider the type of candidates sought, company location, company reputation, etc.

    Once you’ve drawn up your list, do some research on these companies at your local library, on the worldwide web, or through directly contacting the company. Be sure to uncover basic information such as company product and services, size, etc.

    You may even want to explore what the company’s philosophy or approach is. In particular, what they emphasise in their literature. Write this information obtained on index cards, a notebook or in a PC file.

    Your next step is to check out your own communication tool for the fair, your resume. Be sure to give it a make-over to make sure it highlights and showcases your skills in a professional and concise way for the job you are seeking. If it doesn’t, revise it in advance of your visit to the job fair.

    Now it’s time to put both items together. For each company that you have researched information on, write down the basic details obtained. Next to this information, list some skills, qualifications, achievements, or specialised training from your resume that would match the company’s “ideal” candidate. A typical entry in your notebook may look like this:

     

    XXYYZZ Nigeria Plc

    • Manufacture and sell office products and equipment.

    • Lagos-based

    • 550 employees.

    • Family owned and operated with strong commitment to customer service.

    • Looking for sales professionals.

    • Five year outside sales experience and an associate’s degree in marketing.

    • Worked in retail during school, completed an internship, have strong letters of recommendation for friendliness and courtesy to customers.

    As the date for the job fair approaches, check out your logistics. Make sure that you know where the event is being held, where to park, job fair hours, etc.

    Depending on the number of companies scheduled to attend, it’s a good idea to allow yourself at least one and a half hours to talk with prospective employers.

    Be sure to dress appropriately for the fair, and bring along 10 to 12 copies of your resume.

     

    Plan on arriving about 45 minutes to one hour after the official start time

    Look for your targeted companies, did they all show up? How busy are they at the moment? If a recruiter is busy talking to other candidates, look for another targeted company whose table is free.

    The trick is to minimise waiting in line, and maximise talking with prospective employers. Be sure to shake hands with the recruiter and introduce yourself Provide them with a copy of your resume to look over, along with your references, or any letters of recommendation you may have.

    As they review your resume, describe your background and qualifications. Make this a brief, to the point presentation recapping your skills and abilities.

    At this point, the recruiter may have some additional questions about your qualifications and also provide you with information about current job vacancies. Keep your talk concise — your total time spent with a recruiter should not be more than eight to 10 minutes.

    To wrap up, thank the recruiter for their time, express an interest in a more formal interview in the future, and ask for a business card in order to send a follow-up thank-you letter.

    After you’ve talked with the recruiters of your “targeted” companies, talk with other employer representatives if time allows. By doing so, you can often uncover information about certain companies and jobs that you were unaware of prior to the job fair.

    Finally, make one last tour of the area before you leave, and stop by the tables of any recruiters who had been helpful or interested in your background.

    Reintroduce yourself remind them of your earlier meeting, and reiterate your interest in scheduling to meet with them at a later date.

    Visit a local job fair and interview with at least five companies and collect at least 10 business cards.

    However, I will say that you do not put too much stock into this strategy.

    We have discussed the main strategies for job hunting. A major issue for job seekers but the least discussed is the issue of fear. But anybody who has had to look for a job will agree it is a regular company at various points in the job hunting stages.

    We will bring the matter to the fore by considering how to manage fear.

    You’ve heard of fire-fighting, let’s talk about fear fighting. You may have heard the old saying “Fire and fear – good servants, poor masters”.

    Whenever I hear that quote, I am always struck by how much fire and fear have in common.

    • It’s easy for both to get out of control and maim or damage.

    We have a fear of both. (Nothing to fear, but fear itself).

    • Both can be hard to capture or contain, much less extinguish.

    • Both can be controlled and made to serve us, if created respectfully and knowledgeably.

    We are in a business climate where fear is an everyday companion for most of us. Our friends, business associates and clients can seem to take an almost ghoulish delight in sharing the latest business horror story.

    Even the strongest of us can find ourselves bitten by the fear bug, and from there, the fear can start to grow like a dreaded disease. It starts to permeate every task, every phone call, every prospect interaction.

    How do we inoculate ourselves from the fear virus? How do we keep it from destroying our peace, sapping our energy and stealing our motivation?

    You may have heard what we resist, persists” This is definitely true for fear. We can fear number of things in these challenging times, many of which are beyond our control. The pivot-point questions are: What can I affect? (What is within my ability to change, control, or manipulate, even minutely?). Am I willing to take the effort to do so? Consider these in managing fear:

    • Honour the fear: Acknowledge it. Thank it for showing up. Do not deny it, or stuff it away, or anesthetise it with food, alcohol or drugs.

    • Be aware that there is no shame in being afraid. Fear is a natural response. It means our body, mind, spirit and emotions are working the way they are supposed to.

    • Ask yourself, “What’s the worst thing that could happen? Have I been through something like that before? Am I willing to deal with the situation? If not, what am I prepared to do? What am I prepared to change?”

    • Understand that fear is not a signal to stop, not a red light. Fear is a yellow light, telling us to proceed with caution and awareness.

    • Give yourself permission to move forward cautiously, with the fear. Consider fear an informative travelling companion, not on adversary during these challenging times. And certainly, not the thief of our peace of mind and our future security.

    • Ask yourself “what will I do if am not afraid?” Then, just do what you would have done if you are not afraid.

  • Optimising multiple job opportunities

    Kayode has a poser: I cast a wide net in my job  search and interview with some companies that I am not that interested in just to practise and get out there. Well, I am far along in the process with some of these and just beginning with my first choice companies. I am afraid that an offer will come along that I don’t really want. At the same time, in this market I am afraid to turn down a sure thing with just the hope of something better. What can I do to buy time?

    In this market, more candidates are casting a very wide net with their job search with good reasons. Hiring targets change constantly as budgets get slashed, companies get acquired or restructured, or circumstances change the needs over time as firms take longer and longer to decide. The reality of applying to a lot of places is that it is almost impossible to control the pace of the search. Some companies move through the process faster than others. You may find that you are in the final rounds at one company and just starting the first round elsewhere. If you prefer the slower company, how do you slow down the faster search without seeming disinterested?

    Just as you negotiate salary and other conditions of service, here you need to negotiate for time. The same general rules of negotiation apply: know who you are negotiating with – their wants, their constraints – and frame your requests accordingly. Prospective employers want their company to be your first choice. They want to know that you’re excited and genuinely interested in the position. They also have very real time and budget constraints.

    Maybe you are filling a spot for someone who is leaving in two weeks and they need to have the replacement there next week to transition. Maybe their fiscal year ends in two weeks so if they don’t hire for this spot before then they lose that space in the budget. When a company pushes a process through quickly or pushes for a decision quickly, they may have good reasons and not just giving you a hard time.

    Therefore, ask about timing for all employers as you go through the process. How quickly do you expect to make a decision? When do you need this person to start? How many rounds/ how many people will be involved in the decision? Once you know that a firm is interested in you, these are all fair questions and will help you know how quickly the process may move for all companies in your pipeline so you can effectively juggle your schedule and negotiate for time.

    Negotiate a wide range. You might say, “Officially, I am to give two months notice, but I can make it one. Really, it all depends on the projects at hand”

    You can get the information to your first-choice company about  what is happening with the other company. Don’t be pushy but let them know that you have another company who is interested and close to a decision. Get a commitment or at least a good estimate from your first choice as to when you will hear from them. Then you know how much time you need to negotiate for. You also remind the first choice company that you are desirable on the market!

    At the same time, ask your second choice for the time you need. Reiterate your interest, but let them know that you have committed to certain projects/assignments and don’t/can’t/shouldn’t want to cut these short. It is not recommend continuing to interview with companies that you are not genuinely interested in because it wastes everyone’s time.

    But if you would potentially accept an offer at a firm but it is just a lower priority, it is worth negotiating for more time so you can make an informed decision. Your second choice may become more desirable as you learn more about it (or about your first choice). In this way, negotiating for time means a more informed job search.

    This article is an adaptation of a presentation by Caroline Ceniza-Levine. She helps people find fulfilling jobs and careers, and co-author (along with Donald Trump, Jack Canfield and others) of the best-selling How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times 2010; Two Harbors

  • Small businesses, many jobs

    Small businesses, many jobs

    The Small and Medium Scale Enterprises (SMEs) have the potential of creating jobs. But there is a snag–the sector is under funded. With the government and banks waking up to SMEs’ potential, the subsector is skybound, writes COLLINS NWEZE.

    AS its name implies, Small and Medium Scale Enterprise (SME) is  aimed at promoting small businesses. Many countries encourage SMEs because of their potential for job creation. Banks too have recognised the SMEs’crucial role to the ecnomy and are doing everything  to promote them. The Central Bank of Nigeria (CBN) and banks see the subsector as a viable means of building sustainable wealth and creating jobs.

    Through its Anchor-Lending Programme, CBN is providing grants and SMES loans to graduates interested in agribusiness. “We affirm our commitment to financial deepening of the economy, improving financial access to key sectors of the economy, innovative solutions for the critical finance of generation, distribution and transmission in power sector, provide finance for SMEs, as well as the agriculture sector and jobs for the youths,” CBN Governor Godwin Emefiele said.

    Executive Director, Ovie Brume Foundation, Mrs. Iwalola Akin-Jimoh, lamented that many graduates are being churned out for jobs that are not there, adding that it is important the education system is structured to make it easy for graduates to get jobs.

    On entrepreneurship, Mrs. Akin-Jimoh said the available jobs are not enough to go round. “So, it is even better, where people are not coming out and looking for white collar jobs. They come out with skills that enable them start their own businesses. So, instead of looking for a job, one can be a job creator. We need people to think more along the line of creating jobs, rather than seeking jobs,” she said.

    The Bank of Industry (BoI) and Ecobank are working to provide low interest loans to SMEs.

    Managing Director/Chief Executive, BoI’s Mr. Rasheed Olaoluwa, said the low interest rate would heighten activities in the sub-sector.

    For Access Bank, SMEs’ growth is a mission that must be accomplished. Its Group Managing Director, Herbert Wigwe, said at the Africa Sustainable CEO Business Roundtable in Lagos, that the bank has a team that drives and adds value to SMEs.

    “What we have done in Access Bank is that we have a team to drive and add values to SMEs. Finance is not the  major issue but building capacity, understanding things around. We also have programmes that support women entrepreneurs because we find it interesting working with them,” he said.

     

    SMEs’ potential

    Monday Okozua, an entrepreneur based in Lagos insisted that SMEs subsector has the capacity to create two-thirds of the jobs needed to tackle unemployment, making the subsector more significant. He said the subsector holds the ace to taming unemployment in the country and, as such, must be made active if the unemployment rate, which is put at 28 per cent of adults between the ages of 18 and 60, is to drop.

    But he put a caveat: “Nigeria must tackle the challenges of infrastructure, especially power and roads, to create new SMEs or keep existing ones in business. There is also the need to create access to market and provide capacity, especially in keeping company financial records.

    The CBN defines SMEs according to asset base and number of employees. The criteria are an asset base of between N5 million and N500 million, and a staff strength of 11 to 300 employees.

    Findings showed that banks are becoming interested in the SMEs sector as yields on government securities drop. Equally, the rise to 50 per cent of Cash Reserve Requirement on public sector deposit makes SMEs the best place for banks to raise cheap deposits.

    Director, Enterprise Development Centre (EDC), Pan Atlantic University, Peter Bankole, said if a country wants to develop, it must start taking SMEs’ lending seriously. He said the National Bureau of Statistics (NBS) survey conducted last year showed that the SMEs sector will continue to play a dominant role in job creation in the economy.

    Bankole said the challenge remains that majority of SMEs are micro, stressing that the government was trying to move as many as possible from micro to small businesses because that will give better multiplier effects for the economy and create jobs.

    General Manager, IBM Africa, Taiwo Otiti, said the SMEs tools help entrepreneurs manage their businesses properly, and in the process, making it attractive for banks to grant them loans and subsequently create jobs. He said SMEs remain the engine of growth for the economy, adding that they are the largest employer of labour within the economy. He said that when the SMEs businesses are run well, they will have the capacity to employ more people. “Part of the SMEs teaching is how to package their businesses to attract bank loans making it easier for them to create jobs,” he said.

    A Lagos-based SMEs Trainer and Facilitator, Chima Maduka, said the subsector constitutes an important vehicle for national development and could integrate a large segment of the populace in productive economic activities. He said the economies of the Asian Tigers or Asian Dragons of the highly free and developed Hong Kong, Singapore, South Korea, and Taiwan, owe their climb to economic pre-eminence largely to the existence of well-organised and efficiently run SMEs.

    He said SMEs remain a vehicle for employment generation and they provide opportunities for entrepreneurial sourcing, training, development and empowerment. Developing nations, such as Nigeria characterised as low income earners by the World Bank, value SMEs for several reasons.

    FirstBank is giving SMEs the opportunity to grow their businesses so they can create the much-needed jobs. The bank said although the sector has the potential to employ a large portion of the population, lack of support from banks has derailed the sector’s vision.

    Diamond Bank reiterated its commitment to supporting small and SMEs in a bid to contribute to the economic development in a sustainable manner. The bank said there is need to empower micro and medium entrepreneurs in the country in areas where there were lack of funds.

    Heritage Bank has unveiled plans to provide funding for the micro, small and medium enterprise (MSME) sub- sector of the economy.

    Speaking at the bank’s MSME Clinic held in Lagos, the bank’s Managing Director, Ifie Sekibo, expressed the lender’s commitment to assisting MSMEs to become large corporate organisations that can be quoted on the Nigeria Stock Exchange (NSE) in the next three years.