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UNICEF Nigeria Recruitment 2018 │ How to Apply

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UNICEF Nigeria Recruitment 2018 │ How to Apply

UNICEF Nigeria Recruitment 2018…The United Nations Children’s Fund (UNICEF) – In September 2014 UNICEF began implementing a joint programme with UN Women on Women, Peace, and Security (WPS) funded by the European Union (EU). The programme will support the Nigerian Government (Federal level), three the Northern Nigerian States namely Adamawa, Gombe, and Plateau and selected Local Government Areas (LGAs) to strengthen women’s leadership, advance gender equality and improve protection for women and children in conflict settings.

The UNICEF Nigeria Recruitment i ongoing for the following positions

Job Title: Chief of Communication, P-5
Job Number: 509755
Location: Abuja, Nigeria
Work Type: Fixed Term Staff

How you can make a difference

  • Accountable for developing, managing, coordinating, networking, implementing and monitoring an advocacy and communication strategy and associated products and activities on a regular and on-going basis with public audiences, with the objective of promoting awareness, understanding, support and respect for children’s and women’s rights, and support for UNICEF’s mission, priorities and programmes in the country office and at a global level and those of the UN Country Team.
  • Advice on the articulation of policies and strategies, with an emphasis on those that promote gender equality and equity.
    Within the delegated authority and the given organizational set-up, the incumbent may be accountable for all or assigned areas of the following major duties and end results.

Communication Strategy:

  • Ensure that the Country Office has a clear communication strategy and associated work plan to support the country programme objectives and get children’s issues into the public domain, strengthen political will in support of UNICEF’s mission and objectives, and enhance the organization’s credibility and brand.
  • Develop, maintain and update the country advocacy and communication strategy and associated work plan. Strategy and work plan include an environmental and stakeholder assessment; objectives; target audiences, messages and media mix; resources; specific actions, activities and products; monitoring and evaluation of impact, success and opportunity for improvement; ongoing refinement of the strategy.
  • Draw on extensive strategy development experience and ensure optimum leverage and impact of communication activities on programme, policy and advocacy activities. UNICEF’s rights- and results-based programming approach is appropriately reflected in the communication strategy, work plan and products. Strategy and work plan incorporate and reflect key programme priorities and processes.
  • Ensure adequate and ongoing assessment of trends, social and political change and public interest. Factor these environmental variables back into communication strategy and refining its execution.
  • Maintain close coordination with Regional Communication Advisers and HQ Communication Officers for effective overall collaboration in communication strategy.

Media Relations:

  • Ensure that the Country Office has a well-managed country communication team that maintains and continually develops a contact list of journalists and media outlets covering all media – print, TV, radio, web etc. – and a successful process of communicating and maintaining regular contact and close collaboration with the media to communicate the story of UNICEF’s cooperation to a wider audience. New ways are identified to increase positive exposure and leverage that prominence for new opportunities for UNICEF.
  • Manage a country communication team that effectively executes a proactive and comprehensive media relations work plan encompassing the elements noted below.
  • Promote a better understanding of, respect and support for children’s and women’s rights and issues by carrying out media, information and education activities in support of UNICEF-assisted development programmes or humanitarian efforts in the country.
  • Develop, maintain and update media relations contact list/database. Develop, maintain and grow partnerships with key media outlets/organizations for local and global use. Seek new ways to increase positive exposure and leverage that prominence for new opportunities for UNICEF.
  • Establish, document, review and refine the process of communicating with media contacts, including press conferences and events, issuing of media materials etc.
  • Ensure rapid and accurate information dissemination to the media, National Committees, NGOs, the field and other appropriate audiences.
  • Identify, develop, distribute and evaluate a variety of media materials in multiple, appropriate formats. Ensure or enhance the quality, consistency and appropriateness of country-specific communication materials, activities, processes, and messages transmitted to the press, partners, public and other audiences.
  • Collaborate with mass media through activities such as organizing project site visits, facilitating photo coverage and TV footage and utilizing both web-based and traditional media as appropriate
  • Monitor and evaluate the use and effectiveness of media materials and share results and findings with regional and HQ communication colleagues.
  • Maintain close collaboration with Regional Communication Advisers and HQ Communication Officers for effective overall coordination.

Communication, Networking, and Partnerships:

  • Manage a country communication team to ensure that the Country Office has a well maintained and continually developed contact-list of individuals, groups, organizations and for a, whose support is essential to/can assist in achieving the advocacy and communication objectives of the communication strategy. A network is developed, strengthened and maintained with the UN Country Team, UN communication counterparts and high-level counterparts in key partner organizations.
  • Manage a country communication team that effectively executes a proactive and comprehensive networking and partnerships strategy encompassing the elements noted below.
  • Develop, maintain and update partners contact list/database. Develop, maintain and grow partnerships with organizations for local and global use.
  • Identify among the partners a handful of organizations whose reach extends beyond national borders and coordinate closely with DOC and the regional office in extending their impact and use beyond national borders.
  • Establish, document, review and refine the process of working collaboratively with partners, including meetings, joint projects, information sharing etc.
  • Ensure or enhance the quality, consistency, and appropriateness of country-specific communication materials, activities, processes and messages shared with partners.
  • Identify opportunities to strengthen the capacity of partners through appropriate advocacy and communication training, access to information, supplies, and equipment and through knowledge sharing.
  • Monitor and evaluate results and effectiveness of working with partners and share results and findings with regional and HQ communication colleagues.
  • UNICEF to be a reliable partner in national programme planning and development, pursuing gender mainstreaming and principles of gender equity.

Celebrities and Special Events:

  • Ensure that the Country Office has a well-managed national celebrity relations programme with a well maintained and continually developed a contact list of appropriate, nationally-known personalities who have been identified, engaged and support UNICEF’s efforts and who actively participate in special events and activities that support country programme goals. Among these high-profile individuals, a handful are identified whose recognition level extends beyond national borders and coordinate closely with DOC and the regional office in extending their impact and use beyond national borders.
  • Manage a country communication team that effectively develops, maintains and updates celebrities contact list/database.
  • In close coordination with DOC’s celebrity relations staff, identify, develop, maintain and grow relationships with personalities with reach beyond national boundaries for local and global use.
  • Establish, document, review and refine the process of working with celebrities, including special events, media opportunities, field trips etc.
  • Participate in global advocacy activities by planning visits of Goodwill Ambassadors, National Committee representatives, Executive Board members etc. including preparing information materials (e.g., press releases, programme summaries, country fact sheets and media kits), and necessary logistic arrangements. Apply country communication resources to highlight the achievements of the country programme. Maintain close collaboration with
  • Regional Communication Advisers and HQ Communication Officers for effective overall coordination.
  • Monitor and evaluate results and effectiveness of working with celebrities and share results and findings with regional and HQ communication colleagues.

Global Priorities and Campaigns:

  • In addition to local/national campaigns, ensure that the Country Office has an effective process in place for integrating and taking action on UNICEF’s global communications priorities and campaigns, both disseminating these elements in a locally-appropriate way, as well as providing/enabling coverage of the work in the country for global use.
  • Manages the work of the country communication team to include support for UNICEF’s global communications objectives and strategies through the development of complementary country-specific and local community materials and activities. Work plan should anticipate the inclusion of work on global priorities and campaigns.
  • Use established contacts, networks, resources and processes to support these global elements.
  • Use country office communication capacity to gather/facilitate the gathering of content and coverage of relevant country efforts. Use the opportunity to identify and draw attention to effective relevant programme activities and results.
  • Ensure regular communication and coordination with relevant communication focal points in regional offices and headquarters divisions.

Resource Mobilization Support:

  • Ensure that global and country level fund-raising activities are supported by effective advocacy and communication strategy and activities.
  • Develop, deploy and mobilize country office communication team capacity to support and gather/facilitate the gathering of content and coverage of relevant country efforts that support national and global resource mobilization efforts.
  • Use the opportunity to identify and draw attention to effective relevant programme activities and results.
  • Ensure regular communication and coordination with relevant communication focal points in regional offices and headquarters divisions.

Management:

  • Ensure that the human resources (the communication team) and financial resources (budget planning, management, and monitoring) for the communication section of the Country Office are both effectively managed and optimally used.
  • Develop a work plan for communication activities, monitor compliance and provide support and guidance to ensure objectives are met.
  • Plan and monitor the use of communication budgetary resources. Approve and monitor the overall allocation and disbursement of funds, make sure that funds are properly coordinated, monitored and liquidated. Take appropriate actions to optimize use of funds.
  • Identify, recruit and supervise communication staff, technical resources and consultants as necessary.
  • Ensure communication effectiveness, efficiency, and delivery as well as a rigorous and transparent approach to planning, monitoring and evaluation.
  • Participate in the Country Office’s broader planning and budgeting exercises.

Monitoring and Evaluation:

  • Ensure that communication baselines are established against which the objectives of the communication strategy are regularly evaluated; analysis is undertaken to continuously improve the effectiveness of communication strategy, approach, and activities; results and reports are prepared and shared on a timely basis.
  • Provide technical support to ensure that a set of communication performance indicators is identified and adjusted as necessary. These may have multiple uses in the Annual Management Plan, Annual Work Plan etc.
  • Conduct timely and accurate monitoring and evaluation activities to ensure the communications objectives are met and the strategy is effective.
  • Undertake lessons learned review of successful and unsuccessful communication experiences and share observations/findings with country, regional and HQ colleagues so best practices and insights can benefit UNICEF’s communication work.

Capacity Building and Support:

  • Ensure that the Representative and the country programme team are provided with professional expertise and advice on all aspects of communication as required; opportunities for development among the country communication team and other colleagues are identified and addressed; opportunities to build communication capacity among media and other relevant partners are identified and addressed.
  • Advise UNICEF management, colleagues and staff on media strategy and implications for action and policies proposed.
  • Support communication activities through knowledge management, information exchange and building the capacity of the country communications team. Enable appropriate advocacy and communication training, access to information, supplies and equipment, and developing training and orientation material.
  • Build the Country Office communication capacity to independently produce, transmit and distribute content in multiple media formats – print, photos, audio, video, web etc. – for local and global use, adhering to the quality standards and production guidelines set by DOC.
  • Assist the Programme Communication Officer in the development of communication tools and/or strategies.
  • Identify opportunities to strengthen the capacity of partners through appropriate advocacy and communication training, access to information, supplies, and equipment and through knowledge sharing.

Advisory Support and Communication for Strategic Results:

  • Implementation of UNICEF programme (regional) plans, ensuring communication on gender and equity issues are mainstreamed across all programmes.
  • Emergency preparedness and response plans address gender issues that may be expected to intensify during emergencies

Qualification of Successful Candidate

Education:

  • Advanced University Degree in Communication, Journalism, Public Relations or other related fields of disciplines.
  • First University Degree with additional two-years of relevant work experience in the field of Journalism, Communications, External Relations, Public
  • Affairs, Public Relations or Corporate Communication is acceptable in lieu of an Advanced University Degree.

Work Experience:

  • Ten years of progressively responsible and relevant professional work experience. International and national work experience in both developed and developing countries.
  • Professional experience in communication, print, broadcast, new media. Background/familiarity with Emergency situations.

Language Proficiency:

Fluency in English and another UN language. Knowledge of the local work language of the duty station is an asset.

For every Child, you demonstrate

  • Our core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.
  • This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty.
  • UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified candidates from all backgrounds to apply.

Candidate interested in the UNICEF Nigeria Recruitment should:

Click Here to Apply for this Position

Application closes on 3rd January 2018

Job Title: Senior HIV/AIDS Specialist, P-5
Location: Abuja, Nigeria

How You Can Make A Difference

  • The Chief reports to the Chief Health for general guidance and direction. The Chief is responsible for managing and leading all stages of HIV/AIDS programming to ensure that HIV programmes for both decades of childhood are well integrated within the UNICEF’s Country Programme as well as other UN and Key partner’s strategic planning documents.
  • The Chief leads and manages the Team and establishes plans of action to ensure the achievement of concrete and sustainable results according to plans, allocation, results based-management approaches and methodology (RBM) and UNICEF’s Strategic Plans, standards of performance and accountability framework

Managerial Leadership:

  • Establish the Section’s annual work plan with the HIV/AIDS team; set priorities/targets and performance measurement. Monitor work progress and ensure results are achieved according to schedule and performance standards.
  • Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently. Plan and ensure timely performance management and assessment of the team.
  • Lead team members by providing them with clear objectives and goals, direction and guidance to enable them to perform their duties responsibly, effectively and efficiently.
  • Coordinate provision of technical assistance to national governments and local implementing partners

Programme Development and Planning:

  • Lead, support and supervise the planning and conduct/update of timely situation analysis to ensure that comprehensive, relevant and current data on HIV are collected to guide country office and national HIV programming, monitoring and delivery of programme/project services.
  • Keep abreast of national/regional/global development trends and priorities to determine strategies, approaches and priorities for HIV programming that addresses national needs to achieve UNICEF’s vision of an AIDS-free generation.
  • Lead, coordinate and supervise the development of integrated HIV programmes/projects (as a component of the CO and/or UNDAF programmes) and establish plans of action, programme goals and results, using results-based planning methodology and terminology (RBM) in support of national programmes.
  • Oversee the timely preparation/inclusion of the HIV programmes/projects and related documentation for inclusion in the Country Office Programme recommendation ensuring alignment with the overall UNICEF’s Strategic Plans, regional strategies and national priorities, plans and competencies.
  • Consult and collaborate with internal and external/national colleagues/partners to provide technical guidance and support to national programmes and management oversight to ensure synergy, integration, coherence, and harmonization of HIV programmes/projects/inputs across the sectors/programmes in the CO, donors’ development strategies/policies, country level national priorities/competencies and UN System development interventions/initiatives.

Programme management including implementation oversight, monitoring and quality control of results:

  • Coordinate, plan and/or collaborate with monitoring and evaluation initiatives to establish national benchmarks, performance indicators and other UNICEF/UN and national system indicators, to assess/strengthen performance accountability, coherence and delivery of concrete and sustainable results in HIV programmes.
  • Participate and provide technical leadership in major monitoring and evaluation exercises, programme reviews and annual sector reviews with government and other counterparts to assess progress and to determine required action/interventions to achieve results.
  • Assess monitoring and evaluation reports to identify gaps, strengths/weaknesses in programme and management, identify lessons learned and use knowledge gained for development planning and timely intervention to achieve goals.
  • Monitor programmes/projects to assess progress, identify bottlenecks and potential problems and take timely decisions to resolve issues and/or refer to relevant officials for timely resolution.
  • Plan, approve, monitor and control the use of programme resources (financial, human, administrative and other assets) certifying/verifying compliance with organizational rules, regulations and procedures, donor commitments and standards of accountability and integrity. Ensure timely reporting and liquidation of resources.
  • Submit programme/project reports to donors and other partners to keep them informed on programme progress and critical issues.

Advisory Services and Technical Support:

  • Provide technical leadership in the provision of advice and technical guidance to key government officials, NGO partners, UN system partners and other country office partners on programme direction, strategies, policies/guidelines, best practices and approaches on HIV and related issues to support programme development planning, management, implementation and delivery of results.
  • Participate in regional/national/inter-agency strategic discussions to influence policy and agenda setting to promote HIV intervention especially in the areas of gender inequality, social exclusion, human rights and humanitarian situations to ensure that at risks and vulnerable population are fully covered in programming in times of greatest needs.

Advocacy, Networking and Partnership Building:

  • Build and strengthen strategic partnerships with relevant sector government counterparts, national stakeholders, and global partners/allies/donors/academia through active networking and promotion of UNICEF mission, goals and programmes to leverage resources/action and engage participation of communities in programme design, delivery and demand creation.
  • Develop communication strategies/activities and implementation plans for maximum impact and outreach to promote awareness, establish partnership/alliances and enhance resource mobilization for UNICEF HIV programmes/projects.
  • Participate and/or represent UNICEF in inter-agency (UNCT) discussions and planning on HIV issues to articulate organizational position, interests and priorities and to ensure these are fully considered and integrated in the UNDAF process in development planning and agenda setting. Collaborate with inter-agency partners/colleagues UNDAF planning and preparation of HIV programmes/projects.

Innovation, Knowledge Management, and Capacity Building:

  • Promote critical thinking and introduce technological and programme innovations and approaches to accelerate results and increase coverage, access, and quality of high impact HIV treatment and preventative interventions.
  • Keep abreast, research, benchmark and implement best and cutting-edge practices in HIV/AIDS management methodologies and information systems. Institutionalize and disseminate best practices and knowledge learned.
  • Lead/plan/implement capacity building initiatives to enhance the competencies of clients/stakeholders to promote sustainable results in HIV programmes/projects.

Qualifications

  • Education: An Advanced University Degree in Public Health, Pediatric Health, Family Health, Health Research, Global/International Health, Health Policy and/or management, Environmental Health Sciences, Biostatistics, Socio-medical, Health Education, Epidemiology or other health-related sciences is required.
  • Work Experience: A minimum of 10 years of professional experience in public HIV/AIDS planning and management and/or in relevant areas of health care, health emergency/humanitarian preparedness, at the international level some of which preferably in a developing country is required. Relevant experience in HIV/AIDS programme/project development and management in any UN system agency or organization is an asset.
    Language Proficiency: Fluency in English is required. Knowledge of another official UN language or a local language is an asset

For every Child, you demonstrate:

  • Our core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.
  • This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty.
  • UNICEF is committed to diversity and inclusion within its workforce and encourages qualified candidates from all backgrounds to apply.

Candidates interested in the UNICEF Nigeria Recruitment should:
Click Here to Apply for this Position

Application closes on the 4th January 2018

Note

  • The successful candidate for this emergency recruitment MUST be available to commence work within 31 days of receiving an offer.
  • Employment is conditional upon receipt of medical clearance, any clearance required, the grant of a visa, and completion of any other pre-employment criteria that UNICEF may establish. Candidates may not be further considered or offers of employment may be withdrawn if these conditions are unlikely to be met before the date for commencement of service

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Ossi Samuel is a mafian thinker, an avid reader and writer, and political analyst. Am a humanitarian and fun loving person. I love Tech by the way and will always have your time if you have any ideas. I can be reached on Facebook

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8 Tips for Hiring the Best Job Applicants in Nigeria

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In a globalized environment, increasingly competitive job seekers are often inevitable, and it is essential to recruit the best possible profile to ensure the competitiveness of your company. But today, it is a challenge in all economic sectors. Hiring the the best job applicants is harder than it was a few years ago.

In this post, 8 tips you need in hiring the best job applicants in Nigeria will be outlined.

My goal in this piece is to help you find the best candidates that you are looking for with less stress and more efficiency. So, don’t wait any longer, just read through the tips I share here.

The 8 Golden Tips for Hiring the Best Job Applicants in Nigeria and Anywhere Else.

  1. Make Your Brand Attractive and Reputable Enough

Nowadays, posting a simple job offer and contacting a candidate through LinkedIn or other social handles is no longer enough to attract the best talent for a job offer. The competition is fierce and the candidates are very selective. Therefore, the company must take care of its brand to ensure effective recruitment.

Among the approaches to attract the best candidate for a job offer is having a good working environment/conditions, attractive pay, benefits, work environment, and management style (trust, respect, etc.).

The present employees of an organization are among the first mouthpieces of a company. Most times before a candidate applies for a job offer in a company, he/she would ask the people working in the company many things about the company including the remuneration packages, staff welfare, the current work culture, the nature of the work, etc. If the applicant is satisfied with the responses, he/she may go ahead and apply for the position or decline if not satisfied.

Today, with the power of social media, any negative experience about a business or company can spread in seconds and can easily affect a company’s reputation and recruitment process. Therefore, it is important to keep the current employees satisfied and build a good reputation of your business.

  1. Write a Clear and Detailed Offer

The first step when you have a vacancy is to write the job offer. For this, it is necessary to define the desired profile to avoid wasting your time and that of the applicant during the selection stages.

Although it may seem simple at first, it is not always easy. It sometimes happens that the job offer does not specify the required profile or the description of the position to be performed. The consequence is increased mistrust and confusion among candidates, who apply without really knowing if it corresponds to the position that they are seeking.

So, when you are advertising a job offer, clearly define who should apply and who is not eligible for the job as well as the credentials required of the applicant. This will save you and the applicant’s time, energy and other resources.

  1. Post The Offer On Multiple Job Application Channels

Today, it is no longer enough to publish your offer on a single platform. To ensure that your offer is seen by the appropriate professionals, it is important to multiply the distribution channels and correctly choose those that correspond to the profiles sought. This will increase your chances of hiring the best job applicants for your organization.

tips for hiring the best job applicants

  1. Set up a Recruitment Program:

Use in-house referral hiring method. This entails involving your present employees in the recruitment process where they recommend someone for a position and of the person(s) is hired, the referee gets a rewards for doing so. This has a chance of hastening the application process.

To motivate your employees, even more, to participate in the dissemination of offers and promotion of their business, you can create a program titled brand ambassadors.

  1. Simplify Your Selection Process

You have published your job offer and now you received many CVs. Great, mission accomplished? Not so fast! It is now time to properly manage all the applications received and begin the selection process. But should this be cumbersome and herculean?

It shouldn’t!

Since you have received many requests, do not waste multiple hours inviting all the applicants for an interview. Instead, do an initial screening phase that will allow you to quickly detect the profiles that do not match, discard them and therefore save time.

  1. Conduct the First Interview Online Using Videoconference:

There are several Video conferencing apps today which allow anyone to organize a large number of interviews quickly because there are no travel restrictions for the candidates. Today there is also the possibility of organizing deferred video interviews such that candidates record their video responses to predetermined questions eliminating the need for the recruiter to be present for the interview.

This is an awesome recruitment process and you should try it in your business as soon as possible if you are looking forward to hire the best job applicant anytime soon.

So, all you do is to send a test to the candidates to assess their interpersonal or professional skills. This allows you to quickly detect personalities that do not correspond to the company’s culture or candidates with insufficient skills for a certain position. This can be, for example, an English test, solving a case with a client, or sending a presentation video.

  1. Automate Time-Consuming Administrative Procedures:

Who claims to recruit a candidate, sets the administrative procedures and handles the documentation of the entire recruitment process by him/herself? That’s too much work for one person when each of these formalities or all of them can be simplified and automated using an electronic signature solution.

For human resources teams, the use of this tool represents a significant time-saving approach in business. This eliminates tedious and time-consuming tasks like printing, scanning, mailing, and filing. Additionally, by freeing up time for teams, the department has more time to devote to other more valuable tasks like training, scheduling, testing, marketing, and employee motivation.

  1. Get Feedback to Identify Your Areas of Strengths, Weaknesses for Improvement

Having candidate feedback on your recruiting process is extremely important so that you can identify your strengths and weaknesses.

This is particularly interesting when a candidate does not complete the recruitment process or decides not to accept the job offer. It is important to collect their point of view and understand the reasons for this situation: is it a question of salary? Missions? Corporate culture? Once the analysis is done, you can defend these points with your management to propose changes.

You can also send a mini-survey by email to all the people who participated in the recruitment process, once completed, to request their opinion and thus obtain an overall rating of their process. Over time, you will be able to analyze whether your process is getting better or worse.

I hope you apply these tips in your next recruitment process to get the best job applicants for your organization.

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10 Interview Tips In Nigeria (With Free Sample Answers)

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Writing a superb resume is one thing and getting the work another. Going to the interview stage is exciting but getting the job is something else because according to available statistics only about 5% applicants of applicants scale through this stage. This is where you need an “extra push” in your preparations if you must land your dream job. This is why you need to master the 10 interview tips in Nigeria which can help you to land your dream job.

In other not to miss a golden opportunity in your quest to getting employed, it behooves on you to boost your confidence level as you prepare to face the hiring manager/panel. Understand that these is/are person(s) professionally trained to filter unworthy applicants by thoroughly screening interested applicants and probing them to know if they are worthy to be added to the organization or not.  As an applicant you must be conscious of interview questions you may be asked and how to answer them without making avoidable mistakes which can cost you the job.

As an applicant, it is normal to be tensed when going before an interview panel. However, the power to present yourself properly and answer the questions asked appropriately amidst tension is what gives a foothold and could guarantee your landing of the job.

This article addresses 10 interview questions which are asked frequently and the way to answer them effectively.

interview tips

Top 10 Interview Tips – Questions and Answers

1.     Question 1: Tell Me About Yourself?

This questions is directed at your skills and values as a person. Hence, you are required to provide a clear description of you, your ideals, goals, dreams and pursuits. This is where you state what you stand for and what you do not represent. Your answer provides the interviewer an idea or a mental picture of your personality and the way you (might) fit the role.

This question may be rephrased and take different forms such as am I able to meet you? Who are you? Can we all know you? They all mean the same thing.

Tip: while telling the panel about you, don’t give unnecessary personal details about yourself. Instead, frame your response around what makes you the best fit for the role, what makes you align with the company’s vision and the work environment. Keep it concise and relevant.

Here’s a guide to answer the question;

  1. Mention who you are professionally
  2. Highlight your competencies, your ideals
  3. State why you applied to the organization and how you can serve them better.

Sample Answer:

“I am a creative personnel manager with 3 years of experience handling and being in charge of customer relation and satisfaction. (Who you are)

I have worked for 4 years with the Federal Road Safety Corps and developed a detection system that captured the plate number of traffic violating vehicles which got updated to an internet base where drivers’ information is stored for identification and prosecution. (Competence highlights)

Although, I really like my current position, I do know that I’m able to take up a tougher role in managing, which is why I’m very excited about this position. (Why you’re here)”

Never give this type of answer;

“My name is Rose Peters, I’m from Oyo State, and that I attended Dansol high school after which I gained admission into University of Lagos. I’m from a family of 12; my parents aren’t financially buoyant. So, I want this job in order that I can look after my family…”

2. What are Your Strengths and Weaknesses?

This question is somewhat difficult because it is personal and requires honesty without self-sabotage. In attempting to answer this question, find a secure middle ground to position your answer without sounding braggadocious or overly-humble.

Focus more on professional traits and be ready to accurately choose strengths which will you possess that can help you to perform the task well if you are offered the work. When discussing your shortcomings, get a real weakness to debate and go further by saying how you are attempting to defeat and improve it.

Sample Answers

“My strength is my patience to solving problems.

“My weakness is being overly-critical of myself. I even have added self-reflection and celebration of my tiniest achievements to contain it.”

3. Why Are You Leaving Your Current Job?

Most times, job-seekers leave their current jobs because they need to increase their income and expand their horizon with better offers. But are you going to tell your prospective employer that you are leaving your current job because you are sort of a “gold digger”? No, you don’t do that. Rather, give the interviewer a solution that is closely associated with your eagerness to move forward in your career. Also, take care to not give “negative vibes” about your current employee when answering this question.

These are sample reasons that are easy to explain. For instance, the desire to enhance work/life balance, career change, career growth and improvement, less/more responsibility, etc. Ensure not to say anything about reimbursement, company asset, or poor administration.

Sample Answer:

“I have been impacted being colleagues with excellent individuals. But, this offer fits perfectly with my career course.”

4. Why Should We Hire You?

When asked why you should be offered the job, the interviewers want to know why you are the most suitable candidate for the job.

Below are sample answers that you can give to this question:

“At my previous job, I increased the sales by 30% within the space of 1 year by devising targeted social media advertising strategy. I can apply the similar technique and infuse the spirit of ownership and innovation to the present company if I am given the chance through employment in this company.”

”I am excited about this job opportunity because it would allow me to contribute my skills to the organization while gaining additional knowledge to assist the organization achieve its goals.”

5. What Are Your Salary Expectations?

This is to assess your flexibility, worth, and the financial implication of hiring you. Here, talk about what you deem fit is a reasonable compensation for the position using a price range.

A Sample Answer:

“I am hospitable. Nonetheless, in light of my experience, my knowledge of the industry and skill set, I anticipate a compensation within the overall scope of $B to $Z”.

Note: state a payment range based on the currency of the country the company or offer is located.

6. Where Does One See You in 5 years?

Employers ask this question for 2 reasons:

  1. to understand how long you propose to remain within the position.
  2. to understand if your vision aligns with theirs .

So, ensure that your answer fits into your description and the company’s long-term goals. You can quickly check-up the company’s goals on the company’s website or yellow pages where the company could be listed.

Sample Answer:

“In 5 years, I would have acquired sufficient knowledge and skills to enable me become a professional at my portfolio in this company through formal education and professional trainings. This will allow me to unequivocally help this company to fulfill its goals and visions as stated on this company’s website. I don’t only anticipate to getting the proper training for my role, but it’ll quicken my journey to becoming a better employee as regards customer relations, become a better team player, sharpen my innovations all of which are my career goals.”

7. What is Your Ideal Workplace?

This is to understand if your work conditions and character line up with their organization. A perfect workplace differs from person-to-person. Hence, the rationale is to offer a solution that showcases your individuality in line with the organization’s work culture. To find out, research the company’s policies and values by logging on to their website and asking from other people (if possible) to understand if it’s almost like yours.

Sample Answer:

“My ideal workplace is one where the cooperative endeavour of a team is praised whilst individual growth and achievements also are not restrained.”

8. How Would Your Previous Employee Describe You?

The answer you give will help the interviewer understand why your current employer sees you as an excellent asset to the team. State how you enjoyed working with your previous employee and avoid making mistakes like bad-mouthing and bragging about how well you and your boss went by or didn’t.

Sample Answer:

“My last employee would say that I am always proactive and ready to handle challenges that come my way. He’d say that nothing really takes me unawares because I am always prepared to face future challenges and solve them while they are still at the formative stage which sets me aside from other employees”.

9. What Motivates You?

The most fitting response to this question is to showcase your inspiration. It should be straightforward yet related to the position you are going for. The interviewer is looking for somebody who would be committed to the work. In presenting what motivates you, emphasize your quest for continuous learning and application of the same to the development of the company. Also, mention some of your top accomplishments and development strides over the years.

Sample Answer:

“I’m motivated by the sense of fulfillment and happiness attained at a work delivered.

10. Do You Have Any Questions?

This is the last stage of the interview. Always reply positively and never say “No” because it gives off the view that you are rushing out. That is why researching the role is principal before any interview. Here is an inventory of questions you may ask:

  1. -What a typical day seems like for an individual occupying this position?
  2. -Your short- and long-term goals for a replacement hire with this job title?
  3. -How the role has grown or adapted to suit the requirements of the organization?
  4. -What qualities does the organization require in their prospective candidate?
  5. -Any concerns about my experience or skill set?
  6. -Any reservations regarding my fit with the role or company?

Conclusion

There are a myriad of interview questions asked by employees these days. However, the ones discussed here are what I feel is the top 10 interview questions you should consider before going for an interview. Your ability to answer these interview questions correctly and humorously can boost the interviewers’ perception of you which could lead to you getting the job. I wish you the very best.

Congratulations in advance!

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5 Ways to Spot Exceptional Employees in Nigeria

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The Nigerian labor market is very flexible with a skilled, low labor cost, highly motivated, and productive workforce. High level of education and efficiency are common factors for spotting exceptional employees. Besides, exceptional employees are easily self-motivated and self-managed.

Another important factor used for distinguishing an exceptional employee is the personality of the employee. This informs why some people are more successful at work than others? Travis Bradberry of Forbes magazine stated that following a research done around 2016, it was concluded that the key to exceptional performance is in the personality of the employee. Bradbery (2016) stated that the results indicate that “78% of leaders consider that personality distinguishes great employees, much more than cultural adjustment with 53% and even the skills of an employee (39%)”.

However, the qualities that the leaders pointed out as part of the personality are those of emotional intelligence. Unlike personality (which never changes), emotional intelligence can be transformed and improved. So executives don’t need to look for employees who have these skills. His duty, and also that of the company, is to help the entire team to enhance their emotional intelligence to become exceptional.

In essence, a typical team does all of its planning to achieve goals, with minimal intervention from management. Exceptional employees are also known to be healthily self-critical, with a willingness to learn and a commitment to making improvements both in production and performance.

It is clear, therefore, that the key indicators of exceptional employee are high level of education, efficiency at work, self-motivation, self-management, great personality, and emotional intelligence.

However, how can we see these playing out to determine how exceptional an employee? How does one spot the level of education, efficiency at work, self-motivation, self-management, great personality, or emotional intelligence of an employee? It is by observing if the employee has the following characteristics before and after employment.

Exceptional Employees in Nigeria

Spotting Exceptional Employees in Nigeria

5 Ways To Spot An Exceptional Employee.

 Exceptional employees may be spotted using the 5 indicators below:

(1) The Employee Is Willing To Delay Gratification.

Exceptional employees work outside the range of job descriptions. Rather than expect recognition or compensation to come first, they move forward in their work, confident that they will be rewarded later, but they don’t worry if they aren’t.

(2) Exceptional Employees Tolerate Conflict.

While exceptional employees don’t seek conflict, they don’t run from it either. They can maintain their composure while presenting their positions calmly and logically.

(3) Exceptional Employees Are Focused.

Exceptional employees are not distracted by grumpy customers or disputes in the office. Rather, they know how to detect the important issues and that is why they stay focused on what matters.

(4) An Exceptional Employee Is Judiciously Brave but Courteous

An exceptional employee is willing to speak up, ask a difficult embarrassing question, or challenge an executive decision. Besides, an exceptional employee chooses the best time to do act and thinks before speaking.

(5) Exceptional Employees Control Their Ego

While the ego is part of an exceptional employee’s drive to constantly improve, they never overdo it. An exceptional employee admits when he/she is wrong and agrees to do things differently with or without correction.

Becoming an exceptional employee is a skill, an art that can be learned and practiced to efficiency. One of the ways to become an exceptional employee is to establishing open and trustworthy lines of communication with the management and co-workers.

Besides, the Human Resources (HR) department has a role to play in the building of an average employee into an exceptional employee. Rather than dismiss below average or average employees, the Human Resources (HR) team can deploy technology to improve their integration with the entity’s values. In this sense, e-learning, for example, can have great value in developing courses that convey to that person what it means to work in that company and what it contributes to society.

Another mechanism that may be used to is improve an employee’s performance is proper mentoring, that is, involving some of the people with the best reputation and knowledge within the organization to protect and accompany the toxic worker, giving them advice and offering advice whenever they need it. In this way, individual attitudes can change, although care should be taken so that it does not in any way cloud the relationship between the company and the staff.

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