Latest Job Opening at The World Health Organization (WHO), Tuesday 1, November 2016

The World Health Organization (WHO) is the United Nations’ agency for health. The organization focuses on four main areas, led by health intervention efforts, such as control and prevention of HIV/AIDS, malaria, and tuberculosis. Other WHO priorities include support for government health programs; development of health policies, products, and systems; and efforts related to determinants of health, such as food safety and nutrition. The WHO operates from six regional offices worldwide and national offices in about 150 countries. Budget and policy oversight for the organization is provided by the World Health Assembly, which includes representatives of more than 190 countries. The WHO was founded in 1948.

NATIONAL DATA MANAGER

JOB DESCRIPTION
The mission of WHO is the attainment by all peoples of the highest possible level of health.

Vacancy Notice No: AFRO/16/TASR147

Grade: NO-B

Contract type: Temporary Appointment under Staff Rule 420.4

Duration of contract: 12 Months

Currently accepting applications

Duty Station: Maiduguri, Nigeria

Organization unit: AF/IVE Immunization, Vaccines and Emergencies (AF/IVE) /
AF/PEI Polio Eradication (AF/PEI)

OBJECTIVES OF THE PROGRAMME :

The objective of the EPI programme is to support national authorities to provide high quality immunization services that will contribute to (a) the reduction of mortality, morbidity and disability from vaccine preventable diseases through the optimum use of available and new vaccines and (b) the strengthening of national health systems as well as efforts to achieve the Millennium Development Goals.

DESCRIPTION OF DUTIES:

Under the overall guidance of the EPI Cluster Lead, technical oversight of the Monitoring and Evaluation Coordinator direct supervision from State Coordinator, the incumbent will be working closely with the government counterparts and partners at State and zonal levels in support of the following specific EPI activities:

Establish, maintain and up-date databases pertaining to each programmatic area in EPI/PEI

Perform data validation and cleaning on all data received before forwarding to the zone and national level (surveillance, IPDs, RI, Special Intervention, HTR, accessibility, IDP Camps and other data sets).

Provide regular feedback on data quality, timeliness and completeness to CCs and LGAFs for action.

Track and obtain missing or incomplete data/reports and provide feedback to relevant levels.

Provide all round GIS support including accessibility, Vaccination Tracking System (VTS)

Produce weekly, monthly and quarterly analysis feedback from data to enhance decision making at state and LGA level

Represent WHO in the Borno State EOC Data Team and support the state EOC with data presentation, analysis and interpretation.

Create and secure back-up copies of data in the state.

Provide technical data management support to the state government.

Conduct data management training to build the capacity of officers.

Perform other activities as required by the supervisor

REQUIRED QUALIFICATIONS

Education:

Essential: University Degree in Statistics, Information Systems and Communication Technology, or other relevant fields from recognized institution

Desirable: Training in public health data management

VERIFICATION OF EDUCATIONAL QUALIFICATIONS:

“In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and these will be reviewed individually”.

SKILLS:

Ÿ Ability to work effectively with colleagues at national and international levels;

Ÿ Ability to provide leadership, monitor progress and design technical communication materials;

Ÿ Fully conversant in word-processing, spreadsheet, database, presentation, epidemiological (Epiifo) and mapping software

Competencies:

Producing results;

Fostering integration and teamwork;

Ensuring the effective use of resources;

Building and promoting partnerships across the organization and beyond;

Promoting WHO’s position in health leadership


EXPERIENCE:

Essential: At least five years relevant experience including field experience in data management/GIS.

Desirable: Experience in public health especially in immunization activities

Languages:

Essential: Excellent knowledge of English

Desirable: Knowledge of the other UN languages

ADDITIONAL INFORMATION:

WHO offers an attractive compensation package including an annual net salary (subject to mandatory deductions for pension contributions and health insurance), dependency benefits, pension plan, health insurance scheme, and 30 days annual leave.

Please visit the following websites for detailed information on working with WHO:
http://www.who.int Click on: . to learn more about WHO’s operations
http://icsc.un.org Click on: Quick Links > Salary Scales > by date

Candidates will be contacted only if they are under serious consideration.

Annual salary: (Net of tax)

at single rate


TO APPLY

This vacancy notice may be used to fill other similar positions at the same grade level.

Online applications are strongly encouraged to enable WHO to store your profile in a permanent database. Please visit WHO’s e-Recruitment website at: www.who.int/employment. The system provides instructions for online application procedures.

All applicants are encouraged to apply online as soon as possible after the vacancy has been posted and well before the deadline stated in the vacancy announcement.

WHO is committed to workforce diversity.

Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Only candidates under serious consideration will be contacted.

Currently accepting applications

CLICK HERE TO APPLY

DUE DATE: 15 November, 2016

Latest Job Opening at The World Health Organization (WHO), Tuesday 1, November 2016

Job at a Financial Institution – FANatic, Tuesday 1, November 2016

FANatic – A leading financial company in Nigeria is currently seeking to employ qualified candidates to fill the position below.

DIRECT SALES AGENT

JOB DESCRIPTION:

As a Direct Sales Agent you will be responsible for opening new accounts.


JOB REQUIREMENTS:

Individual with excellent communication and persuasive skill, highly confidential and goal oriented

Provision and safe keeping of customers information and files

Good marketing/selling and negotiation skills

Integrity, confidentiality and high ethical standards

Strong knowledge of target market characteristics

Good spoken English and result oriented

Any other duties as assigned by supervisor

Experience in sales/marketing will be an added advantage

Minimum of an SSCE holder.

TO APPLY

Applicants should send their CV’s to hr@fanatic.com.ng The Subject of the mail should be “your grade and Location” e.g “Lower Credit -Costain Lagos” or “SSCE –Surulere Lagos”

DUE DATE: 3 November, 2016

Job at a Financial Institution – FANatic, Tuesday 1, November 2016

Engineering Vacancy at ABB, Tuesday 1, November 2016

ABB (www.abb.com) is a leader in power and automation technologies that enable utility and industry customers to improve performance while lowering environmental impact. The ABB Group of companies operates in around 100 countries and employs about 145,000 people

ABB is a multinational corporation headquartered in Zurich, Switzerland, operating mainly in robotics and the power and automation technology areas. It ranked 158th in the Forbes Ranking (2013).

SERVICE SPE…T

JOB FUNCTION:

Service and Maintenance

Publication ID:

NG59637306_E1

DETAILS

You will be part of Discrete Automation and Motion (DM) division which offers a wide range of products and services including drives, motors, generators, power electronics systems, rectifiers, power quality products, photovoltaic inverters, programmable logic controllers (PLCs), and robots. These products help customers to improve productivity, save energy, improve quality, and generate energy.

TASKS:

As a Service Spe…t your responsibilities will be as follows:

Apply our company quality system & OHS rules to maintain and promote the ABB Standards.

Supervise the electrical and mechanical repair of rotating machines at workshop /Site, to ensure quality control for all repair stages according to ABB quality standard.

Supervise commissioning and start up for new & repaired machines while performing the required site measurements & tests including the vibration spectrum analysis

Perform laser alignment for all kinds of rotating machines

Support S&M team to achieve growth in service business.

Fast response to customers specific needs and requests.

Report for all activities within the due dates

Collect market data regarding ABB / non ABB Machines installed base and contribute with all gained collected market information.

Responsible for an assigned field service budget, to be achieved with a set profit targets in coordination with sales team.

REQUIREMENTS:

Ideally you’ll hold BSc degree in Mechanical Engineering is required and from 2 to 4 years’ experience in machines service.

TO APPLY

If you require any further information about the position, please contact us on: careers@ng.abb.com

CLICK HERE TO APPLY

Engineering Vacancy at ABB, Tuesday 1, November 2016

Accounting Vacancy at Seflam SGL, Tuesday 1, November 2016

Seflam SGL is an indigenous provider of Engineering, Procurement, Construction and Installation (EPCI) services in West Africa with over 17 years experience servicing Oil and Gas majors including ExxonMobil, Chevron, Total and Shell. Our mission is to help our Clients achieve the highest level of safety, quality and valued added results at optimal cost in the execution of our Projects. Seflam SGL Head office is located in Victoria Island Lagos while her Construction yard is strategically located at Shell Location Road, Opposite Agbada 2 Flowstation off Airport Road, Igwuruta Port-Harcourt. Our Construction yard is equipped with state-of-the-art facilities and experienced construction professionals.

We are recruiting to fill the position of:

SENIOR ACCOUNTANT

JOB DESCRIPTION

The Senior Accountant shall ensure efficient and transparent finance programs in line with recognized accounting standards.

The Candidate shall manage payroll activities (and advise team leaders on appropriate salary levels).

The Candidate shall manage performance of hard and software accounting systems.

The Candidate shall manage relationship with external bodies such as PFAs, External Auditors, Banks, Tax Authorities and Consultants.

The Candidate shall prepare returns for VAT, Payee, WHT, ITF, Pension, NSITF and other Statutory Payments.

The Candidate shall report to the General Manager and carry out other responsibilities assigned to him.

The Candidate must have spent not less than 5 years working in an accounting position and should have acquired experience preparing accounts, computing taxes and interfacing with Tax Authorities.

TO APPLY

Applicants should send their application letters and CV’s to: hr@seflamsgl.com

DUE DATE: 10 November, 2016

Accounting Vacancy at Seflam SGL, Tuesday 1, November 2016

Guest Relations and Events Coordinator at Andela

Andela is developing a corps of high-quality technology talent across the African continent that will drive the current and future phases of tech-enabled growth around the world. With the fastest growing population and highest youth population in the world, we believe Africa is one of the greatest untapped markets for talent development.
At Andela, we find the brightest young people in Africa, train them to be world-class developers, and connect them with employers around the world looking for top technical talent. Passion, excellence, entrepreneurial spirit, and rejecting the status quo are just a few of the things that Andela team members have in common.

Job Title: Guest Relations and Events Coordinator

Descriptions

• We are looking for a Guest Relations and Events Coordinator who will be a positive self-starter and has excellent organizational, project management, and communication skills, with an interest in the technology/software industry.


• The events coordinator will manage both internal and external events and will be the frontline officer to all visitors, clients and staff at Andela.


• The role will involve providing Andela high profile clients with superior customer service thereby creating a memorable and genuine experience while also promoting the company.

Responsibilities

• Coordinate, supervise and manage activities associated with high-profile guest visits to Lagos Office and actively build awareness of the Andela brand


• Coordinate logistics for Andela Events and provide on site support when needed


• Liaise with Partners as required


• Manage special event planning and coordination, menu planning, and overall budgeting for events


• Manage Lagos Visitors (Non-Andela) and Events Calendar


• Engage with and inform all internal stakeholders involved in events and visits as required to ensure that all events and visits meets Andela’s quality standards


• Ensure that Andela’s brand is well represented in all communications regarding events and visits.


• Interact with employees/guests/clients and ensure they feel welcome upon their arrival at Andela


• Coordinate and supervise activities for employees/guests/clients and be able to attend to queries, needs and requests


• Ensuring excellent customer service and quality delivery to guests/clients


• Handling guest/client mails and messages, and answering telephone calls


• Communicate quarterly schedule of guests/client visits and events to employees of Andela


• Liaise with Media and Design team in creating communication pieces to announce high profile guest/client visits to Andela


• Schedule meetings and update google calendar with events taking place at Andela


• Ensure the Andela safety, security and loss control policies and procedures are complied with at all times


• Be aware of Andela’s fire and emergency procedure

Qualifications and Skills

• Hold a University degree/Higher Diploma in Hospitality Management, Business Administration or Business related fields


• Must have good knowledge of MS Excel, Google Apps , Dropbox and other Office tools Skills


• Have prior experience in a start-up/fast growing organization


• Are outgoing and have a cheerful personality


• Have a service oriented mindset and drive


• Have excellent problem resolution skills along with outstanding communication and listening skills


• Must be familiar with industry’s latest trends


• Have sound decision making skills


• Have proficiency in English, multilingualism will be considered an asset


• Have excellent telephone manners


• Must be an all around awesome person – we have a strict no jerks policy at Andela


• Benefits & Compensation


• Full-time compensation


• Medical coverage


• Breakfast and Lunch provided daily


• Beautiful working environment


• Opportunity to work with the brightest minds on the planet


• Oh, and a chance to change the world!

Location: Lagos

Closing Date
Not Specified.

Note:

• We are an equal opportunity employer and value diversity at our company. 


• We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

APPLY HERE 

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Guest Relations and Events Coordinator at Andela

Federal Civil Service Commission (Technical Instructor I - EXTENDED)

The Federal Civil Service Commission invites applications from suitably qualified candidates for the position below at the Federal Ministry of Education:

Job Title: Technical Instructor I, Grade Level 09
Qualifications

• Candidates must possess a good honors Degree or HND Certificates in the following fields. Creative/Fine arts, Technical Drawing, Building Design/Tech, Basic Tech

Requirements

• In addition to the above, applicants must possess a three Years post qualification cognate experience or any other relevant qualification.

Location: Nigeria

Closing Date
5th November, 2016.

Note: 

• For avoidance of doubt, completion/submission of application online is free and at no cost to applicants. 


• Any applicant who submits more than one application for the same vacancy will be automatically disqualified

APPLY HERE 

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Federal Civil Service Commission (Technical Instructor I - EXTENDED)

To Get the Right Match, Start With the Right Batch

Innovative organizations cannot sustain their achievements without fresh ideas and new approaches that are often brought in by new hires. Companies that foster innovation need not just highly skilled workforce; they need highly engaged employees – people who love to work there, who are motivated to be creative, and whose personal values fit well the organizational culture. Dan Pink, in his talk about engagement and motivation in the work place, describes three main elements of motivation – autonomy, mastery, and purpose. Autonomy motivates us because we all want freedom and flexibility in our work, mastery gets us going because we naturally want to get better at what we do, and purpose is the most vital component in any of our creative projects – there is nothing more discouraging than working on something that has no meaning, lacks direction, or doesn’t have any real need. Highly motivated and engaged people, who are driven by those elements, are best to spark creativity in organizations. Creativity, in turn, serves as the most vital component for developing innovations.

Finding these “right” people for the organization is a challenge that goes through all stages of a recruitment process – from generating applicants for a vacant position to extending a job offer to a selected candidate. Every stage has an important role in the process of hiring the best available candidate, however, this article focuses on generating a pool of qualified applicants as the initial stage of the hiring process. After this pool is compiled, the number of available applicants can only deteriorate; hence, this initial stage creates the greatest possibility for the hiring managers and Human Resources professionals to make the most effective selection decisions (Carlson, Connerley, & Meacham, 2002).

Human Resources researchers have long argued that hiring a successful employee not only requires a combination of relevant experience, technical skills, and abilities of the candidate, but also depends on a match between a candidate’s personal values and the culture of an organization (a.k.a. person-organization fit or P-O fit). Making a prediction of how the applicant would potentially fit with the working environment is an organic part of the traditional hiring process. However, in most cases, these predictions are pretty unstructured and opened to personal biases (Grigoryev, 2006), paving the way to potential hiring mistakes.

A typical job application includes information about a candidate’s knowledge, skills, and abilities (KSA), relevant experience, and education. In their resumes or CVs, applicants may also include information about their so called “soft skills,” such as an ability to work independently or as part of the team, leadership   aptitude , communications skills, etc. This information is meant to demonstrate to the potential employer how this candidate will fit their organization, but rarely is taken into consideration until the later stages of the recruitment process when more face to face communication occurs.

Instead, current recruitment procedures initially use the computerized system of keyword parsing, matching a candidate’s experience, technical skills, and abilities (a.k.a. person-job fit or P-J fit) to the job requirements. This system produces an initial cut of the candidates used by hiring managers and Human Resources professionals to invite applicants to an initial job interview. The other important job fit “intangibles” will likely be assessed during the later stages of the recruitment process or, in some cases, not be evaluated at all.

Frequently, an applicant, perceived as the best match for the job during the selection process (based only on technical skills and experience), cannot, or would not want to, stay on the job due to other, non-technical factors. For example, research shows that 46% of twenty thousand new hires in 312 companies left their respective organizations within the first 18 months. Follow up interviews with more than five thousand of the hiring managers found that only 11% of employees who left their organizations did so due to a lack of technical or professional competence. In fact, other “intangible” issues, such as motivational problems (15%), temperament issues (17%), lack of coachability (26%), and low levels of emotional intelligence (23%) accounted for the reason the new hire left the company (Grigoryev, 2006). This high number of employees failing to stay on a job for more than 18 months due to culture-related reasons suggests that companies could benefit from improving the selection processes in order to minimize the impact of employee turnover.

Is there a better way to select candidates? In my recent doctoral study, I argued that not applying the concept of matching a candidate’s personal values with organizational culture until late in the recruitment process may potentially eliminate a candidate who has a higher P-O fit but lesser match of KSAs or P-J fit, as his or her resume may not even be accounted for the selection for an initial interview. In this study, I attempted to analyze if the information of the candidate’s person-organization fit provided to hiring managers would affect their decision to invite this candidate to an initial job interview. The study was designed as a real-life-simulated experiment, where respondents were provided with hypothetical information about a hiring company, a job description for a vacant position, and a job applicant’s resume.

The research sample included 57 hiring managers or Human Resources professionals from various companies, who currently have, or have had in the past, responsibility for screening job applicants and inviting them to personal interviews. All participants were randomly divided into four groups with approximately equal numbers of members in each of the groups.

The first, “control,” group was supposed to mimic the current selection process by reviewing only an applicant’s resume, and comparing it to the job description. Other, or “treatment,” groups were also provided with additional information about the results of a Situational Judgment Test (SJT), demonstrating the level of person-organization fit to the hiring company. In total, there were three versions of the level of P-O Fit (Low, Medium, and High) provided to the participants, one for each different treatment group. After reviewing and comparing all provided documents, participants from each group were simply asked to decide if they were to invite the applicant to an initial job interview and, optionally, elaborate on their decision.

To minimize any potential biases, participants were not provided with any data about the scope, goals, or design of the study; they were also not given any information concerning any other treatment groups.

The results demonstrated that the pool of candidates invited to an initial job interview can be significantly altered if hiring managers have knowledge of a job applicant’s P-O fit in addition to the information about this applicant’s knowledge, skills, and abilities currently derived from resumes.

Specifically, 69 percent of hiring managers interviewed for this study indicated that the information about a job applicant’s P-O fit served as a main reasoning in their decision-making process of inviting the job applicant on an initial interview. Additionally, 77 percent of the participants were not going to grant an interview to a job applicant who possessed a low P-O fit, even though this applicant had a strong resume. This leads one to believe that if information about P-O fit was considered during the selection process, even a resume demonstrating a strong match of knowledge, skills, or experience to the job description, may not warrant an invitation to an initial interview without a strong match of the candidate’s personal values and organizational culture.

In summarizing the study results, a more integrative approach to selecting candidates is needed. The evaluation of P-O fit can be conducted electronically as part of the application process, before the initial information about the candidate reaches the human eye of a decision maker. As an example, innovative organizations may want to appraise a candidate’s creative problem solving skills, associative fluency, or ability to make decisions in atypical situations. In addition, companies can assess a candidate’s openness to differences, his or her ability to work independently and within a team, or other intangible skills. Overall, this approach adds yet another dimension to the applicant’s data, complementing the subjective take of the hiring managers during the interview process with the more objective, and structured information.

The investment into developing and implementing this approach would not only be rewarded by getting a more balanced pool of candidates who fit the organization better and stay with the company longer, but also improved objectivity in hiring processes, further defining the hiring requirements, and increased awareness of corporate cultural values among employees and hiring managers.

Making the initial selection of job candidates more comprehensive is just a first step to getting the “right” people on board. However, if that first step fails to bring these “right” people into the mix, the whole hiring process may prove fruitless.

References:

Carlson, K.D., Connerly, M.L., & Mecham, R.L. (2002). Recruitment evaluation: The case for assessing the quality of applicants attracted. Personnel Psychology,55, 461-490.

Grigoryev, P. (2006). Hiring by competency models. The Journal for Quality and Participation, Winter, 16-18.

To Get the Right Match, Start With the Right Batch