FAAN Impromptu Interview Invite. - Jobs/Vacancies - Nairaland
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| FAAN Impromptu Interview Invite. by Ask4bigneyo(m): 7:55pm On Mar 16, 2015 |
I received a msg from faan dat "kindly attend the physical fitness test 2mao as the closing date is 17 march, if you have already done the interview ignore the msg. my question is physical fitness test for what position because prior this msg I wasn't notified by email nor SMS and my name wasn't shortlisted. Should I still go for the test? |
| Re: FAAN Impromptu Interview Invite. by omisakint: 8:05pm On Mar 16, 2015 |
Pls go if u can |
| Re: FAAN Impromptu Interview Invite. by Ask4bigneyo(m): 7:00am On Mar 17, 2015 |
Ok |
| Re: FAAN Impromptu Interview Invite. by PaulSteve: 8:32am On Mar 17, 2015 |
Go if still interested |
| Re: FAAN Impromptu Interview Invite. by greatgeo(m): 9:00am On Mar 17, 2015 |
Got this just now Congratulation, you are invited to attend FAAN interview on Wednesday 18/3/2015. Time 9am VENUE: any centre closer to u. Do I still need d physical fitness test since its interview ? |
| Re: FAAN Impromptu Interview Invite. by sholaw: 9:45am On Mar 17, 2015 |
I got the message too, please what kind of questions should we expect? |
| Re: FAAN Impromptu Interview Invite. by sholaw: 9:46am On Mar 17, 2015 |
Ask4bigneyo: pls what did you apply for and how did it go  mine is tomorrow. pls tell use what to prepare for |
| Re: FAAN Impromptu Interview Invite. by Ask4bigneyo(m): 11:22am On Mar 17, 2015 |
sholaw:SOll... |
| Re: FAAN Impromptu Interview Invite. by sholaw: 12:33pm On Mar 17, 2015 |
Ask4bigneyo:pls am waiting. |
| Re: FAAN Impromptu Interview Invite. by innocentoh(m): 12:28am On Mar 18, 2015 |
greatgeo:You where supposed to say what you applied for so people will know how to advise you. |
| Re: FAAN Impromptu Interview Invite. by innocentoh(m): 9:42pm On Mar 18, 2015 |
[size=16pt]Incase you are wondering why u scored above 50% and yet not shortlisted by FAAN, read here how the whole process went so far [/size] Shortlisting will continue until the final physical fitness test or until the target shortlist is met for each State. Where necessary, we will start another round of testing for States that are not meeting their target. The impact of the selection process is that candidates that scored high (70% and above) may think that they should have been shortlisted. They may not have been because someone else in their State that applied for the same job scored higher. This was addressed by the additional shortlisting of the high scorers. A candidate with a lower score from another state may have been shortlisted for the same job because that candidate is the highest scorer for that job from his/her State of origin. This is in line with the application of the Federal Character rules. A candidate with a Master’s degree applying for Security Cadet, Assistant Fire Superintendent, or Assistant Security Superintendent is considered over-qualified and may not have been selected. WHERE THE PROCESS WAS NOT FOLLOWED Not all the processes listed were followed. Below are the exceptions! Shortlisting for the AGM DMU position The total target shortlist for AGM is 20 candidates. It was not possible to divide this into 37 (States plus FCT) or to share into six geopolitical zones, so these rules were followed: Sort for the top scorers. Find the top 10 for each geopolitical zone. Allot one slot per State (No State is to be allotted more than one slot). Ensure that the slots are spread equitably between geopolitical zones based on top scorers for each state. Ensure that the spread is even between North and South. Shortlisting for Security Cadet, Assistant Fire Superintendent, and Assistant Security Superintendent The minimum score for these positions was lowered to 40% to accommodate non-degree holders who had to take the same test as degree holders for the levels 8 and above jobs. (These jobs allowed for minimum of NCE or OND educational qualifications). All other shortlist processes described above were followed for these group of jobs. 3. Additional shortlisting of high performers not included in the above shortlist was conducted. High Performers are considered as candidates with 70% and above. PROCESS FOR SHORTLISTING Values guiding the process: Transparency, Openness, Equity, Fair Treatment Below is the process being implemented for the shortlisting of candidates. All applications were pre-screened for Aptitude Test against the established criteria that was designed and advertised. The total shortlisted were 36,657. This includes candidates from the hard copy applications as well as online applications. A unique log-in name and password was created for each shortlisted candidate to be used for the Aptitude Test. This incorporated the unique ID created for each candidate at the application stage, How targets were set and allotted to states: For the AGM we targeted 20 candidates to be shortlisted for the one headcount. For all other positions we targeted 6 candidates to be shortlisted per head count. The total target shortlist for each job was allotted to States based on the Federal Character spread. All 36,657candidates were notified via text messages and email with their log-in to go online and take the test. Testing was conducted on two websites. Once the results were collated, they were sorted according to “job applied for” then sorted again for percentage grade. The list of candidates who scored 50% and above were extracted and analyzed into three groups: 70% and above 60%-69%, 50%-59%. The top performer list (70% and above) for each State is shortlisted first starting with the highest scorer until the State’s lot is filled. If the State’s lot from step (7) above is filled, then there is no more shortlisting for that state for the job. If the State’s lot from step (7 ) above is not completely filled then the next best group (60%-69%) from that State is shortlisted starting from the highest to the lowest. If the State’s lot from step (9) above is completely filled then there is no more shortlisting for that state for the job. If the State’s lot from step (9) above is not completely filled then the next best group (50%-59%) from that State is shortlisted for that job. If after step (xi) above, a State’s lot is still not filled, the remaining lot is allotted to another state in the same geopolitical zone (starting with the State with the highest performance in that zone) until the lots completely filled. If the lot for a job in a geopolitical zone is not completely filled, it is allotted to the highest performing state in the region of the country. If the lot is still not filled at the regional level, it is then thrown open to be filled by another region in the country until the lots are all filled. PLEASE NOTE THAT THE ENTIRE PROCESS IS BEING MONITORED BY THE FEDERAL CHARACTER COMMISSION as mandated by the Constitution of Federal Republic of Nigeria. ACHIEVEMENTS TO DATE PLEASE FIND BELOW IMPORTANT DATA ON THE RECRUITMENT EXERCISE AS AT MARCH 16, 2014. 1. Total number of applications screened is 720,000 Includes online and hardcopy applications 2. Initial Target Set for Aptitude Test is 11,160 It was agreed to increase target to up_to 30,000 to allow as many people as possible to take the test. 3. Total shortlisted for Aptitude test is 36,657 4. Total Number Tested as of March 11, 2015 is 27,000 5. Candidates with complete Results is 24, 043 6. Total Candidates that scored 50% and above is 11,281 7. Total Candidates that scored 70% and above is 1,924 8. Total candidates with 40-49% is 5,042 9. Highest Score is 98% 10. Lowest Score is 0% 11. Planned Target Shortlist for Fitness Test and Interview (all positions, all states) is 4,680 12. Total Shortlisted for Fitness Test and Interview as of March 11, 2015 Is 4,064 13. Planned Target Shortlist for Interview is 4,390 14. Total Fitness Test conducted at all 4 locations as of Monday March 16 is 3,051 This number is expected to increase to 4,000 plus at the end of the process. 15. Interviews have began at all centers Data being collated In my opinion, I think they are transparent. what do you think? You can Holla at me through my email: innocentohiomu@yahoo.com 1 Like 1 Share |
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