₦airaland Forum

OK

HMMM THANK GOD THEY KILL THIS ONE

THAT OF VOLKSWAGEN MAKES ME BUT TOYOTA NA BABA

the story looks fake

GENCOS AND FG AND FASHOLA ARE MAD SETS

A NEW SHERRIF WILL EMERGE SOON

TRANSPORTERS UNA BRAND DON COME

NICE ONE

the sitting arrangement is far from each other no secret talk in the main bowl

LionDeLeo:
Ipobs - we want biafla, nothing more nothing less.

Ohanaeze - we want restructuring not break up.

Chairman SE gov Forum - we are not ready for restructuring

SE senators - We stand with one Nigeria.

Ndigbo - Arewa youths cannot "drive" us from the north.

Just imagine the cacophony emanating from people who want to be taken serious.

The rich also cry

The Chief of the Air Staff has immediately directed the constitution of a board of inquiry to determine the exact cause of the incidence FOR WHAT WHEN YOU KNOW WHAT THE MAIN PROBLEM

Omooba77:
Today makes it exactly 60 days President Buhari left the shore of Nigeria for London.
Nobody knows what is really happening because no update anywhere.
Pray for him, but things need to be put right.

NOW THE CONSTITUTION WILL TAKE FULL CONTROL OF ASO ROCK LAWYERS AND SAN UNA FOOD DON COME

NEW CABAL IN MOTION

laudate:
So na Governor Ayodele Fayose pikin be dis? His own kids school abroad too, like Buhari's children? Why won't he have the guts to fight Ekiti State University lecturers? His own children don't school here....

i wonder oo at what age the he give birth to this one

lazsnaira:
OK!

BUT I DIDNT SEE ANYTHING!

what are you looking for in another man's property

this kind of goats will course community problem in Nigeria for destruction of farms and ...........

going where they truly belong

Nneka dont start oo i just call a name

saraki and others will like this as what is coming is very big in 2019

the makeup make her look like

this will put so many guys out of business cost will be high and maintenance no be here oo

Osinbajo had reportedly said the Presidentwas empowered to make some appointments without seeking legislative approval as provided in Section 171 of theConstitution.He was reportedly speaking about the refusal of the Senate to confirm Ibrahim Magu as chairman of the EFCC.Sagay however said the senators wee afraid because their hands were not clean

KANU is getting more support by the day

I just hope he will not be sent back to Abuja big men lodge

he is an epitome of misplacement to the indi Biafra

Business owners and managers need to be wary of these types

By Rick Crossland


A critical part of building a strong team is hiring only the right people to join your organization. You need to hire only A-Players. Hiring the wrong type of people on your team can quickly contaminate the positive, productive culture you have built. Fortunately, by using a rigorous half day interview, complete with a detailed positional agreement, job scorecard and being mindful of your company’s core values, you can very effectively screen out the wrong kind of people for your organization.

Here are five common types of people to absolutely not hire:

1. The Showdog. This type of person looks good on paper. Their resume is impeccable. They dress to impress. They even sound pretty good to an average person in a traditional 45-minute interview. However, if you listen closely, the Showdog has absolutely no results. All of their answers are vague when it comes to how results were obtained. They try to dismiss your question with a sweeping wave of the hand and a “of course you know how it is done…” answer. They may even try the royal “We.” The solution for exposing the Showdog is to ask detailed results based questions over their entire career history. Ask exactly what they did to contribute. They will show their true colors in this longer and more intensive interview format.

2. The Prima Donna. This candidate also looks good at first, but as soon as you get into the details of the interview process, their high maintenance side begins to show. Where A-Player candidates are flexible with travel schedules and filling out career history forms and assessments, the Prima Donna makes a huge deal out of the littlest details, whether it be the time and date of the interview, or their demands that they fly first class and eat at only the priciest restaurants. A great way to uncover the Prima Donna is to make your interview process challenging for them. The rigor will scare them off.

3. The Narcissist. This person is a Prima Donna on steroids. They will tend to impress you because they will be very forthright in stating their accomplishments. However, beware of the little clues of narcissism they drop in the entire interview process. Watch how they treat others. Do they tend to ignore your receptionist or talk down to the waiter at the restaurant? Often in a group interview setting they will ignore the junior members of the team and only focus on the senior people. Conducting detailed reference interviews, particularly to former direct reports is a great way to detect the narcissist.

4. The Job Hopper. This type of candidate can’t stay or hold a job beyond two years. The reason they don’t stay is because they either constantly on the lookout for something better or they get found out by their employer as an underperformer and are encouraged to leave. The Job Hopper is very adept at blaming the opportunity they were in for not working out. It is always the former company’s or management’s fault in their eyes. However, at some point they need to take responsibility for continually picking the wrong opportunities where they cannot thrive. The solution to not falling for the Job Hopper is to be very diligent about detecting job movement at the resume and phone interview stage. The other remedy is to build a rule not to hire people who cannot stay in a position at least three years. Beware of their siren song that they will finally stay with your company and let them establish career longevity with someone else!

5. The Check-the-Box Candidate. This candidate meets all of your baseline criteria in the interview. However, the problem is they don’t “wow” you. Most companies would hire this candidate, but you need to pass on them. The lack of wow indicates they are a B-Player and will not add the right energy, positive attitude and results to your team. My rule of thumb is that after an interview, you should be so excited about the candidate that you cannot wait to tell your significant-other about the fabulous person you interviewed, and all of the positive skills and attitude he or she will bring to your team.

Becoming a talent scout and adding only A-Player talent to your organization is one of the most important things you can do as a leader. To get great people, you need to pass on candidates that your competition is more than willing to hire. Having a structured and rigorous interview process is your foundation for success.

His (Magu) mates are area commanders and DPOs, he can serve this country in another capacity.”

billboard don't vindicate

you can call hi! !magician not pastor

we shall not be victeems of stray bullet

See advert
if jam the real man you go demand for hot water to press the downside