JOSEPH AYO BABALOLA UNIVERSITY
Applications are invited from suitably candidates for the position of Vice Chancellor.
THE POSITION
The ice Chancellor has the general function of directing the activities of the University and is the Chief Executive and Academic Officer of the University. He is also the Ex-Officio Chairman of Senate
Prerequisites
The Candidate for the post of Vice Chancellor is required to possess a good University education with proven ability as manager of human and material resources. In addition, he must:
• Be a distinguished scholar of the rank of professor with ability to provide academic and administrative leadership for the University.
• Provide spiritual leadership, among staff and students in a faith based University with an objective to produce morally sound graduates ready to give Godly service.
• Command the respect of both the national and international academic communities.
• Have good interpersonal relationship and ability to gorge the same among students, staff and the general public.
• Have a feasible plan for the development of the University in line with the set vision, mission and philosophy of the University.
• Possess the drive and ability to attract external funding and creativity to generate internal revenue.
• Possess ability to initiate and strengthen linkages with other Universities national and international bodies and agencies.
• Be in excellent physical and mental health.
TERMS AND CONDITIONS OF SERVICE
The Vice Chancellor shall hold office for a single terms of (5) years only on such terms and conditions as may be specified in the letter of appointment.
APPLICATION METHOD
Each application should be made in TWENTY (20) copies and be accompanied by 20 copies of candidate’s curriculum vitae duly signed and dated. The curriculum vitae should be presented in the following order:
1. Name in full (surname first and in capitals);
2. place and date of birth:
3. state of origin and nationality;
4. marital status; number and age pf children;
5. religion and denomination;
6. current postal/contact addresses 9with phone number(s) and e-mail address);
7. permanent address;
8. institutions attended with dates;
9. educational qualifications with dates;
10. Professional qualifications with dates
11. Membership of professional bodies;
12. Distinctions and awards with dates;
13. Statement of work experience including full details of former and present posts;
14. Postgraduate supervision;
15. Academic related services to the nations and the University system;
16. Important academic conferences/workshops/courses attended with dates;
17. Publications (thesis, books, monographs and published articles;
18. Technical reports
19. Present employment status, salary and employer;
20. Extra curricular activities;
21. Names and addresses of 3 Referees (one of which must be in candidate’s field of study).
REFEREE
Each Referee should be contacted by the applicant to forward direct to the Chairman, Board of Trustees, a confidential report on the candidate’s character, academic and managerial abilities in a properly sealed envelope marked: POST OF VICE CHANCELLOR: REFEREE’S REPORT at the top left hand corner of the envelope. Each application must be accompanied by 20 copies of statement of the candidate’s vision for the University.
SUBMISSION METHOD
All applications, supporting documents and referee’s report must be submitted by hand under confidential cover, or through courier delivery to:
The Chairman, Board of Trustees
c/o Office of the Registrar
Joseph Ayo Babalola University
Ikeji Arakeji
Along Ilesa-Akure Road
Osun State
Nigeria
The Sealed envelope(s) containing the applications should be marked POST OF VICE CHANCELLOR at the top left hand corner.
CLOSING DATE
Closing date for receipt of applications and references is Monday, 18th April, 2011.
CANDIDATES SHOULD PLEASE NOTE THAT ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED.
CHAIRMAN
BOARD OF TRUSTEE (BOT)
Thursday, March 31, 2011
Vacancies
A furniture Manufacturing firm with Head Office in Abuja, invites resourceful candidates for the following posts:
ENGINEEERING
Architects with bias for furniture
Quantity Surveyors
Qualified Carpenters
ADMIN
Accountants
Marketers
Front Desk Officers
QUALIFICATION;
1. A Good Honours Degree in the requisite fields.
2. Quality experience in requisite fields
CARPENTER
1. Convincing technical experience in woodwork.
2. With requisite knowledge of the usage of production machines
ESSENTIAL SKILLS:
1. Good communication and organizational skills.
2. Result oriented.
3. Good interpersonal skills.
4. Good computer skills
5. Excellent work ethics – Positive attitude, Integrity, A keen team player.
6. Ability to work with minimal supervision.
Send CV and applications to: furniturejobs2011@yahoo.com
Or call 07092387235
Closing Date of Submission: April 11th 2011
Management
Seeking for a Lucrative job for betterment, do not hesitate to visit: http://jobsanywhere.blogspot.com.
ENGINEEERING
Architects with bias for furniture
Quantity Surveyors
Qualified Carpenters
ADMIN
Accountants
Marketers
Front Desk Officers
QUALIFICATION;
1. A Good Honours Degree in the requisite fields.
2. Quality experience in requisite fields
CARPENTER
1. Convincing technical experience in woodwork.
2. With requisite knowledge of the usage of production machines
ESSENTIAL SKILLS:
1. Good communication and organizational skills.
2. Result oriented.
3. Good interpersonal skills.
4. Good computer skills
5. Excellent work ethics – Positive attitude, Integrity, A keen team player.
6. Ability to work with minimal supervision.
Send CV and applications to: furniturejobs2011@yahoo.com
Or call 07092387235
Closing Date of Submission: April 11th 2011
Management
Seeking for a Lucrative job for betterment, do not hesitate to visit: http://jobsanywhere.blogspot.com.
Vacancies
ENGINEERING
A reputable civil engineering company is recruiting highly skilled personnel
Age Bracket: 24 – 35 years
Position: Additional Quality outside Basic Qualification
Architect: Proficient in Auto-CAD and 3D
Electrical Engineering: 2nd class upper
Electrician: 5 Years Experience
Civil Engineer 2nd class upper
MECHANICAL
Plumber: 5 Years Experience
ACCOUNTING
Accountant: BSc Accountancy or HND
BUSINESS ADMIN
Front Desk Office: Good First Degree
Forward CV & Passport Photograph to: dexmond@gmail.com
Latest 10th April, 2011
Management
A reputable civil engineering company is recruiting highly skilled personnel
Age Bracket: 24 – 35 years
Position: Additional Quality outside Basic Qualification
Architect: Proficient in Auto-CAD and 3D
Electrical Engineering: 2nd class upper
Electrician: 5 Years Experience
Civil Engineer 2nd class upper
MECHANICAL
Plumber: 5 Years Experience
ACCOUNTING
Accountant: BSc Accountancy or HND
BUSINESS ADMIN
Front Desk Office: Good First Degree
Forward CV & Passport Photograph to: dexmond@gmail.com
Latest 10th April, 2011
Management
Tuesday, March 29, 2011
WHAT A JOB SEEKER SHOULD KNOW ON WHAT ATTRACTS EMPLOYERS IN RECRUITING OF TALENTED STAFF
Labor employers employ staff to find solutions to immediate and future needs of their organizations. When the establishment works force; can no longer cope with handling of immediate workload of the organization. Then there is an issue. The work force will be over utilized. In other words, the workforce strength will be over spent, and will definitely bring deficiency or inadequacies. In other to avert lapses. A vacancy had created itself and must be filled to avert lapses. The employers of labor need to begin a process fill the vacuum created to avert being ill judged of inefficient.
Employing new staff is a process. Employers would consider time spent in planning employment process leads to better decisions now and thereafter.
Employers normally consider the following:
What brought about the vacant post(s)
The answer might be:
resignation of one or few members of the workforce,
the workload needs extra hand(s) to avert lapses,
vacations,
expansions of workload.
What employers of labor consider too is recruiting strategy, which may involve induction course to new staff or recruiting junior-level staff to replace the existing staff that are promoted to senior and managerial staff.
Sometimes vacant post(s) are not made known to the rank and file of the existing staff and management for security reasons, that is if the staff to be replaced is to be in strategy positions of the establishment and peradventure of dereliction of duty occurs, the producer are held liable as prime guarantor for such internal engagement(s)
Employers of labor considers the possibilities of balance between offering internal opportunities for new staff to develop and engaging new talent(s) with and new idea(s} or now innovation(s) into the establishment.
Employers of labor consider the Human Resources to handle new staff.
Where there are inadequate Human Resources to handle employment of competent new staff, the following are considered:
Is the vacancy utmost needed or not,
If sharing the workload to the existing workforce with more incentives will resolve the issue,
Will the new hands reflect better values and strategies priorities for better grow of the establishment?
Where the vacancy is mostly needed the following must be considered:
Writing a Job Specification is very paramount in the new employment process.
It needed for advertising the vacant post(s)
Applicants see the specification and apply
Employer use the specification as criteria questions for the interview
Skills and experience is what employers of labor sought in new workforce
Duties and responsibilities
Employers of labor consider size of teams and budgetary responsibilities
The specs contain the minimum skills and experience required for the job.
Employers of labor consider qualifications that are need for the new staff.
Employers of labor consider dress mode, physical appearance, composure apart from qualification. For instance a graduate was employed, may be due to over zealousness or act of omission or commission he behaves abnormally, the appointment was terminated.
Project Implementation Program
Employers of labor keep reciting that a bad recruitment decision will waste much more time, and money, in the long run.
Employers of labor consider that most suitable personnel is (are) in another organization comfortable with present job, payments and in a conducive atmosphere, therefore the establishment made her advert needs to attract the passive job seeker.
Employers of labor consider if the new hand(s) is (are) ready to resume work now or with a month notice, before considering who best is to be fixed for needed position depending on the need of the establishment then. This is needed for handling over or any induction courses to avert lapses.
External advertisement
Adverts made open to all, inviting interested candidate(s).
Where there are no Human Resources, the job is given to advertising agency or employers of labor agency. So you might not be able to assess the value and quality of your employers immediately until you are linked with the real employer of labor.
Source of your information of securing job(s) depends of the budget of the employers of labor on where to place their advertisement. But nowadays, must publications are digested preserved by Journals like this which cost you nothing but visit(s) to our link as often as possible. Mostly employers of labor use the dailies - cost the employer(s) huge sum of money - with local dailies that reduce cost, And sometimes with magazines.
Employers used online in that online advert(s) advantage(s) of online is (are) usually cheaper and quicker.
Modes of application are considered.
Modes of delivery of CVs that come in all shapes and sizes are considered.
Application forms might be needed which are easier to compare and contrast. You need to be care full to ensure that the format required are met while applying.
I discussed over zealousness earlier but you need to be creative. You need to establish relationships with relevant university courses or professional bodies you had had in executing you duty.
Bring out the potential in you anywhere you are - if you are seeking top level business executives.
Some Agencies take 10 -15 of your first earning or they are paid by employers of labor depending on the arrangement. You must consider what pays you better before entering into such treaty.
Study to show yourself approve unto good job and the establishment products on skilled works or soft skills – like team working, planning, organizing, influencing, persuading or selling.
For example if the job is soft skills, ask questions that seek an answer demonstrating a situation where this has happened. For example if working under pressure to tight deadlines is a requirement, show the aptitude that you have done this and that in such situation; and it was the most accurate predictor of future performance.
Interviewers often like posing hypothetical situations - Hypothetical questions need hypothetical answers. Be careful in your response.
Remember to keep be composed is any interview - it might be around a small table, not over a desk.
Making a decision
The top candidate might not accept the job offer; employers consider number two and number three best performances. So don't lose hope if you observe that that you did not perform well in any interviews.
Checks
Checks are made nowadays on CV in that it had been established that intending employee(s) lies (lie) on CV. Be careful not to lie. You might lose the job eventually, if it is discovered that you lied to mostly the financial institutions.
Do not breach the immigration law if you are no resident of that country that employs
Work within the ethics of your profession
Recruitment Branding
Have you applied for a job and then waited anxiously to hear if you got an interview? Wait, you will get one shortly.
Employer of labor like recruiting in their own image - people that they think will 'get on around here', 'our sort of person', 'someone they could have a drink with', someone that suits any outstanding occasions.
Employers of labor consider having a second interviewer - someone with whom you can have a healthy debate in assessing the best candidate(s), rather than someone who is just going to agree with them other known as yes man.
Akinnuoye Oladotun Williams
http://wwww.themillionincome.com
Employing new staff is a process. Employers would consider time spent in planning employment process leads to better decisions now and thereafter.
Employers normally consider the following:
What brought about the vacant post(s)
The answer might be:
resignation of one or few members of the workforce,
the workload needs extra hand(s) to avert lapses,
vacations,
expansions of workload.
What employers of labor consider too is recruiting strategy, which may involve induction course to new staff or recruiting junior-level staff to replace the existing staff that are promoted to senior and managerial staff.
Sometimes vacant post(s) are not made known to the rank and file of the existing staff and management for security reasons, that is if the staff to be replaced is to be in strategy positions of the establishment and peradventure of dereliction of duty occurs, the producer are held liable as prime guarantor for such internal engagement(s)
Employers of labor considers the possibilities of balance between offering internal opportunities for new staff to develop and engaging new talent(s) with and new idea(s} or now innovation(s) into the establishment.
Employers of labor consider the Human Resources to handle new staff.
Where there are inadequate Human Resources to handle employment of competent new staff, the following are considered:
Is the vacancy utmost needed or not,
If sharing the workload to the existing workforce with more incentives will resolve the issue,
Will the new hands reflect better values and strategies priorities for better grow of the establishment?
Where the vacancy is mostly needed the following must be considered:
Writing a Job Specification is very paramount in the new employment process.
It needed for advertising the vacant post(s)
Applicants see the specification and apply
Employer use the specification as criteria questions for the interview
Skills and experience is what employers of labor sought in new workforce
Duties and responsibilities
Employers of labor consider size of teams and budgetary responsibilities
The specs contain the minimum skills and experience required for the job.
Employers of labor consider qualifications that are need for the new staff.
Employers of labor consider dress mode, physical appearance, composure apart from qualification. For instance a graduate was employed, may be due to over zealousness or act of omission or commission he behaves abnormally, the appointment was terminated.
Project Implementation Program
Employers of labor keep reciting that a bad recruitment decision will waste much more time, and money, in the long run.
Employers of labor consider that most suitable personnel is (are) in another organization comfortable with present job, payments and in a conducive atmosphere, therefore the establishment made her advert needs to attract the passive job seeker.
Employers of labor consider if the new hand(s) is (are) ready to resume work now or with a month notice, before considering who best is to be fixed for needed position depending on the need of the establishment then. This is needed for handling over or any induction courses to avert lapses.
External advertisement
Adverts made open to all, inviting interested candidate(s).
Where there are no Human Resources, the job is given to advertising agency or employers of labor agency. So you might not be able to assess the value and quality of your employers immediately until you are linked with the real employer of labor.
Source of your information of securing job(s) depends of the budget of the employers of labor on where to place their advertisement. But nowadays, must publications are digested preserved by Journals like this which cost you nothing but visit(s) to our link as often as possible. Mostly employers of labor use the dailies - cost the employer(s) huge sum of money - with local dailies that reduce cost, And sometimes with magazines.
Employers used online in that online advert(s) advantage(s) of online is (are) usually cheaper and quicker.
Modes of application are considered.
Modes of delivery of CVs that come in all shapes and sizes are considered.
Application forms might be needed which are easier to compare and contrast. You need to be care full to ensure that the format required are met while applying.
I discussed over zealousness earlier but you need to be creative. You need to establish relationships with relevant university courses or professional bodies you had had in executing you duty.
Bring out the potential in you anywhere you are - if you are seeking top level business executives.
Some Agencies take 10 -15 of your first earning or they are paid by employers of labor depending on the arrangement. You must consider what pays you better before entering into such treaty.
Study to show yourself approve unto good job and the establishment products on skilled works or soft skills – like team working, planning, organizing, influencing, persuading or selling.
For example if the job is soft skills, ask questions that seek an answer demonstrating a situation where this has happened. For example if working under pressure to tight deadlines is a requirement, show the aptitude that you have done this and that in such situation; and it was the most accurate predictor of future performance.
Interviewers often like posing hypothetical situations - Hypothetical questions need hypothetical answers. Be careful in your response.
Remember to keep be composed is any interview - it might be around a small table, not over a desk.
Making a decision
The top candidate might not accept the job offer; employers consider number two and number three best performances. So don't lose hope if you observe that that you did not perform well in any interviews.
Checks
Checks are made nowadays on CV in that it had been established that intending employee(s) lies (lie) on CV. Be careful not to lie. You might lose the job eventually, if it is discovered that you lied to mostly the financial institutions.
Do not breach the immigration law if you are no resident of that country that employs
Work within the ethics of your profession
Recruitment Branding
Have you applied for a job and then waited anxiously to hear if you got an interview? Wait, you will get one shortly.
Employer of labor like recruiting in their own image - people that they think will 'get on around here', 'our sort of person', 'someone they could have a drink with', someone that suits any outstanding occasions.
Employers of labor consider having a second interviewer - someone with whom you can have a healthy debate in assessing the best candidate(s), rather than someone who is just going to agree with them other known as yes man.
Akinnuoye Oladotun Williams
http://wwww.themillionincome.com
Monday, March 28, 2011
Lucrative Job Journal is created for anyone seeking for Job within and without
Securing a Lucrative Job is very paramount in everyone's life.
Whenever anyone seeks an employment and secures a job, it is vital that, continuity of such employment is ascertained after it had been secured; before relenting effort to continue to search for another jobs or not.
One or few things to be done are as follow:
Prompt payment should not be neglected. Wherever you privileged to be within the circle of those that have been engaged in such organization, make friends quickly with few ones, familiarize with them find out the likes of those one, you had made friends with. You will be able to decipher who, you can enquire such information. Mind you not all the friends you make will divulge such information to you quickly. You need to employ diplomacy in your inquisitions.
The outcome of your enquiries will determine your continuity with such organization.
Once it is established that the organization is of good repute in salary prompt payments. Then, it is assured; that you have a good footing. This is because, prompt payments promote smooth development from grass to grace; if at least 10- 20% of your income regularly is safe regularly, before you know it, much has been achieved.
This article is a message to the wise.
Vacancies shall be published shortly.
Watch out for more inspiration alongside
Akinnuoye O. Williams
http://www.themillionincome.com
Whenever anyone seeks an employment and secures a job, it is vital that, continuity of such employment is ascertained after it had been secured; before relenting effort to continue to search for another jobs or not.
One or few things to be done are as follow:
Prompt payment should not be neglected. Wherever you privileged to be within the circle of those that have been engaged in such organization, make friends quickly with few ones, familiarize with them find out the likes of those one, you had made friends with. You will be able to decipher who, you can enquire such information. Mind you not all the friends you make will divulge such information to you quickly. You need to employ diplomacy in your inquisitions.
The outcome of your enquiries will determine your continuity with such organization.
Once it is established that the organization is of good repute in salary prompt payments. Then, it is assured; that you have a good footing. This is because, prompt payments promote smooth development from grass to grace; if at least 10- 20% of your income regularly is safe regularly, before you know it, much has been achieved.
This article is a message to the wise.
Vacancies shall be published shortly.
Watch out for more inspiration alongside
Akinnuoye O. Williams
http://www.themillionincome.com
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