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Wednesday, April 22, 2015

WHAT IS AN ONLINE LEARNING MANAGEMENT SYSTEM?

Learning is a continuous process and will always be useful in all aspects of people’s lives; meanwhile people are so busy with their careers these days that they barely have time to attend lectures/classes. That is why it is necessary for universities, vocational trainings or certification bodies to adopt the online learning management system (LMS) in order to record their lectures online so that their students can learn online with ease and convinience. I will briefly explain its meaning and its benefits.
AN ONLINE LEARNING MANAGEMENT SYSTEM
An online learning management system (LMS) is a software application for the administration, documentation, tracking, reporting and delivery of electronic educational technology (also called e-learning) for degrees, courses or training programs. LMS is a powerful software that is combined with digital frameworks for managing curriculum, educational and training materials, as well as evaluation tools. Colleges/universities, vocational training and certification bodies use LMS to deliver online courses, augment on-campus courses and keep records as well as employee registration.
  1. It delivers courses, degrees and certifications with quick reach and flexibility. 
  2. It provides the users the ability to manage its continued use over time and also provides an easy, simple and modern user interface. 
  3. Easily adapting and reusing materials over time.
  4. More choices for creators of curriculum, such as method of delivery, design of materials, and techniques for evaluation.
  5. It is economic as it make it less costly for universities, vocational training and certification bodies to develop and maintain content.
  6. Improvements in professional development and evaluation, allowing companies to get more value from human resources while empowering individuals with additional tools for self-improvement.
WHAT ARE OTHER POSSIBLE BENEFITS OF USING A ONLINE LEARNING MANAGEMENT SYSTEM?

Friday, April 17, 2015

CAN ONE MAKE A CAREER BASED ON WHAT THEY ENJOYED OR WHAT THEY PASSED IN HIGH SCHOOL?

Another thing one should consider when trying to discover your career is what you enjoyed while you were in school, while comparing it to what subject/course you passed in high school. You might find yourself happily attending and enjoying a subject a lot, but then you always passed another subject. This means your career could lie within any of those, and therefore you need to consider and compare them.

WHAT YOU ENJOY/ ENJOYED VS WHAT YOU PASSED IN HIGH SCHOOL
While in school, you would realize that there were a few subjects that you enjoyed (and you also made distinctive results in). Your favorite class in high school could very well launch you into your future career, also choosing a career based on something you are skilled(subjects you excelled at in high school) at can help you excel and provide a secure future for you. Academic subjects translate well into future careers but may require more schooling than other types of careers. For example, if you loved technical drawing in high school, maybe you should consider becoming an architect or technical drawing related job.


What you are good at in school is different from what you pass in school. I never really enjoyed mathematics, but I always passed it while in high school. Sometimes you also find out that there are some subjects you enjoy but do not pass, and also those you pass but do not enjoy. Which is why you need to compare these two points individually and connect them to your dream career.

If you like attending the class for technical drawing but always pass mathematics, you could think about being an architect, a mathematician or even combining them both and being a civil engineer.

WHAT OCCUPATIONS COULD BE BASED ON WHAT ONE ENJOYED OR WHAT ONE PASSED IN HIGH SCHOOL?

Wednesday, April 15, 2015

WHAT MEDIUMS COULD BE USED TO MARKET EDUCATIONAL TRAINING PROVIDERS?

Furthermore from our previous discussion on 13/04/2015, another important step in creating a marketing plan is to choose the mediums with which you will market your training facility, certification body or university.  

Having chosen the key message (Unique Selling Proposition) to pass to your audience, you need to find suitable medium to communicate to your target audience. There are paid and free ways to market your university, vocational training or certification body and reach out to your target audience.

You should list all the possible mediums of marketing, use as many as possible and then measure the effectiveness of each medium by asking customers that contact you how they heard about you. Select the ones that sold your school the most over time and make use of them while still testing their significance.

The following includes a list of all possible mediums to use in communicating your university, vocational training or certification body to the students, their parents and the employers; choose the ones that are perfect for you. They are;

  1. careergong.com (remember that careergong.com identifies and communicates your target audience) Click here to register with us and market your services.,
  2.  Television,
  3. Radio,
  4. Newspaper,
  5. Magazines,
  6. Cable and
  7. Satellites,          
  8. Websites,
  9. Mail order
  10. Billboards,
  11. Bus ads,
  12. Taxi signs,
  13. Fliers,
  14. Paintings,
  15. Catalogs,
  16. Telephone calls,
  17. Postcards,
  18. Door-to-door,
  19. Direct tv respons),
  20. Classified ads,
  21. Blogging,
  22. Article marketing,
  23. Facebook,
  24. Twitter,
  25. Linkedin,
  26. Career advertising agents

WHAT OTHER MEDIUMS BESIDES THESE LISTED ABOVE COULD BE USED TO MARKET EDUCATIONAL TRAINING PROVIDERS?

Tuesday, April 14, 2015

WHAT INTERVIEW QUESTIONS SHOULD NOT BE ASKED BY A JOB INTERVIEWER?

Before interviewing job seekers for a vacancy, you should have drafted out a few questions to ask them. This is because in the course of trying to find out the best questions to ask them, you might ask the wrong questions that can be seen as inappropriate and make them uncomfortable. 

Job seekers are not the only ones to worry about saying the inappropriate things, employees are also under this pressure most times. When it comes to drawing the line between what is and isn't appropriate to ask a job candidate, the parameters aren't always clear. That is why it is always necessary to have a brief meeting with your recruitment committee to jointly draft out the questions for the interview. 


Most questions however seem inappropriate depending on the way they are being asked, here are some of them.


  1. When do you plan to retire?” Asking candidates what their long-term goals are is okay, but asking when they plan to retire is not good.
  2. Why were you discharged from your previous work? Asking why your employer was discharged is illegal; however asking what type of education, training or work experience received is not.
  3. Are you a citizen of the country? While it’s okay to ask if a candidate is legally eligible for employment in your country, it’s not okay to ask about citizenship or national origin.
However, some other interview questions that are illegal and thus shouldn't be asked include;

  1. Are you married?
  2. Are you pregnant?
  3. How old are you?
  4. What is your political affiliation?
  5. What is your race, color or ethnicity?
  6. Are you in debt?
  7. What is your religious affiliation?
  8. Do you have children or plan to?
  9. Do you social drink or smoke?   

     Click here to advertise your job vacancies and manage applications FREE and in a socially responsible way 

WHAT OTHER QUESTIONS DO YOU THINK SHOULD NOT BE ASKED BY A JOB INTERVIEWER?

Monday, April 13, 2015

HOW DOES ONE GET THEIR CV SEEN BY PROSPECTIVE EMPLOYERS?

In the course of writing a CV, you should also think about how you would get your CV to prospective employers. To do this, you should widen your horizon so that you can get yourself known to a lot of people and companies. One of the ways you can widen your job search horizon is through the internet. The internet is a very fast and efficient way to pass your CV to your prospective employers.

The internet has made it possible for job seekers’ CVs to be displayed and advertised to recruiters. Recruiters who post job vacancies also are able to screen CVs for the job. The internet allows for a wide range of job opening, recruiters and companies. You also have access to information of prospective employers.

John Yate stated some importance of using the internet for job search;


  1. To create customized documents and communicate with potential employers and recruiters almost instantly.
  2. Find job openings through job banks and employers’ job sites.
  3. Have potential employers find you, whether you are currently looking for a position or just maintaining visibility for career growth opportunities
  4. Use database and networking sites to identify names and titles.
  5. Pick up useful job search and career management advice.

Your CV is going to be kept in a database so that when employers want to search for CVs, they type in a job title of their choice and then choose the CVs relevant to them. The more keywords you have in your CV, the greater the chance of it being listed first.

Careergong.com helps to write professional CVs, to get these services click here .

PLEASE LIST OUT POSSIBLE WAYS ONE COULD GET THEIR CV SEEN BY PROSPECTIVE EMPLOYERS?

CAN YOUR HOBBY BECOME YOUR CAREER?


From our earlier discussion about discovering your dream career, another thing you should consider when discovering your dream career is your hobbies. The knowledge of your hobbies will go a step further in helping you to know your career because hobbies involve a lot of things which might include something you want to take up as a profession. Here is why you should consider your hobby to discover your dream job, and how to find your hobby.

Your hobbies are those things you love to do during your spare time and you find comfort in them. Every person has something he/she likes to do during their spare time, it could be playing games, reading books, listening to music, watching movies, etc. Your hobby can be your dream career, all you need to do is to explore it and decide if you can do it as a career.

A lot of things can be monetized, and that includes your hobbies; you shouldn't worry about not having a fruitful hobby because you might be shocked at the surprise that favorite habit of yours has packaged for you. All you need to do is to do some research, surf the internet and try to find that surprise. You know your hobbies now, how well does it match your personality and your dream job.

IS YOUR HOBBY YOUR CAREER, AND LIST POSSIBLE HOBBIES THAT COULD BE CAREERS?

HOW CAN AN EDUCATIONAL TRAINING PROVIDER CREATE A USP FROM A COMPETITOR ANALYSIS?


In continuation of the article posted on 01/04/2015; 

what should be in an educational training providers customer needs analysis template?

we would discuss more of the steps involved in creating a marketing plan. Today we would discuss creating a competitor analysis; i.e. knowing exactly what your competitors are offering their audience. With that, you will be able to know exactly what you should be offering your audience that gives you an edge over your competition; which is your Unique Selling Proposition(USP).

COMPETITOR ANALYSIS
To remain at the top of your market, you need to keep a close eye on your competition. You need to investigate and research them periodically to know who they are and what they are offering. A competitor analysis is a great way to obtain information about important competitors and use that information to predict competitor behaviors whilst making better business decisions. Below is what you include in your competitor analysis template:
  1. Given your products and services who are the top ten competitors offering them?
  2. What is their market share for each of your product or service?
  3. How do they market/advertise those product and services, media used to market?
  4. SWOT analyze your competition
    1. Strengths
    2. Weaknesses
    3. Opportunities
    4. Threats
DEVELOP YOUR UNIQUE SELLING PROPOSITION (USP)
Given your customer analysis and competitor analysis, you would be able to know who your customer is and what his/her needs are and then compare them to what the competition is offering them. This information would then help you in developing a unique selling proposition that is better than that of the competition.

You have to decide on what you want to offer your students that are better and different from what is available in the market. It could be the type of accreditation, reduction of the tuition costs, or referring them to companies for employment. You can also advertise the people that you produced who are successful in their working places.

HOW CAN AN EDUCATIONAL TRAINING PROVIDER CREATE A USP FROM A COMPETITOR ANALYSIS?


(click here and start posting courses, degrees, or certifications ).

Wednesday, April 8, 2015

WHAT ARE THE BENEFITS OF RECRUITING IN A CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE WAY?

Previously we discussed how to recruit staff in a cheap, efficient and socially responsible way. Today we would list out the reasons why you, a recruiter; should recruit in a cheap, efficient and socially responsible way. 

Benefits of being a socially responsible recruiter



  1. Free job posting and application which reduces the cost of recruitment and thereby increases availability of vacancies for applicants.
  2. Access job description database which auto fills job posting forms; thereby creating ease of advertising. 
  3. Free job application and employee referrals to encourage more applications.
  4. Advertise training and development course for employees to employers given their recruitment history and sector.
  5. Application management that screens for the best skilled workers while informing skill
  6. deficient job seekers of their skill deficiency and training facilities that develop their skills.
  7. Increase the chances of getting skilled workers in the long term, thereby improving the
  8. Nigerian job market.
NOTE: CAREERGONG.COM HELPS YOU TO RECRUIT IN A CHEAP, EFFICIENT AND RESPONSIBLE WAY. VISIT http://www.careergong.com/regjobposting AND START RECRUITING NOW.

WHAT ARE THE OTHER BENEFITS OF RECRUITING IN A CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE WAY? 




Tuesday, April 7, 2015

WHAT DO YOU THINK SHOULD NOT BE INCLUDED IN YOUR CV?

Your CV needs to be written perfectly so as to get you that job. Although there is no specific way of writing a CV, you are expected to write it in a way that gets the attention of prospective employers. Just as I have talked about the contents of  your CV (what should be in your CV) earlier, the following are should not necessary be in your CV if you really want to attract your prospective employer.

WHAT YOU SHOULD NOT DO IN YOUR CV
  1. Do not make spelling and grammar errors.
  2. Do not include passport photograph.
  3. Do not include your health or physical disabilities.
  4. Do not add any details about whether you want to relocate or travel.
  5. Do not add age, marital status, race, religion, 
  6. Do not add the salary you need.

NOTE; careergong.com writes professional CVs; taking into cognizance all of the above, at a low price. So do you need a great CV, click here Now: http://careergong.com/cvwriting

WHAT ELSE DO YOU THINK SHOULD NOT BE INCLUDED IN YOUR CV?                                                                                                                      

WHAT SHOULD BE CONSIDERED DURING CAREER GUIDANCE COUNSELING?

A great number of people are not happy with their career choice. That is why it is advised for parents and secondary schools to encourage career guidance and counseling for children and students respectively to help them find out the most satisfying career path to follow. In order to discover career path, one should consider the following;
1.    your dream job,
2.    your personality,
3.    your hobbies,
4.    What you enjoy/ enjoyed versus what you passed in (high) school,
5.    The country’s job market,
6.    Parents’ opinion, and
7.    God’s grace and guidance.

DISCOVER YOUR DREAM JOB
There is a saying that if you’re trying to choose a career, you should think about what you would do if you didn't have to work. The answer to that question may give you an insight into what your career path should be.  To discover your dream career, you need to think of what you always do that makes you truly happy and then how you can really describe it, and what it is about it that really makes you happy. The answers will help to figure out your interests.

Having known your dream job, you should then compare it to your hobbies, personality, what you passed in school, and the subject you liked in school. The comparison will then help you to know the career that suits you best.

FIND OUT YOUR PERSONALITY
Once you have an idea of what your interests are, you should move on to the kind of personality you possess as an individual. Your personality is that pattern of thinking, action or behavior you have that makes you different and unique from other people. It is important to find out your personality because it helps you to relate your lifestyle to something you can do well.

Personalities include introverts or extroverts, analysts or diplomats, sentinels, explorers, pessimists or optimists. You should figure which one you are and know where you fit in most. To do this, you should take a personality test, and find out what your personality is. You should also consider your psychographics which includes your lifestyle and your social class. Given your personality, see how well it connects to our hobbies.


Wednesday, April 1, 2015

WHAT SHOULD BE IN AN EDUCATIONAL TRAINING PROVIDERS CUSTOMER NEEDS ANALYSIS TEMPLATE?

Based on our last discussion on the 25th of april,  another step for creating a marketing plan for educational training providers is to know who their target audience is as well as what that target audience's needs are, so as to know the services you want to offer them. 

In order to Identify and learn about your target audience, you have to single out a specific person or persons form your target audience, and write a detailed profile that who they are and what his/her needs are and why he/she is buying that product or service. 

Below is a detailed customer analysis needs template:

Who is your target audience for each of your degrees, courses or certification?
1.      Students/parents
2.      Skill deficient job seekers
3.      Human resources manager at large companies
                      
What are the demographics of the above listed parents/individuals/students for each of your degrees, courses or certifications?
1.      Age
2.      Annual income
3.      Educational attainment
4.      Type of occupation
5.      Region of the country they live in

What are their psychographics for each of your degrees, courses or certification?
1.      Influences on the customers' purchasing habits (such as peer pressure or education)
2.      Attributes of a product or service that may be important to the customer
3.      Buying decision criteria, such as whether the purchase will be based on price or value
4.      Is there a particular brand they are loyal to?

What are the needs of the students/parents/individuals of each of your degrees, courses or certification? Possible needs;
1.      Acquire knowledge,
2.      Advance career,
3.      Increase salary,
4.      Get occupation,
5.      Change career.    

What does your competition offer them in respect to their needs (competitor analysis) per degree, course or certification?

WHAT ELSE SHOULD BE INCLUDED IN AN EDUCATIONAL TRAINING PROVIDERS CUSTOMER NEEDS ANALYSIS TEMPLATE?


HOW DOES ONE RECRUIT IN A CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE WAY? (CONTINUATION)

Just as promised last week, the following is a continuation of the process of recruiting in a cheap, efficient and socially responsible way.

SELECT RECRUITMENT COMMITTEE
A recruitment committee is a group of individuals formed for the purpose of assisting the recruiter in recruiting and screening the application of a posted vacancy. It also ensures that applicants selected for the interview stage and final consideration are evaluated by more than one individual to minimize discrimination due to bias.
                  
Try to identify and select members that represent a diverse cross section of the staff members who have a thorough knowledge of what the job is all about. The committee should be a maximum of six people. This search committee would ensure fair and unbiased recruitment.
                                                                                                        
APTITUDE/PSYCHOMETRIC TESTING
Once your top best candidates are gotten, you could consider testing them using aptitude/psychometric tests. Aptitude test is a test given to measure abilities such as manual dexterity, visual acuity, reasoning, or verbal comprehension e.t.c. This could be administered by the recruitment committee or a consultant. The test could either be a paper test or a computer test for easy marking and grading. Successful applicants would then be short listed for the interview.

INTERVIEW
A job interview involves a conversation between an applicant and representatives of the employing organization. This part is very important because it gives you an opportunity to interact directly with applicants, it really helps determine what the interviewee’s abilities are. You should try to get as much information as possible from them like their past experience and education.
                      
Successful interviewers learn how to ask the right kind of questions, how to keep the applicant talking about relevant information, and how to listen. The questions asked should be relevant to and connected with the job description. The use of behavioral or competency based interview questions is strongly recommended. When properly crafted, they allow the interviewer to obtain more meaningful data to determine the applicant’s ability to carry out the duties and responsibilities of the recruited job.

The recruitment committee members should have a meeting prior to the interview so that they can generate questions and how they would ask those questions. After the interview the successful candidates should be contacted, feedbacks should be given to successful and the unsuccessful candidates. Also the unsuccessful ones have a right to complain of any unfair treatment given to them.

INDUCTION/ ONBOARDING
Onboarding refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective members of staff. This orientation would lead to positive outcomes for new employees such as higher satisfaction from the recruited job, better  performance, greater organizational commitment, and reduced redundancy.

 These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. Below are some basic instructions of what you should do during onboarding/induction:
1.     Tell them; how to get to work, what time to to arrive and close,where to park, how to dress, where to go to and who to ask.
2.     Ensure that the new employee’s position description is accurate and current. Try to spend time discussing the position description with them, explain the work in the broader context and provide clarification where necessary. It may be useful for the new employee to spend some time with other members of their team to learn more about workflows.
3.     You should create a performance criterion up front to ensure that the new employee is clear about your expectations of them and sets a framework for what the success criteria is for the role.
4.     Do not bombard a new employee with too much information at once. They will be overwhelmed and will be unlikely to retain very much. Instead, deliver information in stages, depending on priority and relevance. Try not to accomplish too much on the new starter’s first day.
5.     Ensure that a workstation has been prepared – secure a telephone and computer prior to the employee starting work. Contact the Division of ICT Services so that the new employee can be set up on email, network and telephone systems prior to their arrival – this is imperative if employees are expected to begin work immediately.
6.     Give the new employee a task to start working on that is relevant to their ongoing work. This will ensure the employee is being productive and feels useful from the start. The task should be easily achievable, yet meaningful.
You should make use of formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. 

A RECAP OF THE PROCESSES INVOLVED IN RECRUITING IN A CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE WAY. THEY INCLUDE;
1.     IDENTIFY AND EVALUATE THE NEED FOR A VACANCY
2.     WRITE A VACANCY DESCRIPTION
3.     ADVERTISE VACANCIES
4.     MANAGE APPLICATION
5.     SEARCH FOR CV IN CV DATABASE 
6.     SELECT SEARCH COMMITTEE
7.     APTITUDE/PSYCHOMETRIC TESTING
8.     INTERVIEW
9.     INDUCTION/ONBOARDING

ARE THESE PROCESSES ENOUGH TO CALL THIS CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE RECRUITMENT, IF NOT WHAT MORE COULD BE DONE TO MAKE THE RECRUITMENT PROCESS MORE SOCIALLY RESPONSIBLE, CHEAPER, AND MORE EFFICIENT?

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