₦airaland Forum

Dshiloh:
Letters have been sent out, you should get it soon

Although I haven't verified this info. It is in tandem with the corporation's practice over the years. They have always opted for printed letters over email or SMS notifications at this stage even if they had used emails for test and interviews. Thanks for sharing.

This is a severely inane analysis of a poorly researched and emotionally inspired "balderdash of an article". Puerile journalism!
The writer ended up advertising his/her ignorance. You do not need a PHD to become a professor. Such ignorance could have been concealed by simply asking an academic for clarification or conducting a Google Search.
Quite sad.

panalyst:
Latest January because I can’t pin a date because this things are out of anyone’s hands but I can tell you AUTHORITATIVELY LETTERS HAVE BEEN TYPED for the GT’s with their Salaries included in them.

Hello Panalyst, for the sake of clarity, when you stated TYPED here did you mean PRINTED in this context? because it appears many others have interpreted this to be printed.
I am asking because your initial post alluded to the fact that there was no specific release date and you'd agree with me that on the average a printed offer letter has 3 very specific dates namely; The date of offer, Deadline for acceptance of offer and Date of resumption.

hooha:
How many false news have you had here? how many rumours have failed here? Did you ever expect the GMD to say "soon it will be released"? Nobody predicted the GMD correctly, so debunk anything you hear in here. It is very possible that there is a deep circle that has the deepest secrets than most sources.

For APL, G.T and E.H gonna have it raw.

Ironically, Panalyst actually shared the news of the GMD's announcement here before it was posted officially on NNPC twitter handle moments later.
At the time of his original post it also seemed like he was guessing.

As always, I found the GMD’s choice of words interesting.

“we’ll SOON CLOSE OUT on our recent recruitment exercise”

Considering that the term “closing out the process” does not only refer to the sending out of employment letters and/or email notifications but the completion of medicals and a 3-week orientation programme bringing the recruitment process to an end.
It is safe to say all this would happen SOON

Now how soon could “SOON” be?

Making such an announcement on the 5th of November makes one question the possibility of the proposed close out being next year, as he could simply have pointed this out by saying in the next quarter, or simply next year.

However, let’s say he chose to be coy in his announcement, and made an announcement of it being soon and it is indeed next year, the question would be, why make the announcement now and publicize it ?

Just to be clear, I’m happy he did.

In the end,

This could be a preamble to yet another super Wednesday, resuming a month from now, say 9th December may just give enough time for the orientation this year.

The credible Panalyst, earlier pointed out that according to his source, the list was ready with all corrections implemented by HR.
All that was required were further instructions from top management

Could these instructions have been given?

Lets watch, but one thing is for sure, The end is near.

#Just thinking out loud

ifylanks:
Fellow APL hopefuls,
having tried so hard to focus on my current job while waiting like d rest of us, I had to place a call to a relative (who by the way is about to made a GM or something like that)..After the usual pleasantries of a nephew calling an uncle, he was genuinely surprised that I was involved in d current recruitment.he asked why I have never mentioned it(cos we have met a few times after my interview) I laughed over it.. (main reason for not telling him is cos this uncle of mine is a stickler for merit and due process as in old school imperial college graduate)
Anyways, from the conversation, I observed he knew more than he divulged(wasnt surprised cos that is him) but bottom line,i got 4 points crystal clear..
1. The recruitment process even though it ran into bottlenecks vis a vis interference from some powers wasn't CANCELLED..infact let me quote him, "the amount of time and money that was invested in the process defeated all arguments from certain quarters for it's cancellation"

2. Yes,there were interferences at d end of the day but to his knowledge, it was very minimal.less than 5percent of total names.in his words, this is d most transparent recruitment process he has seen in his 27years in the system

3. GT list is actually ready but EH isn't entirely ready..According to him, they are still matching them to d different subsidiaries..i asked him how can that be cos I believed every EH from his resume and experience already applied to d positions best suited as advertised which should make placement easy. (eg, my work experience can only fit into NPDC) and his reply..that some subsidiaries may need 3 accountants whereas some may need 10 and most importantly,that some "interferences" also came with a subsidiary of choice.. (meaning some powers came with candidates and also demanded the subsidiary they should b posted to) hence some minor reshuffling

4..Lastly, that APL will come soon.i asked him how soon.. He said he couldn't place a date but it won't pass this last quarter 2019..i probed more and he gave a solid reason for his timeframe.The proforma invoices for the external (non Nnpc) SMEs (subject matter experts) that will be part of the GT training in edjeba has already been approved and the persons have already been notified as to their time schedules which includes this year. I argued dat the budget approved for the proforma invoices could be moved to budget accruals so that the system doesn't retrieve it/and it doesn't affect d next year's budget.. When I said this, he laughed and is like everyone involved in d budget for this recruitment is fighting tooth and nail for it to be concluded this year such that certain inflated figures won't be discovered..
He wished me luck and yabbed me to at least remember to call him if I was shortlisted..

Guys let's be hopeful and keep praying for God's grace last last

Hello Ifylanks,
Thanks for this info. However, going by the normal practice of NNPC allowing prospective employees to have a period of at least 1 month to formally resign from their previous place of work, followed by a 3-week onboarding process which marks the end of the recruitment process. Do you/your uncle still maintain that all these can still be achieved this year? especially as things have lingered.The norm implies that even if notifications come Mid-November. The process would still be concluded in January 2020 and a notification in December means resumption in January and so on. Kindly shed some light on this.
Thanks.

pearls336:
Unending silence,with regret mail you move on easily and prepare for the next opportunity

Like lomprico earlier noted, one may just have to adopt moving on as a default position after each interview or test and let the notification come as a surprise.

Fabulouski:
I prefer the regret mail. It saves me the stress of hoping. Why tell someone you'll get back to him/her when you know you won't.

Sadly, most of these HR personnels have removed the Human in human resource.

Hmmmmm....Very True.
It helps alot to remember that you're dealing with people. It is important to take into cognisance the emotional dynamics of being human and one with hope, dreams and aspirations. Empathy is key in Human Resource.

Powersurge:
I think it's an act of irresponsibility not to let applicants know their fate after recruitment, especially the ones that have gotten close to the end of the process.



Yes! regret mail could be disappointing but it's only for a while. It helps you make your mind quickly.

sometimes, applicants have other programs in line, telling them their will help greatly. Nigeria employees or HRs sometimes show high level of irresponsibility.

Succinctly put!
I believe even the ones who fail to make it through the first stage should be notified as well.

BLESSMME:
Silence. Regret mail makes you focus on new opportunities

I see your point

lomprico:
moving on should be a continium! even after a hopeful interview, if u see another opening, apply!

I agree with you

lomprico:
unending silence. regret mail gives you closure.

You're right, closure is important but one may feel the longer they avoid regret mail the better their chances. Thinking that the company still has them under consideration. Do you believe moving on is still possible without regret mail? and if so when should the applicant consider such?

On the average, going through a full recruitment process as a Job applicant in Nigeria can be quite stressful mentally, financially and physically. Many young people in search of their dream jobs or just any job really, travel from one state to another at personal cost without any promise of reimbursement from their prospective employers.

In most cases, only those who get to the final stage are reimbursed and it is likely insufficient. On the other hand, Can we really blame these individual organizations as most times they are spoilt for choice and frankly overwhelmed by the number of qualified applicants for each advertised Job role.

The infamous waiting periods.

The funny thing about this part of the process is that there is no definite timeline. It varies from company to company, industry to industry and in fact some companies show significant variations in time lag from year to year. So you are almost certain of its unpredictability. The worst part, at least a few years ago is if it were a Federal Government recruitment. You can begin the process in January 2013 and get your employment letter August 2017. Four or five years spent in school, four years applying to one job. Inside life. or should I say, inside Nigeria.

Given the current "state of saturation" of the Nigerian Job market, it appears some recruiters have decided to adopt a new strategy in dealing with unsuccessful candidates across various stages of the recruitment process. I call it "The phenomenon of no response" where the company has no further correspondence with an unsuccessful candidate, not even the infamous regret mail. Some applaud it and insist it is better to keep hope alive, but I always ask, hope in what?

The worst part is, as a result, there are cases where people believe they are still in the running, long after other successful applicants have resumed for the same roles.

What's your take on this strategy and how to deal with it as an applicant? kindly share your experiences.

After going through the rigours of such a process, do you think the least the company can do is send a regret mail to the Hardworking Nigerian Youth?

Cavalier:
Hi Truthcorps,
A 4-man committee was formed by the Minister of Petroleum to look into the complaints raised about the list and its ethnic colouration during these 5-working days period and I can tell you authoritatively that they've sent in their report to the Presidency and it now rests with the Executive to take affirmative action on it and release the list when they feel it's right. Fingers crossed.!!!
[b][/b]

Hello Cavalier,
This is a truly interesting development.
Thanks for the informative reply.
We hope for the best
Cheers

@Cavalier Thanks alot sir, for the information you shared earlier on. In the same spirit of sharing pertinent information as you earlier displayed, would you be so kind as to inquire from your highly coveted channel of information (source) if the same still stands, as regards the aforementioned 5 day ultimatum which you highlighted. Good morning sir