The Nation Newspaper

Category: Jobs

  • Manipulation can dampen employees’ morale

    Manipulation is defined as the act of making someone think and behave exactly the way you want him to, by skilfully deceiving or influencing him. Though the person manipulating the other person or people may have his way for some time, the strategy of manipulation is not the one that is enduring – it does not last! When employees feel betrayed or manipulated, management’s attempts at motivation cannot achieve any positive result. By way of illustration, according to research, a giant supermarket chain in Florida was well known for its warm relationship with its fifty thousand odd employees.

     

    Publication

    The company published a bi-weekly bulletin that listed all the births, deaths, marriages and serious illnesses of employees and their families. For more than twenty years, the company president had sent personalised cards to the families of everyone listed in the bulletin. But when a new president was appointed in 1984, he decided to discontinue sending cards for births, marriages and illnesses. It is far better not to do something than to commit yourself to something you may not be able to deliver.

     

    Another development

    In another development, research has confirmed that when the brown aircraft of People Express took to the skies in 1980, its founders initiated a social experiment on the grandest of scales. It was probably the most elaborate attempt at corporate democracy ever. According to Donald Calvin Burr, president of People Express, “The single predominant reason why I cared about starting a new company was to try and develop a better way for people to work together.”

    So many people flocked to join the company because of this message, that only one out of a hundred applicants could be accepted. “You’re not a commodity,” Burr would stress to new recruits at the end of intensive five-week-long, six-day-a-week (without pay) training programmes. “You’re not a beaten-down worker. You’re a manager. You’re an owner.” And apparently, he meant it.

     

    Expert’s view

    Azriel Winnett, a business management expert says there were no supervisors, secretaries or vice-presidents at People Express. All employees were given the title of manager. They were rotated among jobs frequently – in the air as flight attendants, at the airports as ticket agents, or behind the scenes in the accounting or scheduling departments. One third of the corporate profit was distributed to employees. They all owned a minimum of a hundred shares of the airline’s stock. “When you fly People’s Express, an owner is never more than a few steps away,” boasted one its newspaper adverts.

     

    Elated employee

    Fired with an infectious excitement, the “owner-managers” would work ten to twelve hours per day. Since per capita productivity was high, People Express operated with about fifty staff per airplane, about half the industry average. Burr was determined that the company should become “a role model for other airlines and businesses”, and it did. Not only had it become the nation’s fifth largest airline within five years, but it had become famous for its human management philosophy. “Anyone who isn’t studying People Express and the way they’re managing people is out of their minds,” proclaimed a Harvard professor of repute. Two years later, People Express was no more. Drained by an excessively rapid expansion, Burr was forced to sell the entire airline before it was too late.

     

    Reasons for collapse

    The reasons for the company’s failure will probably be debated in business schools for many years to come, as business reporter Robert Levering points out in his fascinating book, A Great Place to Work. But parallel to the financial crash, a failure of a different kind became evident in the course of time. For all his ingenuity as a motivational expert, Donald Burr’s grand scheme for ultimate corporate democracy had long turned sour in the eyes of many of his employees. Levering masterfully analyses the reasons for this in his book. During the final week of the airline’s existence as an independent entity, he talked at length with numerous People Express employees. They talked of feeling being “manipulated”. They stressed that this feeling had manifested on a large scale long before the airline flew into financial turbulence.

     

    Abuse

    There is a special excitement about being involved in launching a company, and part of the People Express experience has occurred in countless other companies, too. Everyone feels needed and useful. The “partners” at People Express felt like winners, despite the long, uncompensated hours of work. But in this kind of situation, it is easy for the people at the top to purposefully prolong the start-up phase, and to take advantage of their workers’ love of excitement and novelty. The very responsibility given to the employees can become deceptive. Their very loyalty can become an object of manipulation.

    And although an elaborate communication system was in place at People Express, it worked well only when the going was good. But there were no viable mechanisms for handling employee complaints and concerns. The system made no provision for conflicts, because it assumed a kind of everlasting harmony between the employee-managers and the top executives.

     

    Realisation

    At People Express, many employees discovered that broken promises led to broken dreams. Perhaps the big-wigs were thinking to themselves: “Tell people whatever will make them feel good. Then they’ll work harder, and we’ll make more money.” And as any politician knows, you can win votes by making promises, but voters eventually expect you to deliver.

     

    Last words

    In an atmosphere of trust, communication can flourish. But trust is not something that can be turned on at will, like a tap. Therefore, every corporate organisation that wants to succeed in business should desist from manipulating its employees or making empty promises to them because deploying this deceitful strategy can be counter-productive in the long run.

    Till we meet on Wednesday.

     

     

     

    •GOKE ILESANMI, Managing Consultant/CEO of Gokmar Communication Consulting, is an International Platinum Columnist, Certified Public Speaker/MC, Communication Specialist, Motivational Speaker and Career Management Coach. He is also a Book Reviewer, Biographer and Editorial Consultant.

     

     

    Tel: 08055068773; 08187499425

    Email: gokeiles2010@gmail.com

    Website: www.gokeilesanmi.com

  • Do we actually need New Year’s resolution?

    If you want to succeed in life, you must have a plan. Without a good plan, nothing tangible can be achieved. If you aspire to succeed in business for instance, you need to have a well-composed business plan that articulates the direction of your business in a bid to accomplish the most important goal, that is, profitability. But before we can talk about planning for the accomplishment of a resolution, the first thing that must happen is to first have that resolution.

     

    Importance

    The word “Resolution” has different meanings or elasticity of interpretations. It means “Decision”, “Solution”, “Promise”, “Determination”, “Clear Picture”, etc. But our major conceptual focus here is the meaning about “Promise”. The resolution that we are concerned about means “a promise to yourself to do something”. Resolution is so critical that we have turned it to a temporal or annual ritual tagged “New Year’s Resolution”, basically made on 1st January.

    At the beginning of every year, most people will make a resolution that borders on achievement of set goals or even change of unwanted habits. However, having a resolution without being committed to it or knowing how to set it in motion does not guarantee results. It is noteworthy that many people approach the New Year’s resolution in a wrong way, while others do not even bother themselves about it at all. Approaching your annual resolution in the right way is a gateway to living the life of abundance and satisfaction.

     

    Defects of over-reliance

    Apart from lack of commitment that tends to make the New Year’s resolution meaningless at times, one of the major disadvantages of this annual ritual is that it makes people easily sleep off as they merely look forward to the end of the year or beginning of another year before they think about taking steps to achieve success or change a bad habit. Even though the end of the year is a period for taking stocks, it is not only at this period that you can resolve to let your life witness dramatic turnaround through a resolution. The implication of this assertion is that there is need for you to start your resolution and its implementation now.

     

    Unnecessary delay

    Effective time management constitutes an important factor in the quest for success or results. As you begin each new day of your life, one thing that you have in common with every other living person is the same amount of time. If you want to achieve success in life, you need to understand that time is money.

    Therefore, waiting till the end of the year or beginning of another year before you decide to transform your life for the better can be compared to the archaic corporate strategy of waiting till the end of the year before giving employees assessment forms so that their managers/supervisors can start measuring their performance for the year under review. The better approach is to assess employees whether weekly or monthly so as to quickly draw their attention to their productivity or otherwise. This weekly or monthly assessment approach will make such employees immediately adjust appropriately. The effect is that the overall organisational productivity and, by implication, profitability will be enhanced.

     

    Analogy and example

    Imagine a situation where a football coach waits till the end of a match before telling his or her players about mistakes made and/or correcting them! Such players will find it difficult to win matches. That is why football coaches normally draw the attention of their players to mistakes and make necessary adjustment during the half-time break. We need weekly or monthly resolution to achieve success and/or drop our bad habit fast. We do not need to wait till the end of the year to start. If we adopt the weekly/monthly resolution strategy, we will achieve better results than our annual ritual of often-ineffective New Year’s resolution.

    Three years ago, I advised a heavy smoker in the month of May to stop smoking. To my amazement, he finally agreed with a condition. He said he would write the decision to stop smoking as part of his resolution for the following year. That is, he would still wait for a period of seven months before implementing that change of habit! And it is still possible for somebody to change his or her mind and continue with the bad habit in the course of unnecessary delay occasioned by the belief that the resolution is better slated for year-end or beginning of another year.

     

    Belief and commitment

    To be able to easily achieve your resolution, you need belief and commitment. When we believe in something, we definitely will see possibility. Therefore, impossibility is lack of a positive belief. The stronger our belief about our resolution, the closer we get to achieving it. We can weaken or even kill a belief by introducing doubt. Your beliefs are your destiny, once you are committed, success will surely come your way.

    As Peter Hirsch, author of “Success by Design” puts it, “Until one is committed there is always hesitancy, the chance to draw back, always ineffectiveness.” Commitment is the secret ingredient in every recipe for success, and once one is committed to something, it happens, no matter how long it takes, no matter what else happens, no matter what.

     

    Self-motivation

    Self-motivation, which consists of thought and action, is also need to achieve your resolution. This is because the willingness to act on your ideas is at least as important as the ideas themselves. Anybody that wants to be successful in life needs to be a self-starter; give his or her success aspiration all he or she has; and dare him- or herself to act now. The world is full of opportunities beckoning at you every second, minute and day. But the key to making the most of those opportunities is action. This implies that one needs to dream his or her dreams, but motivate him- or herself to put plans into motion.

     

    Final note

    It is better for you to decide today to achieve whatever you have resolved to achieve this year. Disappoint procrastination, stop wishing and start willing; stop proposing and start purposing.

    PS: For those making inquiries about our Public Speaking, Business Presentation and Professional Writing Skills programme, please visit the website indicated on this page for details.

    Till we meet on Wednesday.

  • The 10 key components of a great resume

    A great resume is the first opportunity you have to make an impression on a hiring manager, or a recruiter. And it’s important to make a great first impression.

    The average recruiter spends mere seconds scanning your resume so you need to make yourself stand out.

    We’ve compiled a list of some important factors to keep in mind when creating or updating your resume. Here’s a list of the 10 key components of a great resume:

     

    Organised format

    Structure your resume in an organised manner; keep your font traditional, your lay-out appealing, and your spacing consistent. You want your resume to stand out, so don’t be afraid to experiment with colors and design.

    However, know your audience and be sure you are representing yourself professionally first and foremost.

     

    Correct spelling/grammar

    Spell check everything at least twice and have someone else proofread it before you submit it.

     

    Professional attitude

    List a professional sounding e-mail address—not “partyanimal_687” or “2cool4u15.” Also, list a phone number that is attached to a professional voicemail greeting. Potential employers don’t need to hear reality TV, loud music, kids crying, or road noise in the background. If this means you have to re-record your voicemail greeting, so be it.

     

    Objective keywords

    Leave out subjective words like “reliable” and “hard-working.” A potential employer is not going to bring you in for an interview because you say you’re reliable. They are going to bring you in because they think you can solve a problem for them.

     

    Keywords from the job description

    Incorporate words into your resume that are listed in the job description of the position you’re applying for. This will help a hiring manager quickly see that you’re a fit for the position and it will also help resume scanning software signal you out as a potential match.

     

    Brief explanations for employment gaps and layoffs

    If you were let go from several positions due to downsizing, mention this. If you have a large gap in your employment history, explain what you were doing during that time and what you learned.

     

    Relevant job/internship/volunteer history

    If you’re a veteran in your industry, you don’t need to list the very first job you had decades ago. Keep your employment history to the past 10-15 years if you have a substantial amount of industry related experience. If you’re a recent graduate, listing the part-time job you had in college is fine—but you also want to list any internships, volunteer work, coursework, or projects you had that are relevant to the job. Unpaid experience still counts.

     

    Effective use of space

    Treat each word on your resume like beach-front property—space is so valuable. Make every word you use count. That sets up the a lot of white space in your resume that makes a pleasure to read

     

    Customised cover letter

    Your cover letter (i.e. Application Letter) should contain content that is different from your resume and should match up very well with the job description. Of course, this means you will need to re-write it for each job you apply for.

     

    Realistic expectations

    Be optimistic, but realistic. If a job description lists a required task that you’re confident you can do, try to word your past experience to reflect it. But if a job description lists seven required skills or certifications and you only have three of them, then you don’t meet the qualifications and shouldn’t apply.

     

    With the start of a new year, it’s a great time to update your resume and reflect a bit on your strengths and job specific skills. Being able to effectively and succinctly summarise your skills, education, and experience is important for everyone—regardless of whether you intend to seek employment in the near future.

    These resume tips are intended to help you put forth the best possible impression of yourself on paper. You only get one chance to make a great impression, so make yours count!

  • How to job search like a sports pro in 2014

    The Winter Olympics has started in Sochi, Russia. We are acqainted with the incredible discipline, focus, and persistence of the world’s best athletes. My thesis is that even the non-athletes among us can learn from their example. I have no doubt, job seekers can benefit from taking an ‘Olympian-inspired’ approach to their searches.

    So, how do you job-search like an Olympian?

    First, let’s consider the four best practices athletes leverage to make it to the Olympic level. First, they establish clear goals and sustain that goal focus over time. They know exactly what they need to achieve in their training and competitive events, and they harness their energy and efforts to accomplish those goals.

    Second, they dedicate whatever time, resources, or money they need to succeed. If this means investing in new tools, coaching, or specialised support, they do so.

    Third, they practice their sport consistently. This single-minded pursuit of excellence is integrated into their daily schedule and they faithfully train their bodies and their minds to exhibit peak performance on an automatic level.

    Fourth, they learn to adapt to constantly changing environments and circumstances. They master the inner game of excellence while taking advantage of the shifts and changes around them to fuel next-level performance.

    How to job search like an professional sportsman?

    Let’s take a look at how each of these Olympic best practices relates to the job search process:

     

    • Establish clear goals and sustain focus

    An effective job search begins and ends with a thorough plan. Without a job search strategy you have no roadmap to guide your investment of time and energy. This means defining your preferred job titles, functions, and levels of roles, as well as your target companies, industries, and geographic areas.

    It also means, for example, setting weekly and monthly targets for the numbers of contacts you plan to make and the volume of resumes you plan to submit throughout your search. If target about 30 resumes out the door each week for at least three months, it means your strategy has to provide structure for outreach to 300 or more targeted roles in your preferred geographic area(s).

    An effective job search plan also details the strategies you will use to produce the outflow of resumes just mentioned. There are a handful of tried-and-true search strategies – which ones best meet your needs and search personality

     

    • Dedicate time,

    resources and money

    There are many more career communications tools to consider – which best align with your chosen search strategies? If you’re going to be targeting recruiters, for example, you’ll need a recruiter letter which has a different structure and format than a job board or company letter.

    You may also need other resources. How will you find all the recruiters you need to contact? Will a recruiter database or resume blasting service help?

     

    • Practice and prepare

    Of course, part of the job search is about practicing interviewing skills, and salary negotiations, but it’s also about preparing for say, networking

    All of these functions and the many, many more that constitute an effective search all require a certain amount of “how to” knowledge. The Olympian-inspired job seeker will recognise the importance of accessing training or coaching on these issues rather than wasting precious severance time figuring out the basics on your own.

    By the way, if you don’t already know how to effectively leverage LinkedIn status updates to broadcast your brand in classy ways, then find a coach who can shortcut the process for you. Yes, you’re intelligent enough to figure it out over time, but how many opportunities will you lose out on while you do so?

     

    • Adapt to recruiting,

    hiring and labour market shifts

    Recruiting, hiring, and job search practices shift constantly to reflect evolving market realities. This means the savvy job seeker has to stay on top of emerging trends on a wide array of topics, from resume best practices and Applicant Tracking System technologies to LinkedIn features and Google SEO tactics.

    While you don’t have to be an expert in such areas, you do need to know enough to determine what, if any, changes in your job search strategies you need to make.

    Personal branding trends are constantly evolving, as well. Preview personal branding trends for 2014 in this recent blog post.

    The bottom line is that an effective job search requires an investment of focus, energy, time, and money like that required of Olympians in pursuit of bronze, silver, or gold medals. For most job seekers, it’s realistic to expect that you will have to invest one to two per cent of your annual income each year in your career in the form of professional development, coaching, job searches, and/or career communications tools such as resumes or LinkedIn profiles in order to maximise your career and minimise your transitions between roles.

     

    How much have you set aside to spend on your career in the year?

     

     

     

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    The 10 key components of a great resume

    A great resume is the first opportunity you have to make an impression on a hiring manager or a recruiter. And it’s important to make a great first impression. The average recruiter spends mere seconds scanning your resume so you need to make yourself stand out. We’ve compiled a list of some important factors to keep in mind when creating or updating your resume. Here’s a list of the 10 key components of a great resume:

     

    1. Organised format

    Structure your resume in an organized manner; keep your font traditional, your lay-out appealing, and your spacing consistent. You want your resume to stand out, so don’t be afraid to experiment with colors and design. However, know your audience and be sure you are representing yourself professionally first and foremost.

     

    2. Correct spelling/grammar

     

    Spell check everything at least twice and have someone else proofread it before you submit it.

     

    3. Professional attitude

    List a professional sounding e-mail address—not “partyanimal_687” or “2cool4u15.” Also, list a phone number that is attached to a professional voicemail greeting. Potential employers don’t need to hear reality TV, loud music, kids crying, or road noise in the background. If this means you have to re-record your voicemail greeting, so be it.

     

    4. Objective keywords

    Leave out subjective words like “reliable” and “hard-working.” A potential employer is not going to bring you in for an interview because you say you’re reliable. They are going to bring you in because they think you can solve a problem for them.

     

    5. Keywords from the job description

    Incorporate words into your resume that are listed in the job description of the position you’re applying for. This will help a hiring manager quickly see that you’re a fit for the position and it will also help resume scanning software signal you out as a potential match.

     

    6. Brief explanations for employment gaps and layoffs

    If you were let go from several positions due to downsizing, mention this. If you have a large gap in your employment history, explain what you were doing during that time and what you learned.

     

    7. Relevant job/internship/volunteer history

    If you’re a veteran in your industry, you don’t need to list the very first job you had decades ago. Keep your employment history to the past 10-15 years if you have a substantial amount of industry related experience. If you’re a recent graduate, listing the part-time job you had in college is fine—but you also want to list any internships, volunteer work, coursework, or projects you had that are relevant to the job. Unpaid experience still counts.

     

    8. Effective use of space

    Treat each word on your resume like beach-front property—space is so valuable. Make every word you use count. That sets up the a lot of white space in your resume that makes a pleasure to read

     

    9. Customised cover letter

    Your cover letter (i.e. Application Letter) should contain content that is different from your resume and should match up very well with the job description. Of course, this means you will need to re-write it for each job you apply for.

     

    10. Realistic expectations

    Be optimistic, but realistic. If a job description lists a required task that you’re confident you can do, try to word your past experience to reflect it. But if a job description lists seven required skills or certifications and you only have three of them, then you don’t meet the qualifications and shouldn’t apply.

     

    With the start of a new year, it’s a great time to update your resume and reflect a bit on your strengths and job specific skills. Being able to effectively and succinctly summarize your skills, education, and experience is important for everyone—regardless of whether you intend to seek employment in the near future. These resume tips are intended to help you put forth the best possible impression of yourself on paper. You only get one chance to make a great impression, so make yours count!

     

     

     

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    Nine good reasons you’re still unemployed

     

    “Why am I still unemployed?”This plaintive question is one I’m asked a great deal. I’d like to give a few brief reasons you’re still unemployed.

     

    1. You aren’t networking enough.

    Almost all jobs these days are found through networking. If you’re applying through job boards, searching the internet, counting on recruiters or responding to want ads…you’re not doing enough. And, as I’ve said elsewhere, your resume is almost useless.

     

    2. Your personal presentation is offensive.

    Don’t go in with one of those “stubble beards.” Either actually have a beard or be clean-shaven. The people who are probably making the hiring decision really, really hate the three day stubble beards that are the norm among younger men. Chewing gum, not dressing for the interview, arguing, and saying what you will and won’t do are all interview killers.

     

    3. You’re asking too much money.

    Look, there is a “great reset” going on. Salaries are lower these days.. Frankly, we’re not going to hire someone with that huge of a salary gap. It isn’t the problem of employers you have lived beyond your means. Everyone is tight these days. Don’t go asking for a large salary and tons of perks. You might well have to bite the bullet and take much less to get off of the unemployment rolls.

     

    4. You’re very overqualified.

    Realistically, I’m not going to hire someone with 10+ years of experience with a great deal of responsibility in their last job for an entry-level job. Entry-level jobs will be filled by entry-level people. All you do when you apply for these things is annoy the employer. I know you might be desperate. But it is better to consult or start your own business, than to apply for entry-level jobs. When I see someone with extensive experience applying for an intern job, I’m not even going to interview them. I know that they’ll be gone in a heartbeat if something in their field comes along, and that they won’t stay and grow with my company. I also know they’re going to second guess me, not be coachable and generally be a pain in the neck. Don’t bother to apply for these jobs.

     

    5. You’re using “shotgun” approach to applying.

    I made the mistake of running an ad on one of the major job boards one time. BIG mistake. Everyone and their sibling applied, even with 0% of the qualifications. The rule of thumb is — if you don’t have at least 60% of the qualifications called for, don’t apply. You’re wasting your time.

     

    6. Your attitude stinks.

    You might be coming across as having an arrogant or generally bad attitude. Self righteousness, self-opinionated, coyness, and many more negative vibes. If someone is not upbeat and positive, I will rapidly end the interview.

     

    7. You’re angry or depressed or both.

    Your anger is not hurting the “jerks” who fired you or laid you off. It is, however, killing you physically and killing your career. Get over it. Realistically, if you were fired, you most likely deserved it. If you were laid off, it was nothing personal…just a business decision. Deal with your anger before interviewing. Some depression is normal during a time when you’ve lost your job. But if you’re always in a dark mood, crying, unmotivated and not sleeping, see your family doctor at once.

     

    8. You can’t communicate.

    Don’t make the interviewer crowbar information out of you. If you can’t communicate well, you won’t get employed. If you do happen, by some miracle, to get employed, you won’t last long. Same goes for if you evasive. If you’re asked a question, answer it. Don’t beat around the bush, and don’t give stupid canned answers. A clear example of this is the number of people who say, when asked about a weakness, “I guess I’m just too much of a self-motivated, self-starter who is too hard on himself.” Stupid answer.

     

    9. You’re unprepared.

    I’ll be very clear. If you go up against one of my highly prepared candidates, you’re going to lose and lose big. Don’t be cheap! Hire someone to help you with interviewing, networking and finding the hidden jobs. If you’re an executive in Denver Metro, talk to us about hiring us. If you’re elsewhere, find a good, honest career coach. But be careful.

    While some people are long-term unemployed for no reason, we can usually see a reason when someone can’t seem to find a job. Those who have a great attitude and have been able to overcome depression, anger and unrealistic expectations, will usually land in a hurry. Good luck!

     

     

     

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    Seven tips on creating workplace self-motivation

    Workplace motivation is one of those interesting things. We think it should just drop out of the sky like magic but it never really does. We also don’t really think about how to create motivation for ourselves. However, we really can create it with the right tools.

    First, let’s get on the same page about what motivation is. Motivation is what causes you to take action. Clearly, you’re at work so you do have some motivation because your action is going to work and performing your job. What we are talking about is feeling engaged and inspired about the actions you do take.

    Let’s look at some of the tools you can use to get fully engaged and motivated in the workplace:

     

    1. Change

    There’s nothing like changing things to really get the juices going. You don’t want to change things just for the sake of changing; however, you want to change things that don’t work well.

    With that, you must have a vision of what the right outcome would be and then you apply your steps to create the action for change.

     

    2. Goals

    Many times, the lack of motivation is due to a lack of direction or goals. Sit down and figure out what would really get you up in the morning and make that your goal.

    Having a goal isn’t enough, though. It has to be a goal that you yearn for or have some emotions about. Once established, put together a plan for how you will achieve your goals. Keep in mind SMART for goals = Specific, Measurable, Actionable, Resonate, Time bounded if you really are going to shot for something worth having.

     

    3. Be accountable

    The vast majority of us want to do things but we’re really lazy about doing them. It’s often easier to diet or workout with someone because we have a person that is looking for us to perform. Find someone to hold you accountable to yourself and be willing to trade off the favor.

     

    4. Clean up your own internal litter

    We all have baggage, but sometimes we have so much of it cluttering up our life that it bogs us down and we fail to see what’s possible. Creating a clutter-free physical work environment also gives significant push to get on with work at hand.

     

    5. Surround yourself with the right people

    Yes, your mother was right… it is important to hang out with the right people. In this case, hang out with people who are inspired and motivated as it will be contagious.

     

    6. Research the issue

     

    Find out from others what motivates them. In the process, you may hear something that would really be great for you. Don’t be afraid to copy what works.

     

    7. Cop an attitude

    Motivation creates more motivation. Look for it and it will be there. We often get hung up about our ability to control things in the workplace. The one thing we can control is our attitude and approach to various workplace challenges. Change your perception or paradgme. You will see how things are different, even with the same facts!

    These tools for workplace motivation are simple to do which means there is nothing but you holding you up from trying them.

     

     

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    Secret for resounding success at job interviews

    I swear, I used to get hives at the thought of an interview until, by some twist of fate, the roles were reversed and I actually became an interviewer myself (bwahaha – insert evil grin here!).

    However, I’ve come to learn that, contrary to popular belief, the interviewer isn’t out to set you up for failure… who knew? So, as a show of good faith, I’ll give you some of my best learned secrets from the other side of the curtain. Here are six secrets for crushing job interviews:

     

    1. Confidence: fake it till you make it real

    The best advice I can give is to be confident and remember that you’ve made it this far for a reason. Hold your head up high, don’t trip, and remember, ‘you got this.’  Interviews are one of the few times in life where narcissism is accepted and maybe even embraced. Remember, there’s a fine line between confidence and arrogance but during the interview process, you want a beautiful balance of both.

    *Side note – if you’re naturally arrogant, then disregard my previous statement: For you I say, smile and sit down – you ain’t all that!

     

    2. Be a stalker

    Knowledge is key and Google is your new best friend.  Before you step foot in that interview, you should know everything there is to know about that company. Google it, Facebook it, and study their Linkedin page like you’ve never had anything better to do in your life. Also, if you’re lucky enough to know who’s interviewing you… stalk away, my friends. Knowledge is power, and we live in the 21st century where a simple Google search can make or break your ability to shine.

     

    3. Read between the lines

    Just about every last one of us has been asked, “What are your strengths and weaknesses?” Funnily enough – curve ball coming your way here – we don’t actually care what you think your strengths and weaknesses are. The reason this question hasn’t been updated in 100 years is because it gives away so much about a person.

    · Are they prepared? (Again, it’s been a question for 100 years.. how did you not see that coming?)

    · Do they have a solid grasp on their own abilities?

    · It’s also really fun to watch how people try to turn their ‘weaknesses’ into a (not-so-humble) strength. This shows creativity, thoughtfulness, and an ability to turn negative things into positive.

    · We know you Googled your answer… just so you know! But your ability to deliver and articulate is what’s actually key here.

    Is your mind blown yet?

     

    4. Wave your freak flag

    Ok, maybe not literally – but subtly and just enough to stand out from the crowd and make the interviewer remember you. Maybe test this out on a few people and make sure you’re not too far out in left field. But if you grew up on a sheep farm (please withhold Kiwi jokes here as I am, in fact, a New Zealander!) or have participated in a triathlon, mention it when it feels right. Keep it short and sweet. Don’t bore them with details but show off that you have a personality and would fit well with their environment.

     

    5. Don’t settle

    Many people come into interviews borderline desperate to get a job. Whether it’s personal financial stress or this happens to be your dream job, calm yourself. It is every bit as important to be prepared for their questions as it is for them to be prepared for yours. Don’t settle, you’ll regret it. Ever heard the expression, “Don’t gamble with scared money?”  Well, it applies with new jobs ten times over. Don’t go into a job so desperate to be hired that you forget to stop and think, ‘is this really what’s best for you?’

     

    6. Break a leg

    Don’t forget to smile and breath throughout the entire process. It’s only an interview, it’s only a job. While it may be the answer to your prayers, or your bank account’s prayers, it’s still not the end of the world. If you’re prepared and qualified, the rest will fall into place. Que sera sera! (Whatever will be, will be.).

     

     

  • Tiling: A job for all season

    Tiling: A job for all season

    Tiling is about the aesthetic beauty of a house. It takes someone adept at it to undertake the job. Tilers may soon have a lot to do with the flag off of the Lagos State Home Ownership Scheme (HOMS) and the construction of 100,000 housing units nationwide, by the Trade Union Congress (TUC). OKWY IROEGBU-CHIKEZIE writes that a tiler requires minimal education.

    In the past few years, developments in real estate have lifted artisans, especially tilers, who play a key role in the finishing of a house.

    Since carpets and rugs are no longer fashionable, tiles have become the toast of construction companies and developers. Many tilers prefer to stay on their own, getting jobs and engaging additional hands when the need arises.

    Tile setters cover the interior and exterior walls, floors and ceilings with ceramic, marble and quarry tiles, mosaics or terrazzo. They work on new homes and renovate old ones for individuals and commercial institutions such as banks, telecoms sector, oil and gas. The job is not seasonal but comes with each housing unit construction or renovations.

    Although some tiles and marble setters learn their trade through an apprenticeship, most learn on the job, starting as an assistant, giving a helping hand to the tiler for pay.

    To become a setter, there is no special educational requirments attached to the skill.

    Though a few trade schools and skill acquisition centres in the country train some artisans in the art of tile laying, most tillers acquire their training through years of apprenticeship.

    Most entry-level tiles-setters are hired without any formal training, or college education. In fact, many tile installers are not required to have a high school diploma, or its equivalent.

    The largest part of tile installers’ training occurs through extensive hands-on training as a tile helper, getting an increased responsibility as the ‘master’ gets satisfied with his level of proficiency and mastery of the job.

    In general terms, tilers, or tile installers, perform all duties related to installing ceramic, wood, glass and marble tiles into residential homes and commercial buildings. This includes cutting tile, measuring tile, designing the general layout of tile and repairing broken or cracked tiles. Although many tile installers generally install tile as flooring, they also may install acoustical, shock absorbent and decorative tile on walls, ceilings and counter tops.

     

    Requisite skills

    Tile installers are required to have excellent maths skills, physical fitness, manual dexterity and a thorough understanding of every type of tile. This includes extensive knowledge about how tile is made, what tile works best for different kinds of flooring and how to recommend tile that adequately suits a client’s needs. Additionally, tile installers must know how to use and operate the tools of the trade, which include saws, tile cutters, tile grout application and removal tools and tile buffers.

    Tile installers work a standard 50-hour work weekly as some work on weekends; they spend most of their work days on the floor risking back and knee damage.

    Like every job, tiling has its professional hazards too. There is a lot of repetitive bending, crawling, standing and heavy lifting. There is always the hazard of getting cut and scraped by ceramic tile, grouting tools, knives and saws used for cutting, shaping, cleaning and installing tiles.

    Installing tile and marble is physically demanding, with workers spending much of their time reaching, bending, and kneeling but the rwards are awful too.

    Those in commercial settings may work evenings and weekends to meet up with the demands of their clients, especially in huge projects but one attribute a tiler needs is to be physically strong as more often than not, he will have to lift heavy materials as their packaging are usually heavy.

    A developer and Managing Director of Fairly Homes in Port Harcourt, Mr. Friday Ikemakolam said employment of tile and marble setters is projected to grow faster than the average for all occupations in construction sector.

    According to him, this is due to massive investment by various strata of government in housing development.

    Population growth, acquired taste, business growth, coupled with the continuing popularity of tile and marble, will require more tilers to bridge the increasing gulf created daily by these factors.

    Are you one of those who enjoy working with your hands? Are you are artistic, precise, creative and have an eye for details? Then tile setting could be the career for you!

    As a tile setter, your duties may include laying and setting tiles to create decorative wall and floor designs, cutting and fitting tiles around obstacles and openings using hand and power cutting tools in addition to preparing, measuring and marking surfaces to be covered.

    Other duties you will be expected to perform include mixing, applying and spreading cement, glue or other adhesives using hand tools, aligning and straightening tiles using levels and squares, applying plaster between tiles and removing excess plaster, cutting, polishing and installing marble and granite and removing and replacing cracked or damaged tiles.

    Tilers, as part of their routine, may work indoors and outdoors, alone or with a team of other construction professionals. The job is physically demanding, it’s not a job for those who want to keep soft palms and wrinkle free knees but those who want to work and earn good money because jobs are never in short supply as long the tiler is dexterious and sturdy.

    As with all careers in the construction industry, safety is a top priority. Tile setters are trained to work safely and take special precautions to protect themselves from injury as falling on the tiles while working may result to bodily injury.

     

  • Jobs of the day

    * Vacancy

    1. A growing property management company located in Abuja has vacancies for the following positions:

    •   ACCOUNT OFFICER

    Qualification: OND/HND in accounting with minimum of 2 years experience in core accounting functions and must be literate with accounting packages.

    •       FIELD/ PROJECT SUPERVISOR

    Qualifications: OND/HND in civil engineering with minimum of 2 years experience building supervision.

    •       SECRETARY/RECEPTIONIST

    Qualification: SSCE/OND with minimum of 2 years work experience, with outstanding secretariat skills and must computer literate, should have knowledge of legal software.

    Qualified and interested applicants should forward their CV/Application, copies of credentials & passport photographs to: jeydem@yahoo.com.

    • Vacancy

    An experienced marketer needed interested applicants should submit CV application by hand at:

    17A, CHURCH STREET, OFF SALVATION RD, OPEBI, IKEJA, LAGOS

           * Vacancy

    1.      Admin officers

    2.      Accountant

    3.      Office clerks

    4.      IT officers

    Please apply with CV to: P.O Box 3316 Surulere

  • Jobs of the day

    NIGER MILLS CALABAR

    Position: Shift Millers/Assistant Millers

    Job: To run/operate the company’s mills

    THE PERSON:

    Age: between 30 – 40 years

    Very analytical, smart, energetic, result oriented, goal driven.

    Team player

    Interpersonal skills very essential

    Ability to work long hours/over the weekends

    Must be computer literate.

    Qualifications:

    A)    a minimum of bachelors degree and/or HND in engineering, Food Technology,  Chemistry or any science related courses

    B)    Diploma in Milling Technology

    C)    School certificate (SSCE/WASC with five (5) credits including mathematics & English) in not more than 2 sittings.

    D)    Must have worked as a shift millers/assistant in any flour mill for at least five(5) years for shift millers & three (3) years for assistance miller post qualification experience

    E)     NABIM certificate will be added advantage

    Method of application:

    Application stating names, age, contact address, qualification, mobile phone numbers and experience, accompanied with relevant credentials should be forwarded online to nigermills@yahoo.com or address to:

    Human resources manager

    Niger Mill Calabar (a division of flour mills of Nigeria Plc, Lagos)

    79/55 Murtala Mohammed Highway

    P.O. Box 339, Calabar Cross River State

    All applications should be received within two (2) weeks from the date of this advertisement. Only short-listed candidates will be contacted.

    ARCHY PHARMACEUTICALS LTD

    Leading pharmaceuticals manufacturing and distributing company in Nigeria is currently expanding its business outlook and will need the following, for immediate employment-

    Position: Pharmaceutical sales representatives

    Location: Lagos, Abuja, Enugu, Ogun, and Kaduna states.

    Ideal person must be able to carry out sales and marketing activities of the company’s products, etc.

    Candidate should-

    1. Hold BSC in Biochemistry, or pharmacology, or microbiology, or any other Biological Sciences, or HND in marketing or any other related discipline.
    2. Not more than 30 years of age, and should possess a valid driver’s license.

    Interested candidates should send their C Vs with a covering letter to:

    info@archypharma.com, or iheantuau@aol.com, or headofsalesarchy@gmail.com, within 2 weeks of this publication.

  • Wanted: IFRS proficient workers

    Wanted: IFRS proficient workers

    With International Financial Reporting Standard (IFRS) gaining ground in Nigeria and beyond, job prospects are high for accountants, auditors and other professionals. Experts urge workers to learn more about the concept, its applications and usefulness to their careers, writes AKINOLA AJIBADE.

     

    Globally, International Financial Reporting Standard (IFRS) is regarded as a tool for solving accounting problems in private and public entities. It puts accountants, auditors, and other personnel vital to the preparation of financial statements on their toes, and makes them operate in line with the best international practices. It promotes financial accountability, corporate governance, checks boardroom crisis, and encourages companies’ growth.

    Introduced over a decade ago, IFRS has gained acceptability across the world, as most countries have adopted it for growth. In Nigeria, the Federal Government has come out with a roadmap for the adoption of IFRS. Known as IFRS Roadmap for 2012, the initiative will ensure that measures are put in place for various institutions to prepare for the implementation of the concept. The Financial Regulatory Supervision Service System (FRSSS), a platform for regulators, ensures that banks, insurance firms and other quoted institutions adopt and meet the deadline for the implementation of IFRS. With the Financial Reporting Council (FRC) mandated by the government to ensure compliance with IFRS, the accounting system in Nigeria is to be revolutionised.

    Beyond this is the fact that IFRS has job creation potential. Though the initiative is tailored towards improving corporate governance in companies, job prospects are high.

    Experts said accountants and others, who are adept with figures, are bound to get jobs through IFRS, once they can acquire relevant knowledge on it. They said people versed in IFRS can set up their own advisory and consulting services, work in insurance and banking sector, audit firms, and professional advisory companies which provide services to other firms in finance and accounting.

    Also, they can work as chief accountants, chief financial officers, financial managers, bank managers, financial controllers, accountants and financial analysts. Actuarial Valuation is another area where such people are needed. This is a type of appraisal which requires making economic and demographic assumptions to estimate future liabilities. This depends on their ability to go for programmes on IFRS in Nigeria and beyond. The IFRS Academy, established by the Financial Reporting Council, provides such services.

    The Chief Executive Officer, FRC, Jim Obazee, said IFRS comes with a lot of job opportunities for those are ready to tap them. Obazee said the standards are globally recognised and adaptive, adding that people that are ready to learn can leverage on the standards to earn income.

    Speaking during a retreat for Financial Reporters and Business Editors in Akodo, Lagos, recently, he said those with the knowledge of Actuarial Valuation are needed in companies that are implementing IFRS.

    At the event with the theme: “Financial Reporting and Code of Corporate Governance in Nigeria: “Matters Arising”, Obazee spared no moment in exposing the opportunities inherent in IFRS for individuals and companies. He said the opportunities to create jobs through IFRS were many, urging graduates to tap into them for growth.

    Obazee said companies in Europe and the United States were looking for graduates with in-depth knowledge of IFRS, adding that their services are in high demand. He said multinationals such as Apple Incorporated, Microsoft, and others need people with a sound knowledge of IFRS. He said foreign companies operating in Nigeria would employ graduates with relevant skills, advising them to brace up for the challenge ahead.

    He said: “The Institute of Chartered Accountants of Nigeria (ICAN) and the Association of Nigerian Accountants of Nigeria (ANAN) should come up with sound standards for future accountants. This would help accountants a lot and further them to multiply their skills. The employment generation ability of local accounting standards and that of IFRS is high. That is why you can see a company like Apple Incorporated looking for graduates with knowledge of IFRS.”

    The former President of the Institute of Chartered Accountants (ICAN), Emmanuel Ijewere, said IFRS creates jobs directly or indirectly in countries where it has been adopted and implemented.

    Ijiwere said companies need competent IFRS personnel to implement it from time to time. He said Nigeria has joined the league of countries that have adopted IFRS, adding that the development would boost job prospects and the economy.

    He said: “IFRS does not call for a new set of accountants, auditors, valuers, and other professionals. It is about helping them to do the same thing in a better way. What these people need to do is to improve on their skills for better opportunities. However, a long-term value would be derived from implementing IFRS in a company. When a company has successfully implemented IFRS, the message is sending to the international community is that its ready to operate in line with the best and globally proven corporate governance practices.

    “With this, it is easier for such a company to get investment offers from bigger companies abroad. This might be in form of acquiring stakes or shares in the local company for growth. This would impact on the company’s fundamentals such as profit share price and others, as well as opening up opportunities for further investment. Now that Nigeria has conformed to IFRS, it would be easier to increase inflow of Direct Foreign Investment (FDI) into the country. This means that bigger corporations abroad would be interested in doing business with Nigeria. This would lead to expansion of socio-economic activities and by employment opportunities.”

    Also, the Managing Partner, John Remi Ojo & Co (a Lagos-based accounting firm), Ojo Aderemi, said accounting was undergoing transformation. He advised practitioners to improve themselves. He said it was easier for accountants to work within the confines of their homes through the use of technology. This, Aderemi said, is in the area of linking up with one’s clients via the internet to get briefs. He said accountants do not need to go out everyday, except on sensitive and critical jobs.

    He said it was not possible to give an estimate of the number of people that would get jobs through IFRS implementation, arguing that accountants are needed everywhere.

    “From my knowledge of the profession, accountants who know their onions would definitely get jobs. Now that IFRS is the in-thing globally, saying that accountants and auditors would not get jobs to do is an under-statement. Either through firm that consult on IFRS or through companies implementing the concept, they would get jobs. What accountants need to do is to acquire relevant skills because learning has no boundary,” he said.

    He urged accountants to be innovative, disciplined and committed to their jobs, adding that this is the only way to record success.

  • What employers are looking for (II)

    Many job seekers have experienced a feeling of frustration that after many interviews, they are yet to secure an offer of appointment. Many things could be wrong, but there is one area we started to look at last week. What do employers want?

    You attended interviews, they asked questions, and you provided answers. But are these answered the correct answers? You don’t know. May be nobody knows for sure, except the interviewer. But there are certain qualities and attributes desired by most, if not all employers. We noted however that:

    • The point of emphasis differ from position to position

    • The requirement for entry point/low level position differs from that of senior/executive positions.

     

    Listed last week as desirable by most, if not all employers are:

    • Basic competence- ability to do what you are to be employed for;

    • Communication skills-ability to understand and pass instructions both verbal and in writing;

    • Interpersonal skills- being able to relate to others, maintain and build relationships;

    • Adaptability – ability to welcome and manage change;

    • Willingliness to learn;

    • Initiative and independence -ability to make your decisions and get result with little supervision;

    • Cooperation and collaboration- understanding and working well; and

    • Motivation-inner desire for achievement and enthusiasm. Now, let’s go on to discussion on the others in detail.

     

    Commitment

    Employers want employees that are reliable and responsible. You are expected to identify closely with the company and her needs, for better for worse. To what extent is the candidate prepared to give committed service to the company? Although the employer does not expect a promise that you will stay for twenty years, he expects a not-too-short stay and sudden exit that will cause disruption in his system. He also expects that you will be committed to doing the job at hand and giving it your best, as long as you are in employment.

     

    Integrity/character

    Employers want employees that can do things right as well as those that can do the right things. No matter your brilliance, no employer would take you if you cannot be trusted. They do not like people with disruptive, pernicious, unstable, intolerant or any other negative character.

     

    Positive attitude

    A positive attitude to situation and circumstances is desired in all job situations. Every position has its own content of frustrations, disturbances distractions, but all of these are easily surmountable with the right mental attitude. I will tell you, an individual with “get up and go” attitude is worthy of consideration for appointment, even if he fails to meet some other job attributes/requirements.

     

    Analytical skills

    To make decisions and properly evaluate situations, candidates with analytical skills are desired by employers. The ability to make reasonable jugedments and assess expected and unexpected situations is of great value on any job. Are you able to look at a given work load, set priorities and find ways to solve the most, most immediate and important problems? Will you panic and fall apart in the face of work related crisis?

     

    Personal presentation

    Employer consider that job candidates, indeed all of their employees to be well dressed and groomed. Like they say, at least dress the part i.e. dress in a manner and way that very appropriate for the position you are planning to occupy. Always, be clean and neat.

     

    Healthy body

    To perform at all, you need to look and feel well. No employer will readily employ a sickly job candidate. It will cause disaffection and disruption of work later. Note that it is your primary responsibility to remain healthy, and functional.

    The attribute we have been discussing since last week applies mostly to entry to middle level managers, and to some extent the executive positions. However, there are some attributes that most employers desire specifically in respect of senior executives. They include the following:

    • Experience and know how. Senior manager who wants to move into new positions are expected to bring on the table expertise and practical knowledge. This is critical, as they are not only expected to work with little supervision, but also to provide leadership/coaching for their subordinates. They are generally expensive, and the major reason why they are wanted is that there is nobody within the system with the required experience and know- how to perform the job. You see incompetent executive represent an enormous waste and risk to the enterprise.

    • Track record of performance. The position may have because vacant because the previous occupier was eased out for poor performance. Then it is reasonable that the employer will want a replacement with proof of performance. Often history of excellent performance in previous job position(s) give comfort to the employer that if might be better this time.

     

    • Leadership. As said earlier, senior managers are expected to provide leadership not only within then unit, but also across in the organisation. Employer therefore desire good and tested leaders. They want candidates who know how to be a leader, enjoying being a leader and fully appreciate the attendant responsibilities. He is also expected to understand team dynamics and be able to lead and function with team.

    • Administration and management competence. Aside from technical and departmental responsibilities, employers expect senior executives to be versed in administration, policy development and implementation. They need to understand management processes.

    • Intrapreneurship. As the organisation becomes large, ownership is somewhat shared, and the CEO may not be in a position to see all the opportunities and threat to the business. He desires managed that would assume “ownership” and look out for business and growth opportunities. He also depends on them for product people and process improvement that will reduce waste and increased profitability.

    Now where does all these leave the job hunter? What about these in job hunting? One, jobs are lost and won often times on the basis of these attributes.

    A lot of times, more than the number of required candidates ties on the level of basic qualifications and experience. In instances like this, candidates may be chosen the basis of which seemed better on one or two of the attributes we have been discussing considered critical to the job position.

    Two, aside from your educational attainments, these desirables when combined well form your unique selling point. Three, match the key attributes you possess with the specific requirements of the employer for the position.

    This will work well if you do enough research on the job/company/industry to determine which are the most relevant and critical.

    Four, and finally, you must communication this. Even when you have the key attributes desired by an employer in a specific situation, you must endeavour to communicate it to the employer. Don’t ever assume that it is so obvious that he ought to see it. Blow your trumpet.

    Use every opportunity and contact with the employer to communicate the match (and your suitability) – application letters, telephone conversations, resume, interview, etc. Now that you have the syllabus, go win yourself some job.

  • Stemming the tide of artisans’ unemployment

    Stemming the tide of artisans’ unemployment

    The news about foreigners taking over the jobs of artisans particularly in the built environment and construction industry is nonetheless, worrisome to professionals in the sector. About N900 billion, they said, is lost annually to these foreigners. Accusing fingers are being pointed at prominent Nigerians and the government for connivance. But the trend may soon change with the training and retraining of artisans who would be fit to take their rightful place in that sector, writes SEYI ODEWALE.

    About N900 billion is lost annually to foreign artisans, who have displaced indigenous ones in the construction industry and the built environment, professionals in the sector have said. To them, the development is worrisome and the tide should urgently be stemmed.

    But the reason for this, according to some multi-national civil and building engineering firms, is lack of the requisite competence on the part of the indigenous artisans. But the professionals while frowning at the alleged ‘invasion’ of foreign artisans said the youths are equally shunning artisanship.

    This perceived apathy was corroborated recently in Lagos by the President, Building Collapse Protection Guild (BCPG), Mr Kunle Awobodu, a professional builder. According to him, the construction industry and the entire built environment have been invaded by foreign artisans, who have displaced the indigenous ones. They, according to him, are mostly from China, India and West African countries like Togo and Benin Republic.

    Awobodu’s fear is that the preference of foreign artisans may bring about the dearth of indigenous ones, who are not encouraged with patronage. “Efforts should be made to make bricklaying and other trades attractive and rewarding for the youths, who are not keen on venturing into such areas,” Awobodu said.

    To stem the tide, a group under the aegis of Shelter Watch Initiatives, is grooming and retraining indigenous artisans to fill the vacuum that are likely to be created when the older generation of artisans leave the stage.

    “The artisans are ageing and the youths are not replacing them. This is because of lack of proper training on the part of the youth. And that is why the foreigners are taking over that sub-sector of the industry. You now see the Togolese, the Beninese, people from the West Coast of Africa trooping to Nigeria to fill the vacuum in that area,” said Shelter Watch Initiative coordinator, Mr. Segun Olutade.

    His initiative to train and retrain artisans to make them to fit into the current reality, especially in the construction industry and the built environment in general, is paying off with the retraining of over 1,000 artisans. He began with a one-day seminar, which he later realised was not impactful enough.

    “For about four or five years we moved around the country with the support of the Standard Organisation of Nigeria (SON) and companies like Lafarge also supported us. After sometime we realised that one day empowerment seminar or talk shop was not giving us the desired result, which is to get jobs for these people. I have had cause to travel out of Nigeria and I realised that this is an area where we could get much more money, but unfortunately we are not tapping into it. I don’t believe that there are no jobs in Nigeria. There are jobs everywhere, especially in the construction industry and the built environment,” he said.

    He continued: “It is disheartening, according to experts, that Nigeria loses N900 billion to foreigner artisans annually. And that is true. What has government done about this? We need just about N10 billion to put things right. But will our leaders allow this to be done? It is the people that were given the mandate to solve the unemployment problem in this country that are responsible for the state of unemployment that we have. Some of them are the ones bringing in these Chinese and other nationals to work in Nigeria. And that is a serious capital flight of some sort. Monies paid to these people are sent by them to their various countries. If Nigerians are to know the truth about what is happening in this country they will be sad.”

    The built environment, he said, is one sector where developed countries like Germany and others key into when they have problems. But sadly, according to him, “we are not looking at that sector.” “When our graduates say they don’t have jobs and cannot get jobs, I pity them, because I know that there are jobs everywhere. I can tell you that it is insincerity on the part of the government that is creating unemployment in Nigeria. If you give me the opportunity, I can identify two million jobs in Nigeria with my experience at the NDE.” Olutade was the first Public Relation Officer (PRO) for the National Directorate of Employment (NDE) in Ogun State.

    “When I left NDE I started a television programme, Solid Homes, about 10 to 15 years ago, on Nigerian Television Authority (NTA 10), Gateway Television (GTV) and MITV. And I moved on to Shelter Watch with prominent Nigerians. What we did then was organising seminars and talk shops to empower and re-orientate them. We did the first talk shop for the artisans in the built environment. When I say the built artisans, I mean the bricklayers, the carpenters, the masons, plumbers, tillers and every other artisan involved in the built environment,” Olutade said.

    About 1,000 artisans have so far benefitted from the training, which he said has been facilitated by the support from institutions like the Yaba College of Technology and the Lagos State Polytechnic (LASPOTECH.)

    “When my organisation, Shelter Watch Initiative, met with the Federal Government we asked them if they could create the means of getting jobs for the artisans. But they gave us the excuse that they are not well trained to guarantee answering us in the affirmative. So, we resolved to take a module from the Nigeria Institute of Building (NIOB) to retrain them in the polytechnics. And we started a three-month part-time programme, first at the Yaba College of Technology and later moved to the Lagos State Polytechnics. We are permanently at the Lagos State Polytechnic (LASPOTECH) in Ikorodu, Lagos,” he said.

    He continued: “After the programme we graduated them in a colourful ceremony where they wore academic gowns and were presented with certificates. Having done that we tried it at the Federal Polytechnic, Ilaro, Ogun State. We have seen situations where father and son were in the same class. For instance there is a man in the same welding class with his son. That is the way we train them. We update their knowledge, which is more or less getting obsolete, repackage them to make them relevant to now and encourage the youth to be attracted to these skills. Like I said earlier, the older artisans are ageing and the youths are not keen on taking over from them.”

    Regrettably, Olutade said it is those given the burden of providing employment that are emasculating the youths. “Unfortunately, our leaders are culpable with their involvement in encouraging foreign artisans to come in their droves to take over that area. You would be shocked if you knew the personalities involved in this. They are well placed people in the government and the society. They are the ones actually widening the unemployment gap,” he said.

    He, however, said people should not despair as there are some personalities in government who are touched by this development and are working towards changing it. “We have, on our part, trained about 1,000 artisans and we are still training more. Those we have trained are doing well, but the point is when there are no jobs for them, they would not want to come for the training. So we now look at it from the angle of partnering with some state governments,” he said.

    This, according to him, is where the Ogun State government has taken the lead in supporting the initiative. “We now look at it from the angle of partnering with some state governments. This we have done with Ogun State Government to establish what we call job centres. In a couple of months Nigerians would have the opportunity of picking artisans from the centre the way they are doing it abroad. Not the rag wearing ones that you pick under the bridge, no. That is why we have not said anything in the last one year. We are busy repackaging the artisans with the Ogun State Government. We call it Job Centre Initiative (JCI),” he said.

    He continued: “In the next three months going by the sincerity of Ogun State Government, the first set of about 1,000 trained artisans would also train another 3,000. It is going to be ratio 3:1, one person would train three others and in no time about 3,000 people would have been trained. These 3,000 would again train about 5,000 others. And 5,000 would train about 10,000.

    “We are not training them to offer them employment, no. What we are doing is repackage them. Once we repackage the industry you don’t need to look for jobs anywhere anymore. We will gradually drive away the foreigners and take back the industry.

    “And in getting jobs for them, we have gone to the Federal Government to seek their endorsement by way of letters, which they have given to us to give to the people to employ them based on the retraining we have done for them. What is important is sincerity on the part of government. You cannot go to China and see about 100 Nigerians working together in a particular company. It is never done. It’s only in Nigeria that you see such things happening. It is in this country that you will see a Chinese, who cannot speak passable English being made purchasing Manager and Nigerians with good education working under him. You only see in Nigeria Master Degree holders being paid N20,000 as salaries in a month. This is appalling.”

    He described as appalling situations where a Nigerian firm employed more than 7,000 foreigners to work for it when qualified Nigerians are crying daily of not being employed.

    “For instance, I can tell you that a company belonging to a Nigerian has about 7,000 Chinese and Indian artisans doing the jobs, which ordinarily Nigerians could have done. We have written to the Federal Government about this and we are waiting for the steps they will take to redress this anomaly. The company is in Ogun State.

    “As if that is not enough, there are about 3,000 Chinese in another company just as I can authoritatively tell you that a company, which the Federal Government has interest has about 4,000 Chinese artisans. We also wrote to the Minister of Labour. We have equally sat down with the Ministry of Labour to talk about this. The Presidency cannot say they are not aware of this. They have our files in the Presidency. We have written to them about this I am not a stranger to the Chief of Staff to the President; he knows about this. There is no argument about this, they are aware of this development. We have exchanged so many letters on this. We wanted to take the Federal Government to court on this. We also protested at the National Assembly. We have also protested about this against the company in question, which has its headquarters in Lagos,” he said.

    He however, said artisans’ training and retraining can only work when various governments show sincerity of purpose. “The initiative can only work in an environment where we have sincerity of purpose. In Ogun State for instance, we want to empower 10,000 youths and ensure jobs for about five thousand artisans. We are taking it in batches. Ado-Odo/Ota Local Government has given a centre to use. It’s opposite The Redeemed Camp in Mowe, Ogun State. Mowe traditional head has given us a place there as one of our centres. We also have BIZ, a German group as our technical partner. They are in Nigeria. What we need is a government committed to this project and truly sincere,” he said.

    Olutade’s projection is that when the pilot project is completed in Ogun State, about 10,000 youths would have been trained and retrained, with about 5,000 of them guaranteed employment.

    “I can say, all things being equal that in the next two months Ogun State will produce artisans that are well trained and ready to offer their services to the nation’s built environment. And these artisans would no longer be offered peanuts for the services they will be rendering. What we discovered was that the youths are not encouraged to become artisans because of the peanuts being offered them.

    “Also their mode of dressing is another aspect we have worked on. They will no longer be dressing in tattered clothes and they will be presentable. We now have graduates in the Aluminium Industry and they are bringing their knowledge to bear on the industry. We have a lot of graduates we are training too. We are training the youths free of charge and these youths are equally training others. In Ogun State alone there are about twenty-three thousand job opportunities. This we are doing because we want to fill the vacuum that may likely be created when the older ones leave the stage.

    “There is no state in the country that would not need up to about 7,000 skilled artisans. This is because most of the artisans doing this jobs are dying and ageing and they like I said, need to be replaced and that is why the foreigners have the chance to come in large number,” he said.