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Nairaland Forum / Nairaland / General / Jobs/Vacancies / FAAN Recruitment 2015 - My Tales Of Woe Part 1 (29260 Views)
Fresh Nigeria Immigration Recruitment 2015 / Federal Airport Authority Of Nigeria (FAAN) Recruitment 2015 – Application Date / FAAN RECRUITMENT EXERCISE (2) (3) (4)
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Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by tessylove2(f): 6:17pm On Mar 19, 2015 |
Ahmeen:Are u serious?I must have left by then I was at Lagos centre too till about 4pm got frustrated and left.Can u imagineNa God go punish them... |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Nobody: 6:18pm On Mar 19, 2015 |
eyya sorry bruh.. buh man must chop |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by kay1one2(m): 6:19pm On Mar 19, 2015 |
abysirius: Wrong thread! 2 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by GreenBobo: 6:19pm On Mar 19, 2015 |
Boss, do you remember the guy that was assaulted by more than 7 FRSC officials? He was slapped and kicked, punched and they almost used a 2*2 plank on him? |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by richidinho(m): 6:20pm On Mar 19, 2015 |
Maczeelly: Shey those guys that got the job Are they not Nigerians? |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by meforyou1(m): 6:20pm On Mar 19, 2015 |
Wow, this is unbelievable. What's FRSC business with a FAAN interview more than just to provide the venue. We take a lot of nonsense in this country. Those guys deserve to be sued, all of them both FAAN and FRSC. Feel for you Op, I went through worse experience when I was searching for job. Wish u all d best 1 Like |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by DaPhilosopher(m): 6:20pm On Mar 19, 2015 |
Hmmm! O GA Oooooi |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Anibaba1(m): 6:21pm On Mar 19, 2015 |
Dis kontri sef 1 Like |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by GENTLETEE(m): 6:21pm On Mar 19, 2015 |
I ignored this FAAN recruitment after they used quota system to deny me having passed the test and interview in 2007/08 recruitment. My name was published twice in a national daily then. If I say naija matter no tire me I lie. 5 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Nikapetrelli(f): 6:21pm On Mar 19, 2015 |
Nt suprised,cos from there online test for d days d test was disorganized b4 d finally rectified it 1 Like |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by jamillion: 6:21pm On Mar 19, 2015 |
oya! Die hard job seekers, hw market? |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by deskossy(m): 6:23pm On Mar 19, 2015 |
Sad for my country 1 Like |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Owakoi: 6:24pm On Mar 19, 2015 |
lol |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by sammyj: 6:24pm On Mar 19, 2015 |
GEJ and TAN is working 2 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Laycan(m): 6:25pm On Mar 19, 2015 |
Rich4god: Who comot my pisure 2 Likes
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Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Owakoi: 6:25pm On Mar 19, 2015 |
lol9) |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by GreenBobo: 6:26pm On Mar 19, 2015 |
naira0: Boss, do you remember the guy that was assaulted by more than 7 FRSC officials? He was slapped and kicked, punched and they almost used a 2*2 plank on him? www.nairaland.com/2203394/brutality-uniformed-men |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by tosyne2much(m): 6:29pm On Mar 19, 2015 |
This is bizzare |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by MKO4ever(m): 6:29pm On Mar 19, 2015 |
Everything is now scarce in Nigeria No job No Light No Fuel Nawa ooooo We need change 4 Likes
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Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by boriswole: 6:35pm On Mar 19, 2015 |
Not sure it is that Bad. Was born in Nigeria and i turned out fine. We should look for ways to make Nigeria Better. an example is participating in the coming elections. publicenemy: |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by lockupman(m): 6:36pm On Mar 19, 2015 |
My brother you spoke my mind exactly. No be person tell me too pack an run from naija not because I was doing badly in naija but because I can't bear to see my kids born in naija. God forbid. I'm suffering for my unborn kids here so that they will reap the benefits. publicenemy: 2 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by watered(m): 6:41pm On Mar 19, 2015 |
When the certs can't put food on your table what do u do next? Form another group but this time direct your grievances towards the FG only then shall then appease you with an amnesty offer. I'm thinking it other minds are thinking it too as well. Soon it will become the loudest |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by ednut1(m): 6:47pm On Mar 19, 2015 |
thunder fire me. d day i apply for any govt job . 1 Like |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Samirana360(m): 6:55pm On Mar 19, 2015 |
9c experience |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by olalekan1(m): 6:58pm On Mar 19, 2015 |
I know it will be like this..Thank God I did not honour their frivolous invitation. |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Orikinla(m): 7:01pm On Mar 19, 2015 |
Here we go again, from NIS to FAAN Recruitment. I cannot remember when Nigerian graduates suffered like this to get jobs in government before the PDP.
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Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by jorlons(m): 7:03pm On Mar 19, 2015 |
AmakaDNB: one day, I am sick and tired of a country where you have to struggle all your youthful life away and settle at old age. fvck this country. 3 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Ahmeen: 7:11pm On Mar 19, 2015 |
... |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by tessylove2(f): 7:15pm On Mar 19, 2015 |
Ahmeen:Wow that's good to know,Nairaland is trying |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by isaacjohn82(m): 7:17pm On Mar 19, 2015 |
DIS THING WAS DONE WITH DECENCY ND HIGH STANDARD DEVOID OF CORRUPTION PLS ENCOURAGED GOVT INSTITUTIONS FOR ONCE SAY GOOD THINGS ABOUT DEM DER WAS NOTHING LIKE GODFATHERISM IN IT . PLS CAREFULLY READ BELOW ND DNT MISINFORM GOOG NIGERIANS FAAN Online Recruitment Portal, 2015 Home PUBLIC UPDATE SUCCESSFUL CANDIDATES UPDATED! PHYSICAL FITNESS TEST& INTERVIEW FAQS & ISSUES 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. FAAN Online Recruitment Portal, 2015 Home PUBLIC UPDATE SUCCESSFUL CANDIDATES UPDATED! PHYSICAL FITNESS TEST& INTERVIEW FAQS & ISSUES 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 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. FAAN Online Recruitment Portal, 2015 Home PUBLIC UPDATE SUCCESSFUL CANDIDATES UPDATED! PHYSICAL FITNESS TEST& INTERVIEW FAQS & ISSUES 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. http://faanrecruitment.com/faqs-issue-resolution 2 Likes |
Re: FAAN Recruitment 2015 - My Tales Of Woe Part 1 by Chibliss2: 7:18pm On Mar 19, 2015 |
I was among oh. Come and see embarrassment, they even slap the guy that got 69 for expressing his feelings talkless of me that Scored 65. After wasting our time and transport fee. There is God ohhh |
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