Top 8 Jobs With High Employment Chances For Fresh Graduates -

As a fresh graduate in Nigeria, you may have asked about the hot Nigerian jobs for fresh graduates, with high employment chances for those without experience. I know that one of our major hustles is getting a good job without being asked for several years of experience. It sucks when you see a job you are passionate about, but only to given requirements like;

“Not above 23 years but with 32 years of experience”

Therefore, are you a fresh graduate in Nigeria? Are you among a large number of fresh graduates in Nigeria without a job but has never gotten a call back despite submitting over a hundred CVs? If this is the case, I have excellent news for you. I have drafted these jobs from the research of vacancies seen on the various jobs. In case you don't know verified job sites to use, please quickly go through List of verified Job Sites without GNLD Jobs (Nairaland and some other great sites are there.)

There are many hot Nigerian job categories that have high employment chances for fresh graduates. The jobs may not have the high salary you anticipated, but it is a good starter for a fresh graduate without any job in Nigeria.

In no order, here are the top jobs with high employment chances for a fresh graduate in Nigeria



Sales Executives

Many don’t like this job role, not knowing that it is one of the hottest jobs in Nigeria now. Many graduates have envisioned themselves outside the school, having a big office space with a secretary. Any job role that would disrupt this vision even for a start isn’t a welcomed idea. As a fresh graduate in Nigeria without a job, this job role has a very high employment chance for you.

I started off with this role, and I never knew the potentials that it had till I became a sales person. It is an entry position. You should know that if anybody can be promoted in an organization faster, it is always from the sales department. All you need is to find the right company and kick start your career with ease.

Programmers

If you have little ideas about computers, do a programming course and see how opportunities will multiply for you. Programmers are easily absorbed (without experience or not) into several job roles, where they can grow.

Research has shown that “ICT jobs have more chances of hiring people without experience” than other job sectors. What is more than applying to jobs that do not require much experience?

Content Developers

This is one of the hot Nigerian jobs with high employment chances in Nigeria today. Companies are in need of content developers. I even do perform this job role on part time basis. Due to the high demand of content developers, companies are willing to hire you and train you on the job role till you become perfect. All you need is just a good writing ability – you don’t even need to be perfect.

As a content developer, you should have the basic ability to develop engaging contents and use it as a marketing tool. If you can do this and still without a job, why not go for a Content Development role?

Information Technology Tutors

This job role should have topped my list, but I will just leave it this way. I have seen lots of young graduates making a living just from teaching others ICT courses. If you are good and have gathered enough experience and money, you can even start up your own ICT tutorial centre and employ others.

Web Designers/Developers

If you can check the number of job vacancies in various sectors in the month of August and July in Nigeria, Web Development and Sales took the first spot. The good news was that the years of experience required was from 0 – 1-year experience. This means that they gave room for graduates without experience to join their team. Working as a web developer can truly become a money spinner for you if you truly know your craft.

Social Media Managers

The truly social media fanatics should see this job role as something they should do. This is really a hot job in Nigeria If you have an active social media profile. Every organization needs a social media influencer, and you can be one with ease. This is the fastest job to launch your career in the world of digital marketing.

Call Center Agents

Major outfits, who utilize call centre agents, happily offer these kinds of job roles to young graduates. The pay lies in between good and excellent. These call centre jobs don’t require many years of experience to get you hired, so you should give it a try.

Travel Agents

Does travelling the globe excite you? Then consider making a living out of it. You shouldn’t follow the crowd and do the usual booking and selling of tickets. Be unique, and you earn a good living from it. You can venture into something more exciting. For example, you can consider creating customized vacation packages for corporate enterprises.

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Ten Mistakes You Must Avoid In Your CV -

A Curriculum Vitae is your own way of communicating your abilities, experiences, qualifications and skills in order to secure a job you desire.

Writing your CV requires conscious effort. Employers have also identified some flaws that reduce the chances of job seekers getting call backs simply because they do not know or are careless about the presentation of their CV.

For the purpose of this writing, we would list and discuss ten mistakes applicants must refrain from in order to scale through job interviews and get the appointment afterwards:

Irrelevant information:
No employer has all the time in the world to check through your CV; they scan through your CV within a minute or less. So, do not fill it with needless information that would only jeopardize your chances. Data like religion, height, weight, etc. should be excluded.

Hiding significant information:
What else does your CV do if not to sell your personality vis-à-vis the job you aspire to and this should be communicated right away to your prospective employer in your CV. You can use highlights or bullet points to emphasize your strong areas and important information.

Ambiguous expressions:
On no condition should you use words or phrases like ‘several’, ‘a few’, ‘many’ in your CV, which are not definite enough. They can only make your CV unclear and hence, become unacceptable to your interviewer. Especially when you are meant to state the years of work experience, mention exactly the number of years, designation or role, and nothing more. Perhaps, you made significant sales in your previous employment, state precisely the figure or amount for your interviewer to know that you are sure of your responses, and that you are not faking it.

Wide or close gaps between employment dates:
The onus lies on you to explain the reasons you were out of employment for such a long time, maybe due to a professional course, travel, or any other necessities, etc. In case it is a close gap in date, which some employers frown at, you should let them know the reason too. You may offer that the close dates or short stay in an employment is occasioned by a job opportunity in your professional field or interest, necessitating the shift, etc.

Being economical with the truth:
Know that your CV is representative of your worth. However, do not include a qualification and work title that you know nothing about. Saying exactly what you are or have (qualities, previous salary, grade level, skills, etc.) presents you as an honest person and that could be just what the interviewer or employer needs to approve you as the best fit for the job.

Too lengthy expressions:
Describe yourself or ability in the shortest possible way because it will help you keep your employer interested in going through your CV. Adopting a short but precise CV helps keep your material to a maximum of two pages, which is acceptable for the so busy employers who have tons of other stuff to attend to.

Heavy graphics design:
Focus on the most important things, which are your experience, qualification and skills. Employers are interested in what you have got to offer other than mundane add-ons (though they may cite it in the course of interview). Let your CV be typed in a screen friendly font like Ariel, Times New Roman, etc. and with a size not exceeding 10 or 12 for the body text, while the heading and subheading can take a slightly larger size.

A clueless introduction:
Instead of a vague introduction, we recommend a direct expression of your ability or experience with words like “A sales representative with 10 years of work experience in the financial sector”. This is acceptable than saying ‘results-oriented, team player, achiever,’ etc. Mind you, the interviewer’s first port of call might be your introduction and if you can get the required attention there, you will be good for it.

Enlisting Referees:
Except it is called for, do not, for any reason, list a number of referees, which takes up a lot of space in your CV. Better state that ‘References will be presented on request’. Preferably too, list your references on another sheet of paper for evaluation by the employer.

Grammatical errors:
This is termed a credibility killer by some people. Do not ruin your chances of getting a job by any error in grammar, spelling, or expression. Therefore, make sure you check and cross check your CV for errors and get someone else to do this for you too.
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How To Hire Your First Workers - Jobs/Vacancies -

How To Hire Your First Workers - Jobs/Vacancies -

Starting a new enterprise can be both exciting and draining - emotionally and physically. You have to be everything and at everywhere. You play all roles. Even those you are not good at. It's your dream, and youvdint expect another person to bring it to life but you. The thing is, you can't be multi-tasking and still function effectively with the services your outfit sets to offer. You just have yo employ extra hands to take some burdens off your shoulder. And getting the right people to pass and manage the torch of your corporate culture is important. That is why your first hire is just as important as your getting your first client.

Convincing the right and qualified candidates can be a bit tricky for early startups too, bearing in mind that the suitably qualified personnel would more readily want to identify with a known or established industry brand. It makes one assume that those who apply to startups are not really competitive enough, knowing they would be earning less than their counterparts. However, for a leader of a startup, there are still a number of ways to corner capable hands to your startup.

Know why you are hiring
As the leader of a startup, you need new hires in virtually all positions, but you can't just go about letting huge wage bills weigh your new enterprise down. You have to prioritize the positions. You'll be needing your first hires to multi-task as much as you probably are doing at the moment. It should be part of the negotiations. The right candidate should be able to see the company as a startup and not an established company. Hiring specific professionals would largely depend on where your startup is located on the
growth curve. The leader should be able to detect why and the right moment to 'risk' hiring.

Delegate the process
If you don't have the luxury of time to start multi-tasking, just like most startups, you should delegate the first stage of the hiring process to some qualified hands to help you prune down the workload of entries that may come your way. Consult friends who have hired for specific roles ( marketing, sales, engineering or administrative ) to learn where to source the best candidates, how to effectively review resumes, better questions to ask and ways to determine the final selections. And if an ad-hoc team is on ground already, have them meet and interview potential hires to ensure that everyone feels comfortable and agrees on the best fit.You don't want to neglect the very reason why you are hiring to something others can do for you, while you devote more time to the core services your enterprise sets out to do.

Due diligence
The assumption is that the list has been pruned down with the help of others, now you are faced with the shortlisted candidates. This part can't be delegated they are your prospective team members. Get to know them, have them relate with you. Listen to them, away from the things put down in their résumés. Know if they have transferrable skills for the position you are hiring for. Be careful to observe things important to them and respond to them. If you miss it, you start with the wrong foot. Hiring the wrong person for your team can be worse than not having anyone at all.

Relate with the candidates
Interact with the candidates. Sell the brand, vision and mission to them, see how much they buy it. For small teams, every new employee has a profound effect on team culture and norms. They will market your brand beyond your imaginations, even if not successful in the interview process. Let them demonstrate their potentials and not credentials. Test their abilities.

Table realistic remunerations
As a startup, never make the mistake of being a crowd pleaser. In a bid to retain a candidate, never make promises you can't fulfill, especially when it concerns remunerations and other work conditions. Make sure you convey a holistic offer, meaning that you reinforce the cultural aspects as well as the monetary ones. Things like flexible work schedules, a social culture (frequent events for staff to connect as people, not just as colleagues), or even a shorter commute may be very attractive to some people. Be clear about what you can offer, and let the candidates decide.

Dont assume, retrain
Happy that the preferred candidate(s) had been selected? you don't just dust your shoulder and expect the new member of the team to carry on without trainings or supervisions. In real fact, they need real hands-on experience on the peculiarities of your outfit. Trim them to your shape and taste. Trainings may not be as elaborate as that of established firms. A little supervision, a memo on the notice board or a little guide would do.

Get your legal documents handy
Seal up the deal in black and white! Get the details of the contract on paper. It is the evidence of acceptance of your offer. And when you’re laser-focused on revenue and market development, the last thing you need is a legal headache. Knowing that everyone is officially taken care of means that you can focus on what matters most.

Getting focused on the work at hand for the leader of a startup is a very difficult thing. Many aspects of the build up might actually be a distraction to the real services offered by the firm. Why not delegate the process of hiring, so the process don't weigh in on the quality of services offered? It is proper also to know how to balance the priorities.

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First Bank of Nigeria Limited Recruiting For Fresh Graduate 2017

First Bank of Nigeria Limited (FirstBank) is Nigeria’s largest financial services institution by total assets and gross earnings. With more than 10 million customer accounts, FirstBank has over 750 branches providing a comprehensive range of retail and corporate financial services. The Bank has international presence through its subsidiaries, FBN Bank (UK) Limited in London and Paris, FBNBank DRC, FBNBank Ghana, FBNBank Gambia, FBNBank Guinea, FBNBank Sierra-Leone and FBNBank Senegal, as well as its Representative Offices in Johannesburg, Beijing and Abu Dhabi.

We are recruiting to fill the position below:

Job Title: Control Officer

Requisition ID: 1700001T

Job Location: Lagos

Job Code: STR/1EBIZ/199

Schedule: Regular

Job Type: Full-time

Job Description

. One of the strategic themes of the Bank’s 2019 strategy is to create a digitized bank, automating key customer journeys and core banking processes. In line with this strategy, the Management Committee (ManCo) has approved the launch of the FirstBank Digital Lab. The vision is for the lab to drive innovation in the Bank’s digital product engine and ultimately pioneer a new wave of better, faster, and more efficient products.

. FirstBank Digital Lab is designed to be an innovation hub with a customer centric approach to rapidly simulate innovative solutions to real-life industry challenges. In addition, the lab will serve as a platform for the Bank to collaborate with and advance the Nigerian technology ecosystem with a focus on financial technology (FinTech).

. To facilitate a smooth take-off of the inaugural FirstBank Digital Lab, we are seeking to engage suitably qualified, dynamic, innovative, competent and self-motivated individuals with the right skill set, who wish to be part of this Project in the following capacities:

. Reporting to the Head, Internal Control & Enhancement Group, the ideal candidate will have overall responsibility for enforcing the governance framework while maintaining a dotted reporting line to the Group Head, E-Business.

Specific responsibilities amongst others include:

. Partnering closely and Providing governance framework to the product conceptualization and design team

. Engaging stakeholders to determine necessary inbuilt controls in e-Payment and alternative channels applications.

. Providing support to the product conceptualization and development teams by identifying possible risks embedded in the products/processes developed and proffering mitigants.

Qualifications
Key Requirements:

. A minimum of Bachelor’s Degree/HND in Business, Information Technology or any numerate related field.

. Sound knowledge of product development and control

. Excellent knowledge of Application security and control

. Must be self-solution driven, proactive and have acceptable knowledge of the business environment
Good working knowledge of Risk Control & Governance

Eligibility:

. Control Officers is open to staff between BO – AM grades

Deadline: Not Specified.

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WAEC Is Recruiting For Assistant Examinations Officer (audit) -

West African Examinations Council is recruiting for the position of assistant Examinations officer.... see the attached memo below:. deadline for submission is 25th August 2017.

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