Good one

dane15:
The Managing Director,
Nigeria LNG Limited
Intels Aba Road Estate
KM 16 Port Harcourt-Aba Expressway,
Port Harcourt, Rivers State, Nigeria
Dear Sir,
RE: FEEDBACK ON GRADUATE TRAINEE RECRUITMENT
I am Dane15 one of your prospective GTs and I am writing this letter to you with all humility and due respect believing it will get to you at the top.
Before applying for this job in November 2013 after having participated in the NNPC recruitment that stalled since 2012, I was nonchalant at first because of the name of the company that starts with Nigeria.
I wrongly believed at the time that most Nigerian companies are birds of the same feather.
I believe that I must have been among the last set of people to submit their resumes as I was more interested in sending the advert to my unemployed friends than personally applying.
After applying, I read the facts and figures for 2013 and started to see that I made a very right choice by applying. The one that never ceases to touch me is when I read the profiles of the Management team and I am amazed to see a team of very intelligent people that have risen to the top through hard work and a track record of excellence. To know that this crop of the crème de la crème of Nigerian intellects will be the ones steering the company and also be my managers and bosses very soon is nothing short of thrilling.
You sir, started as a Chemistry and Mathematics Teacher to become the NLNG MD. This apparently is not by mistake as one can easily see from your profile that you handled key positions well in the past and made the best out of them, the DMD a very knowledgeable and widely experienced guru, GM- Production-Mr. Chima Isilebo (I am not an Engineer but I would love to have him as a mentor when I get in) a man that truly represents excellence from what I have seen on his profile and I am not surprised he is in charge of the plant complex.
The GM-Commercial , Finance, External Relations, HR, NLNG Shipping, General Counsel equally have tremendously intimidating profiles and any of all profiles listed above can be used to motivate countless people anywhere in the world on how to reach the top through an excellent mindset.
This triggered my awareness in your company and after much research, I also found out that NLNG is a truly global company in terms of contribution to the Nigerian economy, community impact and staff welfare.
My desire to become one of you grew from nonchalance to a wish and then to this big dream of mine.
Because of my keen interest, I have followed details of your announcement on anything financial and I believe that our annual remuneration which most likely is the reason for this delay when converted to USD is too insignificant at the moment relying on facts and figures from your company as a basis. (1USD/305NGN-Parallel market rate).
I also believe that judging from the quality of talents that have been exuded from this thread that the benefit of us resuming as quickly as possible will eventually exceed the cost even if the target recruits are not scaled down as the market price is cyclical in nature and will not remain at this level for too long.
Sir, it is widely reported that NLNG invested in assets to the tune of $14bn last year 2015 even in the midst of lowering prices, our salaries at most over 35 years of service will most likely not top $420mn and the fact that with time we will be the ones that will be entrusted to manage the $14bn plus assets speaks volumes about our benefits to NLNG in the long run.
Sir, someone once spoke about this recruitment being debated on a radio and at the moment it seems like we are competing with NNPC for longest running recruitment. I believe we are better than this sir.
We are a global first class truly Nigerian company. We are pacesetters. I believe people should learn from NLNG on how to do things. I would like to appreciate the HR a lot under your guidance on how they have responded to uncertainties in this recruitment ranging from Ebola Virus to Oil price fluctuations.
I want to specially thank you for approving the takeoff of this recruitment and I truly believe that you will listen to our pleas and approve the wrap up of this recruitment this March 2016.
I hope this gets to you some way, somehow and I hope it makes you smile.
Thanks for taking the pain to read our documented plea.
Your soon to be staff,
Dane15

If you ever need to attend NLNG assessment centre or interview, you might want to contact us. We are really good at coaching applicants and our results speak well for us.

NEVER EVER JUDGE A BOOK BY ITS COVER! NEVER.
people of God (umu chineke) praaaaaaiiiiiiiisssssseeee de LORD

JARUSHUB:
If you ever need to attend NLNG assessment centre or interview, you might want to contact us. We are really good at coaching applicants and our results speak well for us.

You going to have to wait for another 7-10years before the next NLNG AC

airsaylongcon:
NEVER EVER JUDGE A BOOK BY ITS COVER! NEVER.
people of God (umu chineke) praaaaaaiiiiiiiisssssseeee de LORD

I see uar balling with d offer.. Congrats

forkadict:

You come across to me as a KILL JOY.

In any case I wish you all the best sha.

Killjoy? Far from it. I probably forgot to congratulate you on your offer. Congrats

pre1inctus:

Killjoy? Far from it. I probably forgot to congratulate you on your offer. Congrats

lol I am almost tempted to agree with forkadict on the "killjoy"

Airsay congrats

ladyF:

lol I am almost tempted to agree with forkadict on the "killjoy"

Airsay congrats

Airsay congrats. That is what happens when you grab ftc a couple of times from Lady F. Looolz. I celebrate with you.

@Prelinctus how do you manage this tin? Tell me it is just a nairaland attention trick cos I want to believe there is a really nice guy somewhere inside of you.

That feeling u get when u are away for two days, u return and see about four new pages....

#we wait

airsaylongcon:
NEVER EVER JUDGE A BOOK BY ITS COVER! NEVER.
people of God (umu chineke) praaaaaaiiiiiiiisssssseeee de LORD

Congrats.. Gr8 news.

freeradical:
You going to have to wait for another 7-10years before the next NLNG AC

Now, this is a very nice joke.

JARUSHUB:


Now, this is a very nice joke.

Too bad you're going to be the only one laughing at it.

At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

Congrats airsay

airsaylongcon:
At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

Congratulations Ese, my Benin brother. May the good lord make you excel in this role and grant you joy at it.

airsaylongcon:
At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

airsaylongcon:
At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

Congratulations on your new job. I wish you the very best as you take on your new challenge.

.

airsaylongcon:
At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

Hey! AIRSAYLongCon! Congratulations!!! Wishing you God's guidance and protection all through, soon NLNG will snatch you from them! Amen.

Negative effects of slow hiring. Excerpts culled from http://www.eremedia.com/ere/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/

1. You will lose most of the candidates who are in high demand during the late stages of your recruitment process — when currently employed top performers decide to enter the job market, they are likely to be quickly inundated with recruiting requests and offers, which means that often they will only be on the job market for a matter of days. So if you/your firm drag out the hiring process over time, the most sought-after prospects (i.e. in-high-demand prospects) will have many opportunities to make quick offer acceptance decisions while you are still only midway through your hiring process. Your top candidates assuredly will receive alternative offers and will be forced to make a decision as to whether to accept “a current offer” that will soon expire, rather than to wait for “a possible future offer” from your firm. So even if you capture them as an applicant, the odds of them still being available when you reach the late stages of an extended recruiting process is almost zero (with the one exception if you happen to have a powerhouse employment brand like Google). My research indicates that the top 10 percent of candidates are often gone from the marketplace within 10 days. I also estimate the recruiting loss from missing a single game-changer, purple squirrel, or innovator recruit to be over $1 million each. The lesson to be learned is: that speed of hire is most important when you are competing against other firms for currently employed “in-high-demand” top talent. You simply must hire fast, because if you don’t, the competition will take this top talent off the market before you have the time to make a hiring decision. For example if Tiger Woods decided to leave his golf team, he would be in such demand that he might be in and then out of the job market in as little as a few hours, so a 30-day hiring process would have no chance of success.

2. Unfortunately slow hiring does not improve the quality of those who you hire — you might assume that taking more time to make a hiring decision would result in better hires, simply because you had more time to gather information, to gather feedback, and to mull over the finalists. Unfortunately slow hiring has the opposite effect. The longer you take, the lower the quality (i.e. the “on-the-job performance” of new hires) will be. The primary reason for this drop off, as mentioned in the first section, is that with an extended hiring process, all of the top candidates will likely drop out, leaving only weak ones to choose from. Most managers don’t realize that the secondary impact of having all of the top candidates drop out is that the remaining candidate pool (that you will eventually hire someone from) may now only contain average and weak candidates. As a result, the extra time for decision-making is negated by the fact that you only have average candidates to gather that information on. Unless you measure how quickly the quality of the candidate pool drops over time, you probably won’t realize how damaging delayed hiring can be. You can easily find out how long it takes before the top candidates drop out by first identifying the top 10 percent of your applicants and then periodically contacting each of them to see how many days pass before they move on (it is usually between 10 and 20 days). The lesson to be learned is: that slow hiring may actually doom your firm to an extended period where you only hire average or slightly above-average candidates. Recruiters may offer the excuse that the weak applicant pool that they presented is a result of the highly competitive marketplace, but in many cases the actual reason may be a slow hiring process that only exists at your firm.

3. You will lose significant revenue and productivity because vacant positions are open for too many days — a stretched-out hiring processes means that vacant positions go unfilled for months. Although some mistakenly think that having position vacancies saves salary dollars, smart leaders instead calculate the damage caused by what are called excessive “vacant position days.” For example, the economic damage caused by having a revenue-generating position vacant longer than necessary may be as much as $5,000 per day simply because a vacant seat in a sales job or revenue collection job can’t create or capture revenue. Vacancies in mission-critical jobs may mean that some critical work will actually stop during these unnecessary position vacancy days. For example, if an airline has insufficient pilots for each of its planes, it would lose revenue from each of those canceled flights. The pharmaceutical firm Merck found that having vacant positions in its R & D function had a direct measurable impact on the time it takes to develop new products for the market. Shifting to management, team lead, and other key jobs, having no one in the job for an extended period of time will mean that productivity and output will suffer. In jobs where quality matters, error rates will increase and the quality of the output may also suffer because you have temps or other employees filling in as best they can while the position is vacant. The lesson to be learned is: that each unnecessary position vacancy day has a significant dollar impact on productivity, innovation, and revenue generation. And because the Boston Consulting Group proved that having great recruiting has the highest impact of all talent functions on revenue and profit, it only makes sense that “slow hiring” (which is obviously not great hiring) will dramatically reduce both of those impacts by a measurable amount.

4. Your image of being slow decision-makers will cause you to lose many top prospects — we already learned that delays will cause you to lose many top prospects and applicants, but you should also be aware that the appearance of slow decision-making will also damage your hiring results. This is because many top prospects and candidates view the long time it takes a firm to reach a hiring decision as emblematic of your corporate culture and what business decision-making is actually like at your firm. Because by definition, most top talent are fast and accurate decision-makers, it is highly likely that they will view slow hiring decisions as an indicator that once on the job, business decisions will be made just as slowly. A similar negative recruiting business connection may also be made by candidates if they see a lack of innovation in the recruiting process. The lesson to be learned is: that many candidates view their first and only interaction with the firm (i.e. the recruiting process) as an indicator of what it’s like to work there. So if commenters on glassdoor.com rate your recruiting process as slow, expect it to have a negative impact on recruiting.

5. Slow hiring will reduce applications because it will damage your external employer brand image and the candidate experience — one of the primary contributors to effective hiring is having a great external employer brand image. I’ve already highlighted how slow hiring will cause you to lose many top candidates, but you should also realize that slow hiring will also hurt your brand image, which in turn will reduce the number and quality of the applications that you receive. Unfortunately, slow hiring will hurt your brand image because having a slow hiring process will be quickly and frequently revealed on social media. For example, glassdoor.com entries not only list problems with the hiring process, but they almost always reveal how long it takes in days to complete the hiring process. It simply doesn’t help your employer brand when prospects find conflicting information, where you are praised for many talent factors but criticized for slow hiring. A long, drawn-out hiring process will also negatively impact your candidate experience, which is another topic that gets a lot of attention on social media and in job-seeker-related blogs. With these two factors combined, you must expect that slow hiring will damage your image, and as a result, you will get fewer high-quality applications and almost none from individuals who need to make a job switch decision quickly. The lesson to be learned is: in a world full of social media, that you can’t expect to keep “being painfully slow” hiring a secret from potential applicants.

More reasons in the link above.

Cc: GM HUMAN RESOURCES NLNG
Cc: recruitment.online@nlng.com

Ok.

Badema:

Hey! AIRSAYLongCon! Congratulations!!! Wishing you God's guidance and protection all through, soon NLNG will snatch you from them! Amen.

forkadict:

Congratulations on your new job. I wish you the very best as you take on your new challenge.

wakama6:
Congrats airsay

dway4ward:
Congratulations Ese, my Benin brother. May the good lord make you excel in this role and grant you joy at it.

Thank you guys! Much appreciated.

At all of you this quote from cashme28

cashme28:

1. You will lose most of the candidates who are in high demand during the late stages of your recruitment process...

Does not apply to me. In the words of one Ota farmer like that "I still dey kam(k)pe" In pidgin English: No shakement

cashme28:
Negative effects of slow hiring. Excerpts culled from http://www.eremedia.com/ere/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/

1. You will lose most of the candidates who are in high demand during the late stages of your recruitment process — when currently employed top performers decide to enter the job market, they are likely to be quickly inundated with recruiting requests and offers, which means that often they will only be on the job market for a matter of days. So if you/your firm drag out the hiring process over time, the most sought-after prospects (i.e. in-high-demand prospects) will have many opportunities to make quick offer acceptance decisions while you are still only midway through your hiring process. Your top candidates assuredly will receive alternative offers and will be forced to make a decision as to whether to accept “a current offer” that will soon expire, rather than to wait for “a possible future offer” from your firm. So even if you capture them as an applicant, the odds of them still being available when you reach the late stages of an extended recruiting process is almost zero (with the one exception if you happen to have a powerhouse employment brand like Google). My research indicates that the top 10 percent of candidates are often gone from the marketplace within 10 days. I also estimate the recruiting loss from missing a single game-changer, purple squirrel, or innovator recruit to be over $1 million each. The lesson to be learned is: that speed of hire is most important when you are competing against other firms for currently employed “in-high-demand” top talent. You simply must hire fast, because if you don’t, the competition will take this top talent off the market before you have the time to make a hiring decision. For example if Tiger Woods decided to leave his golf team, he would be in such demand that he might be in and then out of the job market in as little as a few hours, so a 30-day hiring process would have no chance of success.

2. Unfortunately slow hiring does not improve the quality of those who you hire — you might assume that taking more time to make a hiring decision would result in better hires, simply because you had more time to gather information, to gather feedback, and to mull over the finalists. Unfortunately slow hiring has the opposite effect. The longer you take, the lower the quality (i.e. the “on-the-job performance” of new hires) will be. The primary reason for this drop off, as mentioned in the first section, is that with an extended hiring process, all of the top candidates will likely drop out, leaving only weak ones to choose from. Most managers don’t realize that the secondary impact of having all of the top candidates drop out is that the remaining candidate pool (that you will eventually hire someone from) may now only contain average and weak candidates. As a result, the extra time for decision-making is negated by the fact that you only have average candidates to gather that information on. Unless you measure how quickly the quality of the candidate pool drops over time, you probably won’t realize how damaging delayed hiring can be. You can easily find out how long it takes before the top candidates drop out by first identifying the top 10 percent of your applicants and then periodically contacting each of them to see how many days pass before they move on (it is usually between 10 and 20 days). The lesson to be learned is: that slow hiring may actually doom your firm to an extended period where you only hire average or slightly above-average candidates. Recruiters may offer the excuse that the weak applicant pool that they presented is a result of the highly competitive marketplace, but in many cases the actual reason may be a slow hiring process that only exists at your firm.

3. You will lose significant revenue and productivity because vacant positions are open for too many days — a stretched-out hiring processes means that vacant positions go unfilled for months. Although some mistakenly think that having position vacancies saves salary dollars, smart leaders instead calculate the damage caused by what are called excessive “vacant position days.” For example, the economic damage caused by having a revenue-generating position vacant longer than necessary may be as much as $5,000 per day simply because a vacant seat in a sales job or revenue collection job can’t create or capture revenue. Vacancies in mission-critical jobs may mean that some critical work will actually stop during these unnecessary position vacancy days. For example, if an airline has insufficient pilots for each of its planes, it would lose revenue from each of those canceled flights. The pharmaceutical firm Merck found that having vacant positions in its R & D function had a direct measurable impact on the time it takes to develop new products for the market. Shifting to management, team lead, and other key jobs, having no one in the job for an extended period of time will mean that productivity and output will suffer. In jobs where quality matters, error rates will increase and the quality of the output may also suffer because you have temps or other employees filling in as best they can while the position is vacant. The lesson to be learned is: that each unnecessary position vacancy day has a significant dollar impact on productivity, innovation, and revenue generation. And because the Boston Consulting Group proved that having great recruiting has the highest impact of all talent functions on revenue and profit, it only makes sense that “slow hiring” (which is obviously not great hiring) will dramatically reduce both of those impacts by a measurable amount.

4. Your image of being slow decision-makers will cause you to lose many top prospects — we already learned that delays will cause you to lose many top prospects and applicants, but you should also be aware that the appearance of slow decision-making will also damage your hiring results. This is because many top prospects and candidates view the long time it takes a firm to reach a hiring decision as emblematic of your corporate culture and what business decision-making is actually like at your firm. Because by definition, most top talent are fast and accurate decision-makers, it is highly likely that they will view slow hiring decisions as an indicator that once on the job, business decisions will be made just as slowly. A similar negative recruiting business connection may also be made by candidates if they see a lack of innovation in the recruiting process. The lesson to be learned is: that many candidates view their first and only interaction with the firm (i.e. the recruiting process) as an indicator of what it’s like to work there. So if commenters on glassdoor.com rate your recruiting process as slow, expect it to have a negative impact on recruiting.

5. Slow hiring will reduce applications because it will damage your external employer brand image and the candidate experience — one of the primary contributors to effective hiring is having a great external employer brand image. I’ve already highlighted how slow hiring will cause you to lose many top candidates, but you should also realize that slow hiring will also hurt your brand image, which in turn will reduce the number and quality of the applications that you receive. Unfortunately, slow hiring will hurt your brand image because having a slow hiring process will be quickly and frequently revealed on social media. For example, glassdoor.com entries not only list problems with the hiring process, but they almost always reveal how long it takes in days to complete the hiring process. It simply doesn’t help your employer brand when prospects find conflicting information, where you are praised for many talent factors but criticized for slow hiring. A long, drawn-out hiring process will also negatively impact your candidate experience, which is another topic that gets a lot of attention on social media and in job-seeker-related blogs. With these two factors combined, you must expect that slow hiring will damage your image, and as a result, you will get fewer high-quality applications and almost none from individuals who need to make a job switch decision quickly. The lesson to be learned is: in a world full of social media, that you can’t expect to keep “being painfully slow” hiring a secret from potential applicants.

More reasons in the link above.

Cc: GM HUMAN RESOURCES NLNG
Cc: recruitment.online@nlng.com

ofcourse they know all of these. Top notch talents are not scarce in this part of the world. For every one good job opening, there are a thousand and one candidate that would ace every stage and deliver when recruited.

Nlng2014:
To those who got closure. Life has a whole lot to offer.

For those still in the running, do you think you know what patience is yet?

Think again.

$£&(hdk_+!(kjcl;#

And the unbundling has taken place. 2.I.C, Isa Inuma heads out to head NNPC Corporate Services. Nice!

http://www.premiumtimesng.com/news/headlines/199791-breaking-nigerian-govt-unbundles-state-oil-company-nnpc-7-units.html

airsaylongcon:


Don't worry... This thread will catch-a-flame soon. But NNPC no try o... Since 2012! And we are complaining.... Abeg make we drag mat come outside dey wait... #NoShakement

Post date: December 1, 2014.

Same guy, same slang, same hope! #NoShakement

Nlng2014:
Ok.

No one seems to take Nlng2014 as a 'sauce'. Though he has been consistent since 2014. His last post emphasizes the need for the patience of Job.

It is not like we can do anything other than wait. Maybe write some long letter to 'Oga Babs' sha, which will at best be stumbled on by some HR guys (if truly someone takes the pain to look at this thread).

Other than that, strolling in here at the end of the day to read the posts by the different assortments of amazing individuals is a thing of pleasure.

We are surely closer than we were yesterday. Al izz wel!

adenitemi:


Post date: December 1, 2014.

Same guy, same slang, same hope! #NoShakement

Hahahahahahahahahaha.... My guy see if we don't have hope we for nor endure this high jump. Truth be told back to back I didn't expect to come this far. After WAEC I was like "mehn, no hope". Na so I see invite for SHL. I write SHL I say "at least I try". Na AC invite I see. When I come do AC mehn na dat one be d highest. Small thing I for cry. The longest day in my life. Between me and my soot I nor know who wear who. But here I am today still in contention. So my guy even if I form say I don remove my mind I still get hope.

airsaylongcon:


Hahahahahahahahahaha.... My guy see if we don't have hope we for nor endure this high jump. Truth be told back to back I didn't expect to come this far. After WAEC I was like "mehn, no hope". Na so I see invite for SHL. I write SHL I say "at least I try". Na AC invite I see. When I come do AC mehn na dat one be d highest. Small thing I for cry. The longest day in my life. Between me and my soot I nor know who wear who. But here I am today still in contention. So my guy even if I form say I don remove my mind I still get hope.

Na so all of us take reach here ma guy! Beht you think say na high jump? It looks like a marathon to me - a marathon that one doesn't know the distance!

And about your soot..._{(and I hear your tie too)}, na so e be for me too o. Before then, I had stopped soot wearing for some months as I changed jobs.

Congrats on your earlier offer Bro. More betterment ahead!

Djbaka:
And the unbundling has taken place. 2.I.C, Isa Inuma heads out to head NNPC Corporate Services. Nice!

http://www.premiumtimesng.com/news/headlines/199791-breaking-nigerian-govt-unbundles-state-oil-company-nnpc-7-units.html

But can the president unilaterally do that without the NASS involvement given the fact that there was a certain NNPC Act? I don't seem to understand.

airsaylongcon:
NEVER EVER JUDGE A BOOK BY ITS COVER! NEVER.
people of God (umu chineke) praaaaaaiiiiiiiisssssseeee de LORD

Congrats!!!

COngratulations on you new job airsaylongcon[color=#000099][/color]

airsaylongcon:
At all... Thanks. I can't start delving into d specifics but it seems I've been headhunted. Apparently the CEO of big pond was very impressed with my experience that she felt I will best serve the bathtub that is struggling with their operations. Bathtub CEO was so keen for me to start immediately but I chose to "yet him" (post him) so that I don't come across as cheap/desperate. I know I will work with them but na how to free myself from current boss now na be d koko. Cos the guy will be stunned to d centre of his bone marrow

airsaylongcon:


Does not apply to me. In the words of one Ota farmer like that "I still dey kam(k)pe" In pidgin English: No shakement

Congrats bro ... Be the best you can there, till nlng calls...


@ dway4ward , are you really female? Never envisioned you to be female. ..hmmm