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Odegle Nyang

May 15, 2012
13:01
THE UNSPOKEN REASONS FOR FAILING INTERVIEWS
» ‎ Odegle Nyang

There are many career seekers who consistently reach the final stages of interviews and yet fail to go through to be appointed. In a well structured competitive interview process, reaching the final stage means that any candidate selected among the group, cantechnically deliver the required results. The issues to probe in the final stage are usually non technical and may include aspects such as person's working style, character, disposition and perhaps the chemistry with the panellists. Can you imagine probable discussions that may go on among the panellist to which some candidates may be dropped? Here are some.
Scenario 1
Panellist A: I guess, Richard is a technically suitable candidate, but at his age he will not fit the work environment. Staff will treat him like a parent rather than peer. This is not healthy for the consultative working culture we have.
Scenario 2
Panellist B: Karen's social life is glowing. I wish I can be that. I certainly think if asked to stay late to receive, say buyers from theUS, she will agree but her home sickness will be outstanding.
Scenario 3
Panellist C: Wambua has certainly cultivated a cordial and warm working relationship with staff in the two workplaces he has worked. He is bent towards a social worker than an authoritative Manager. We need someone who can turn tough when necessary.
Scenario 4
Panellist D1: Well, we did not probe him as much on hands on ability to be a mechanic. All I could pick is that his dressing was so flashy that I am not sure that the other engineers do not know here he buys his shirts. Perhaps he is a white collar wannabe.
Panellist D2: Hey, what's the problem with being well groomed?
Panellist D1: Nothing. Frankly speaking, I have been interviewing engineers for 18 years and they have consistently shown the same tendencies…..
Panellist D2: Being unkempt?
Panellist D1: Neat but not like, say journalists or bankers. Can you give my instincts the benefit of doubt? Panellist D2: I have no choice. You will be the supervisor.
Scenario 5
Panellist E1: I liked Wendy from the beginning, until I noticed that she is manipulative. Did you notice she never answered any of the last six questions?
Panellist E2: Instead she rephrased the questions and answered her own.
Panellist E1: The worst we can do is hiring a politician.
DO YOU HAVE ANY PARTICULAR EXPERIENCE? SHARE IT.
CAREERPITCH – RESULT FOCUSED RESUMES AND COVER LETTERS
April 25, 2012
18:17
Deadly hotspots.
» ‎ Odegle Nyang
April 20, 2012
15:38
BBC News - 'Huge' water resource exists under Africa
» ‎ Odegle Nyang

BBC News - 'Huge' water resource exists under Africa:

'via Blog this'
15:37
BBC News - The 'missile woman' behind India's new ICBM
» ‎ Odegle Nyang

BBC News - The 'missile woman' behind India's new ICBM:

'via Blog this'
March 23, 2012
18:24
Undercover filmmaker: Trafficker priced me up – The CNN Freedom Project: Ending Modern-Day Slavery - CNN.com Blogs
» ‎ Odegle Nyang

Undercover filmmaker: Trafficker priced me up – The CNN Freedom Project: Ending Modern-Day Slavery - CNN.com Blogs:

'via Blog this'
March 08, 2012
10:18
SOME CAREER PROFILING INTEVIEW QUESTIONS – WATCH OUT!
» ‎ Odegle Nyang

What event in your career do you attribute your current levels of professionalism to?
What is the one thing in your career that you would never repeat?
Are there any actions that you deemed mistakes in your career that turned out to be positive?
Are there any personalities that you have encountered in your career life that you deem made you to be what you are?
Are there persons in your career that given a second chance and option, you would never want to get to know?
Which is of your previous work places poses to be your career eye opener?
What do you expect to know from our company that you do not know already?
Briefly elaborate to us what you would do within the first two weeks of appointment to get to learn the basics of your job, incase we do not assign to you someone to orient you?
CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
February 14, 2012
14:58
Interview Panel: If we were to ask any of your colleagues, chosen at random, about you, how would they respond?
» ‎ Odegle Nyang

Every prospective employer would want not just a technically capable employee but also one who has interpersonal skills to get along to achieving collective purposes with other work place colleagues. Sometimes this is misconstrued by job seekers to mean that you have to be absolutely liked. In real life being absolutely liked is abnormal and therefore saying that any staff asked about yourselves will almost sing praises is out of the blue. Result focused work at times involves getting a balance between stringency in terms of company policies and specific responsibilities and enabling others to appreciate their work through collaborations and commitment. Wholesome approach to working through others may involve one having to embrace a sense of comfort in terms of the kinds of communication in which other feel more relaxed. This may as well go off depending on how far it is taken. Below are samples of responses to the question of personality perception among colleagues.
Ruth: An average person at my place of work knows me to be a joyous, outspoken and open minded person in the company. Many find me approachable and easy to talk to.
Interviewer's mindset: Then all an employee needs to do to gain favour from you is to structure an emotionally appealing excuse to be exempted from their responsibilities. Wait a minute, do you have a negative side of you.
Timothy: I am not so outspoken and many find me less approachable. Some even think that I am shy. Some fear opening up to me; may be thinking that their thoughts may sound undermining. Nevertheless, I have found myself very instrumental in staff deliberations, especially on issues where emotional inclinations may lead to lack of focus. It is common that every work place has staff cartels – those who share certain biases of preferences. Believe me – I don't belong to any.
Interviewer's mindset: Quite a strict impression. How will you impact on staff if you don't know them nor are you interested in the undercurrents? You certainly cannot make a very in cohesive work force. Try consulting – but even consulting you may be subjected to highly politicised assignments that require political manoeuvring to enable solution acceptance.
Dorothy: They know me as very exciting to interact with but at the same time very strict in terms of company policies. They do not know much about my social life and I want to keep it that way. Peers know that I talk issues and I am hardly engaged in personal conflicts. My actions and thought process are predictable and reliable.
Interviewer's mindset: You sound like you are the best thing that ever happened to your company. Staff around you may as well have developed the impression that work cannot be enjoyed and life is so hard that you have to struggle, even if it entails inhuman competition. Your actions are so predictable – you do things in only this specific way. What is unique about you? You certainly sacrifice your own self esteem as a human being to serve the company.
In all these scenarios, none of the candidates was right or wrong. In fact, with this kind of question, there is no one answer. What exists as a result of all the right answers is the level of fit to the required organisational culture and the specific person specifications.
Questions that reflect healthy work place personalities should bear in mind the following;
a) Everyone has at least some slight negative perception about themselves at the work place that affects both their being liked or otherwise b) Impressions at the work place differ in various staff categories. Where the differences may be significant make it stand out. You cannot be the same impression to all people c) Work place traits should focus on how you make people comfortable with or around you, how you strike a compromise between interpersonal relations and official obligations, how to be effective and pleasant or at times your role in complex situations.
In the three sample responses there are positive aspects as well as negative aspects.
February 03, 2012
11:34
INTERVIEW: KNOWING YOURSELF
» ‎ Odegle Nyang

Interview drills have for the past two months been one of the most intense activities that careerpitch has offered to clients. The most interesting thing about interview drills is that most clients hardly get to prepare for them as much as they do for real interviews. Besides the understanding that at the end of the drill, the consultant is supposed top provide a feedback of some sort makes the candidate not to put their level best but rather to expect to learn more. However, this is to some extent and advantage because it has enabled us to be able to see candidates for what they are in ordinary circumstances.
Of the total time spent in interview drills, or perhaps ordinary interviews 30% of the time could be saved if the candidate has invested time and effort in knowing themselves well. Many times candidates going for interviews spend more time getting to have theoretical knowledge of the target jobs as well as the target employer but fail to develop knowledge of themselves. What does knowing yourself involve? Certainly, it is about going beyond what one physically does in their jobs to what competencies their present, past or mix of jobs has established in themselves. Here are key aspects of knowing oneself.
a) At what level are you in your career (hands on – beginner level, quality assurance – verification, initiative development, assessment, supervisory, leadership, systems and policy formulation or strategic management)? b) What has your career exposed you to? (special contacts, extraordinary business environment, unusual market dynamics, special euphoria – technological breakthrough, specialized systems and procedures, mixture of external and internal influences, unique and induced traits) c) What does your career profile present? ( professional cross pollination – mix of careers, professional due diligence, loyalty – lengthy professions, adaptability, demonstrable progression) d) What career alternatives do you have? (advancement in your profession, change of careers, enrichment of roles – addition of responsibilities, change of work set ups – from organisation to networks or associations) e) What can you not do as of now? ( new careers, level of promotion) f) What do you aspire to be? g) Does you present position and market orientation make it easy for you to get there?
Personal appreciation enables one to save time on opportunities that are not necessary to pursue as well as enable the candidate to be in charge of any interview. Candidates who have detailed personal appreciation do not just apply for any position. They may get into an interview competitively within a notice of 30 minutes. How much does your personal knowledge about yourself empower you?
CAREERPITCH – RESULT FOCUSED RESUMES AND COVER LETTERS
January 31, 2012
10:42
Sublime
» ‎ Odegle Nyang
January 23, 2012
16:26
Faced with an interview, each ...
» ‎ Odegle Nyang

Faced with an interview, each career seeker seeks to showcase the best in themselves – almost confident that the prospect employer has no doubts. Surprise! They also know and are busy innovating ways to cub this overwhelming brilliance that the job seekers seem to acquire. For some positions that require some character orientation that may not be easily picked up in an interview, the prospective employer may resort to certain methods that are not conventional. In such cases, even the career seeker has no idea that they are being interviewed. Let's look at some – don't be embarrassed if it ever occurred to you.
Scenario 1
Angela has been interviewed twice for an Executive Assistant in a blue chip company. The HR Manager just called her to invite her for the last interview. In addition he followed the invitation with an email. Angela just failed the interview. She gave the prospect employer a short cut to short listing. What did she do? She has been highlighting due diligence as one of her outstanding competencies but on this case she did not even acknowledge the email. The interview still stands but she will take it as a formality.
Scenario 2
While in one of the last sessions of interviews for a Marketing Manager, Gilbert agreed to be taken for lunch by the Managing Director. During the lunch meeting, Gilbert embarrassed himself by the number of people he was struggling to put off to give him time with his prospect boss. At one time a young, controversially dressed lady showed up and hugged him, thereby taking over the conversation. The Managing Director did not show any disgust – but in his mind, "Gilbert is an unstructured brilliant person who has not distinguished himself using an own code of communication and choice of friends. He is everything to everybody and is a potential risk to the reputation of the company. He would not even be comfortable as a member of the local club that the company subscribes membership to".
Scenario 3
Faith has come out in the first round of an interview as a very humble receptionist with ability to sort out all kinds of external encounters face to face and even through telephone conversation. This day, there is a caller who is asking for a name of a member of staff that does not exist but he insists that he has just spoken to the target respondent. The argument hots up and Faith hangs the phone. He calls again and complains about the hanging of the phone and Faith gets indecent with threats. Two weeks after the call Faith, who was very optimistic of success and was initially the panelist best bet, has never been called for an interview and the position has been filled. Guess who the caller was?
Scenario 4
Adam Kent, the Managing Director of a Central African milling plant is meeting finalist candidates for the position of Business Improvement Advisor. Phillip is six minutes in the interview process with Mr Kent and all over sudden he rises up. "Phillip, I hope you do not mind me walking around during our chat – been interviewing the whole morning" he says. "Feel free to stand if you feel more comfortable that way – provided we have a conversation". Phillip then stands and the conversation goes on with Mr Kentstaring mostly out of the widow while leading on the cabinets. Ten minutes later Mr Kent says, "Do you mind if I smoke a cigarette? Do you smoke yourself? Come on, pick a stick – I smoke in my office". FYI Phillip is a smoker. What do you think the Managing Director was testing, if he was? Bear in mind, neither of the options was wrong – but the impressions were different. Also figure out the kind of responses that would portray Phillip decently - smoking or not smoking.
Impressions work really well if they are either representative of ones personal character or if they have been intensely internalized. Doing something or not, speech or silence, facial insensitivity or lack of it; all speak some language.
January 20, 2012
12:02
BBC News - How to offset your 'conflict mineral' guilt
» ‎ Odegle Nyang

BBC News - How to offset your 'conflict mineral' guilt:

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January 17, 2012
11:01
Vacancy: PRINCIPAL ENTERPRISE SYSTEMS SUPPORT ANALYST
» ‎ Odegle Nyang

Odegle Nyang: Jobs:

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January 13, 2012
8:39
SELF ORIENTATION IN A NEW JOB
» ‎ Odegle Nyang

In an interview process, Angie was asked a question that she has never been asked in many of the interviews she has attended before.
"If we offered you the opportunity, and gave you a chance to decide your priorities in our orientation exercise, what are the first five questions you would ask the person in charge of your orientation?"
Perhaps this is one question that she was not ready for and most likely her performance was dismal at this .it is reasonable under very competitive circumstances for employers to expect that new recruits pick out reasonably fast in their service delivery. At any cost the investment in new staff training and orientation should be minimal and where possible the new staff should gather the necessary information while undertaking the assignments. This is perhaps many employers in advertising for jobs tend to place emphasis on the fact that the appropriate candidate has to have good knowledge of their sector. In very structured set ups, the employer would even expect the new staff to be able to navigate their own learning process – identify the required knowledge for effective performance of their responsibilities.
Managerial position should prioritize on aspects like strategic orientation (mission, vision, and values), structural design and core processes. Specialized marketers would also prioritize on aspects like strategic orientation (mission, vision, and values), product competitive edge, market segmentation, market share and current performance. Operations management candidates may need to explore issues like capacities, lead times, unit costs, resource allocation etc.
Other than identifying what information is priority in ones area, it is important also to be able to figure out (may be not in technical detail) the kind of briefing or training that one requires to get a grasp of all this priorities and the possible sources of the information.
This is not only part of knowing oneself but also how ones personal drive fits within the prospect employer's business operational pace.
To your advantage the ability to navigate ones own orientation may be resourceful, especially in hostile situations. Ever encountered a new supervisor who does not want to freely train you? Or a work group in your new employment in which everybody seems to want to isolate you? Or perhaps a new job in which you seem to be sabotaged?
If it does not seem to come your way ordinarily, acquire it tactfully.
January 10, 2012
7:56
What constitutes your working style?
» ‎ Odegle Nyang

Many times we come across working environments that change our lives, inspire passion for certain work styles or reorient our strengths – yet we hardly systematically appreciate the impacts made. There are successful professional with performance track records but who cannot conceptually explain what makes them be what they are appreciated for.
Here are two samples of interview answers. What makes you the professional you are?
Answer 1: I am an ambitious hardworking and disciplined person who makes sure that all work expectations are met. (These are more of work attributes than conceptual derivatives of experience and acquired knowledge. Your personality makes you a successful professional. You do not have consciously formed work styles).
Answer 2: While working at DRT Pharmaceutical, I was assigned a unique team that was composed of highly specialized people. I feared handling them because I was more of a generalists than them. With time I was able to facilitate them working together without having to direct their technical delivery. From then I have acquired appreciation for facilitative management that works through empowering people to do best what they are good at. This is my characteristic working style. (You have explored only one work style that really applies to the scenario that you have explained. Does this apply to the position you are applying for?).
What have you learnt over the years or successfully applied that typifies how you choose to handle you professions? What exactly apart from your personality?
January 05, 2012
8:56
COLD CALLING – DODGING THE BARRIER (SAMPLE CALLS)
» ‎ Odegle Nyang

Too Blunt -  Less Styled
Caller 1;            Hallo, can I talk to the Human Resources Manager Receptionist:     Hold on (Transferring to the department Assistant) HR Assistant: How could I help you? Caller1: can I talk to the HR Manager? HR Assistant: May I know who is on the line? Caller1: I am Michael Mwangi HR Assistant: Michael Mwangi from? (Bad English – don't mind) Caller 1: From within Nairobi, town. HR Assistant: Does she expect your call; or rather what is it regarding?
(Behold you have been trapped – your have to justify yourself to be connected)
Less formal Tactful and Cheerful
Caller 2;            May I talk to Andrew HR Assistant:    May I ask the second name? Caller 2:            Mr Andrew Mutiso, the Human Resources Manager - apologies for not being specific. I am Alice Awuor from Frewer Ltd HR Assistant: Not at all. Hold on for Mr Mutiso (She does not even know who she is transferring – but I guess she is charmed by this seemingly familiar sounding courteous caller) (How he sustain this sense of comfort that he has vested in the HR Assistant is what matters)
Less formal Intimidating Caller
Caller 3;            could    Ms Monica Masinde be in or could I reach her on the cell HR Assistant:    Let me just transfer you to her. She is in (Caller 3 may perhaps not be having the cell phone number for Ms Masinde. The HR Assistant has been made to have a feeling that whether she passes the call or not, the Caller will reach the target recipient. This approach is indecent and can only be complemented with very good negotiation skills)
Other Less formal opening statements
§          Nick please §          A quick one with Walter §          Could I pass a quick message to Bob §          I would be please if you could squeeze me a minute with Robert. It is important.
Tactfully get over the barriers. Do not intimidate your target respondent. Make up for any inaccuracies you might have accrued to get to the target caller.
Can we see what the conversations with the target call recipients would be? NEXT

careerpitch@gmail.com
January 04, 2012
9:21
10 Pieces That Will Help Land You The Job
» ‎ Odegle Nyang

10 Pieces That Will Help Land You The Job
January 03, 2012
9:00
Incredible Things That Happen Every 60 Seconds On The Internet
» ‎ Odegle Nyang

Incredible Things That Happen Every 60 Seconds On The Internet:
January 02, 2012
10:05
INTERVIEW PANEL: WHY DO YOU WANT TO LEAVE YOUR CURRENT WORK PLACE?
» ‎ Odegle Nyang

Why do you want to leave your current work place? Your experience seems exciting from your explanations!
Susan: The main reason why I want to leave my current work place is to seek new challenges.
Comment – This is the most realistic reason that everybody knows. It is like in a certain book that all job seekers read. In certain panels, the answer is so basic that it gets some panelist sarcastically smiling.
Austin: I have often admired your company and what it does and I would want to be part of it.
Comment: a panelist would ask whether you have a purpose for yourself ar you are just merely augmenting the organisation purpose. Would you be without a purpose if the organisation did not exist. This response is traditional and was geared to impress the target employers.
Alison: I look forward to a better pay ……….
Comment: This could be the most sincere answer but would mean that a candidate has no other attachment with the company other than a better pay and the acquired competencies.
Dave: The last three years in my employment has been characterized by a lot of market activity. I must appreciate that it made me develop and exercise my abilities in product and business development. We are now relatively stable and back to routine work. At this point I feel underutilized and I would be excited to be part of your ongoing expansion programme.
Comment: With such a comment, the panelists are sure that; a) You are not running way from anything b) You are in control of your career c) You are know the relevance between your career and the target employers d) You have an objective in each work place e) You know the target employer, their stage in business operations and current circumstances.
CAREERPITCH – RESULT FOCUSED RESUMES AND COVER LETTERS
December 28, 2011
13:33
BBC News - Human zoos: When real people were exhibits
» ‎ Odegle Nyang

BBC News - Human zoos: When real people were exhibits:

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December 24, 2011
8:20
WHAT IS YOUR SELLING POINT? WHY MUST WE GIVE YOU THE JOB?
» ‎ Odegle Nyang

Times when the employer was the only one to bring out the fit between the job seekers profiles and the position's requirements are long gone. Employment market has become very competitive that job seekers have to study advertised jobs against their own profiles and establish the link in order to use the same in tailoring their resumes, cover letters and even interview predisposition.
It is needless to condition your personality and preparation to gear towards the position being advertised while your resume is geared towards the position that you through you really wanted two years ago. It is quite easy to spot a candidate who has a complete disconnect with the content of their resumes. Very professional resumes have summaries of ones own profile, career track, developed competencies and overview of experience. The order of importance; or style of highlighting competencies should reflect how you want the potential employer to see you or perhaps what you really want to catch the eyes of your prospect employer. In order to redefine and give focus to what your selling point is the following questions should help one set their own minds and review their resumes and cover letters.
What is the tendency of your profession? What is your profession? Many people who change careers find themselves at the challenge of convincing their prospective employers that they have competencies of performing the new tasks; or that in spite of having a mixed profession, they still have abilities to specialize back to one of the professions they have practiced for a shorter period; or that the mix of their background job titles adds value to their potential results delivery in the target specialized profession.
What other skills do you have other than your core skills and competencies? Such would include institutional coordination, project management, strategic or operational planning, people management, structured problem solving, product/service development, change management etc. Has your employment background helped you achieve this? Are they trained skills or acquired skills?
How authoritative or impactive is your present or pervious position? Such aspects include level of discretion, ability to initiate, ability to steer an initiative or lead a project, responsibility for collective performance or delegated collective role or inter group facilitative responsibility How characteristic have your past employers be in terms of market leadership, market share, dynamism, and change and product performance improvement?
What is your level of understanding of your sector of profession? Do you know beyond your responsibility? Examples of relevant knowledge may include Organizational Integration, other departmental roles and activities, organisation's strategic purpose and market position, industry challenges and current developments
What competencies reflect in your mind set? Result orientation, quality consciousness, due diligence, improvement drive, sustainability conscious, customer focus, business acumen, cost benefit mindset etc.
How does your training connect with your previous and target positions?
Can you prove all these?
December 23, 2011
8:40
Investors find treasure in holiday homes - Magazines |businessdailyafrica.com
» ‎ Odegle Nyang

Investors find treasure in holiday homes - Magazines |businessdailyafrica.com:

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December 20, 2011
16:20
BBC News - German insurance firm organised sex party for salesmen
» ‎ Odegle Nyang

BBC News - German insurance firm organised sex party for salesmen:

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16:12
BBC News - North Korea: Life in cultural isolation
» ‎ Odegle Nyang

BBC News - North Korea: Life in cultural isolation:

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14:58
What Disappoints Interviewers in Good Candidates?
» ‎ Odegle Nyang

“I was so confident that I had the won the job. One of the panelists even had a slip of the tongue and mentioned things that suggested my orientation programme”. This is what Robert said in disappointment after he read his regret letter. The reason that many ask is what else can fail me in an interview in which I am sure to have performed exceptionally well? Here are some sample reasons. Difference is the work style priority – being overly structured than result oriented or otherwise. The balance between how systematic or bureaucratic one is determines suitability for employer expectation. Failing to have a personal agenda – wanting to be given a job is different from targeting to acquire certain skills and competencies in a given job. Lack of Self Assessment – when one lacks a personal assessment of themselves, they have no ability to use the job opportunity to acquire the scope of personal development. Contrast Between Presentations – when the resume and cover letter give a better impression of yourself than your actual self during an interview, a prospect employer may suspect misrepresentation. If otherwise is the case, you may be deemed a good prospect who has no ability to present themselves effectively or are just unstructured or poor communicators. Clash between priority and Rank – when you are pursuing a managerial role that requires that you work through people, yet you portray yourself to have the excitement to be hands on in delivering results, you might be perceived to be a potential micro manager or poor in delegation. Conversely, you need not project affinity to manage people when you have not exhausted perfecting your ability delivery results.
How balanced are you?
December 14, 2011
9:51
HOW TO SAY I DO NOT KNOW IN AN INTERVIEW
» ‎ Odegle Nyang

Not every specification on the job advert can be met by a job applicant. Gaps may include such issues as management methods, technology, case scenarios, exposure to target consumers or cultural expositions. Most of job seekers sitting on an interview are inclined to wishing away questions that most likely would expose the gaps. In many cases such aspects of a job that a job seeker does not know are evident from a resume or cover letter – yet one is called for an interview. What does an employer expect when they call a job seeker for an interview yet they know s/he has not being exposed to ISO systems, for instance? A comedy session? Not exactly. Many times scope sells – you can succeed if your mindset points towards reasonable scope of fast adaptability, learning and cross integration.
Here are few examples of I do not know scenario.
Scenario 1
Interview Panel:   Have you worked in an environment where 360 degrees performance management is being carried out?
George: Certainly with the dynamics in the perspective of effective work place performance, it becomes very important that performance appraisal is taken away from just the mere supervisory assessment to include peer and juniors perspective – which is the essence of 360 degree performance management feedback. I have not worked in a set up of 360 degree feedback but certainly it would be quite exciting for me.
Comment: George has taken an advantage of this question to explain what he knows about the subject matter. He has done this to an extent one would be tempted to think that he will at last say that he has the exposure. His closing line is a contrast of his educative observation and his seemingly genuine eagerness to have the exposure has diluted his being not exposed.
Scenario 2
Interview Panel:   How much do you know about mechanized wood cutting?
Gerald: As you know I come from the informal set up where most of the furniture operations are manual. I have very outstanding outcome with woodwork geometry – sorry to compliment myself. Perhaps use of machinery will underutilize my trait. All the same I am able to triple my capacity at a much improved quality standard.
Comment: Gerald has taken the approach of detailing his otherwise capabilities and therefore challenged the panelist to view his background to be more valuable. He has actual made the machine usage to look so aesthetic and therefore not as complicated as the panelist want to make it. This trade off can be dangerous to an emotional panel. They may feel undermined by the impression in his voice that machinery application is no big deal. Sales and marketing persons can apply this leverage method without any risk. For instance a sales candidate may make a statement like, "Amidst the then existing controversy about the applicability of private security and investigation services, I managed to create big business out and tripled the company clientele. I suppose machinery sales may offer no significant challenge as such.

Scenario 3
Interview Panel:   You have not worked with researchers and scientists. Have you?
Christine: They know me as a highly outgoing administrative secretary in the company capable of working with any departmental heads without difficulty – perhaps even the hardest to deal with (every company has at least a few). They will often assign me to departments that are undergoing very drastic changes so that I can deal with complex interactions and coordinate highly technical experts – consultants, investment bankers etc. This is perhaps one of my underlying aspirations for this position. I have not dealt with researchers and scientists in particular, but I can – with no difficulty.
Comment: "Dare not think your situation is the most complex". This is what Christine is communicating. "I have developed equivalent competencies from my industry or current line of business". What will a technical panelist feel? Embarrassed, enlightened?  Perhaps they will get the mixed feeling that Christine knows the complexity of the interactions they are examining beyond the mere job titles. Alternatively they may begin to think that Christine is well informed and she knows what to expect.
For every job application that you make to which you can identify a gap in your competencies; ·       Dig deeper into the knowledge about what you are short of ·       Try to structure an explanation about the subject matter in a manner that it may show you have the knowledge but only lack hands on exposure ·       Find a similar competence that you already have that can enable you to get over your weaknesses faster or better ·       Structure your presentations in such ways that they display what you have first and then declare what you do not last ·       Be brief and comprehensive.
December 09, 2011
16:19
I am a dying African bestial porn actor stranded in Europe - Afrik-news.com : Africa news, Maghreb news - The african daily newspaper
» ‎ Odegle Nyang

I am a dying African bestial porn actor stranded in Europe - Afrik-news.com : Africa news, Maghreb news - The african daily newspaper
15:17
APPROPRIATE CAREER PURSUIT DISPOSITION
» ‎ Odegle Nyang

When you go for interviews or are in pursuit of a job, the disposition can play a great role to your advantage. Disposition can help manage the risk of loss or create a better impression on your prospect employer.
There are a number of disposition that may be reflected on ones mindset with respect to a job in pursuit.
“Life goes on” This is a disposition that characterizes one’s pessimism in making a pursuit work. Depending in how much you embrace this attitude, it may affect how much effort you put into your pursuits.
“It will happen when my day comes” This is perhaps the commonest mindsets and disposition that people have. It is quite pacifying and humbling. It makes you not worried of failure – but rather implies that when your day comes, it will not matter how good you are. By this mindset – you transfer the link between effort and success to a fatal.
“May be it’s been taken” That some opportunities are advertised as a formality is a reality. This should not bias your mind to think that all jobs are not real. This will kill your optimism, water down your efforts and erode you mental energy.
“They called me! Right? Then, I certainly have something that they want” This mindset helps you gain you personal appreciation about your abilities and chances but fails to propel you to recognize that they called you not only to verify your positives but also, to assess your negatives. It also fails to make you imagine what possible competitor could have that may outwit your chances. “The need me – Full Stop” This is the most powerful mindset. Watch out it may make yourself branded lone ranger who cannot work in a team.
“It’s their judgment. They are the employers” This mindset will make you limit your interview performance to bare facts than conceptual assessment. You are tempted to undersell yourself.
When you walk into an interview panel, what disposition or mindset do you project to the panelists? How do you facially influence the panel that you have competencies, a sense of purpose and drive? What aspects of your current situation may make you give a negative impression to panelists? Common situations are anxiety (almost getting a job of a lifetime), history of unsuccessessful pursuits and frustrating jobs.
December 06, 2011
14:34
CAREER SEARCH MATURITY DISPOSITION
» ‎ Odegle Nyang

How much have you matured in your career search mindset? The following are typical statements that many who have taken initiative to make breakthroughs in their career search may say.
Which of the following statements best describes your position with career prospecting?
a)      I have not seen an immediate opportunity but I have a deeper and constructive knowledge about myself
b)      I no longer apply for just any job that contains by professional buzz words and I have some companies that I have chosen never to try working for. I know where my career needs to go and I cannot waste it.
c)      I am sure that my next opportunity will not be an advertised job. The success rate for my blind applications is very high. I have the instincts of prospecting for opportunities and establishing my case against them.
d)      I no longer have to prepare much for interviews and I enjoy most of what I go through during the sessions.
e)      I am happy that lately, the most common reason why I have not been able to be hired after interviews is either because I am relatively expensive or overqualified.
This is what it takes to be in charge - if one still has scope of a better career. Not everyone is interested in a better career and career search may not be a career by itself. Self contentment and sense of satisfaction in being able to resourcefully challenge against ones competencies is something to be proud about. All it takes is to know yourself and map how your abilities fit into the career direction that you want to take and all is done.
December 01, 2011
15:00
COLD CALLING – IS IT A MYTHICAL IMPOSSIBILITY OR AN OPPORTUNITY SCOPE
» ‎ Odegle Nyang

The present employment environment is competitive. Many job seekers wait for jobs to be advertised. In reality, only those jobs that are required to attract a large pool of candidates are often advertised. Networks and candidate databases have often enabled companies to attain the required set of candidates without having to incur the advertising costs. Databases and networks, however, may be irrelevant, limiting or obsolete. Employers' silent wish is to have an updated and relevant pool of applicants. Any one could be in such a list.
Why not cold call?
Cold calling works, especially if the cold caller uses such communication methods that entice the respondent. Cold calling is very effective at managerial levels and for highly technical positions. The right people to call are departmental heads who may appreciate ones competencies without necessarily being defensive at the possible status quo. Human Resources Managers are indeed resource managers. Most HR Managers are certain of whether an opportunity exists on not – but not whether the mix of the competencies that the caller has may be of interest to the client department. They never share caller profiles with client department heads. Cold calls to HR Managers normally end with the following phrase.
"Thanks for your interest in working with us. Currently, we do not have any openings in line with the qualifications but we will. Keep looking at the papers incase we may advertise an opportunity."
With this kind of closing remark, you have no indication of how your skills match with the typical positions; you do not have a chance for a more technical person commenting on your profile. They are right that there are no vacancies at the moment. What they are not aware of is whether the technical manager for your prospect department may most likely want to use certain aspects of your qualifications to develop a new service delivery concept or improve performance. It is a business as usual standard response. It is not an HR profession attribute but a cultural tendency and this appreciation, by no means, undermines the profession.
Effective cold calls require that the cold caller; § Has an internal knowledge of the target employer § Develops and structured appreciation of their target roles and its scope of improvement § Attains some leverage in the relationship between the profile and target role; the reference person and the cold call recipient § Have a defined career plan § Has indicative performance attributes that can be transferred to key targets § Demonstrates scope for improvement § Does no undermine the current status of role § Does not allude to the knowledge of any possible internal politics.
May we refer to the above guidelines as we look at a sample of cold calls in the next three weeks?

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
November 28, 2011
13:00
RESUME AND COVER LETTER GOOFS
» ‎ Odegle Nyang

There are certain aspects of resumes that may if not managed properly have implications on the impressions that a job seeker employee earns. Many of them certainly do not imply that the job seeker has not communicated exactly what they need to put through but that there is an extent to which their self projection has remained static – basically functional. Competencies can be defined in terms of career growth. When one starts a career, the first career growth competencies they acquire are basically functional competencies. These are the competencies that require one to be able to do their jobs as required. The next level of career growth competencies are usually qualitative – how better or consistent can you do the job. The third career growth competency usually is integrated or strategic competencies which enable one to place their jobs within the organisation wide context or professional contexts. The final levels of career growth competencies, which unfortunately, are never mandatory for all positions, are those that are associated with self actualization. Such may include etiquettes, style or disposition. The misconception in the career seekers' minds is usually that the requirements for the various competencies are more related to what level of management that one has acquired. An Executive Assistant may require some level of etiquettes that the Chief Engineer may, without much to lose, do without.
In terms of one's impression in career search, there certainly should be a difference in the way one portrays themselves at the beginning of their career from when they are beyond functionality. This may not necessarily be the same for different positions but it should be consistently reflected in ones cover letter or resumes.
Below are examples of resume goofs that may reflect how progressive, biased or conceptual one is in their appreciation of themselves.
a) using the template of their job descriptions to list responsibilities in their resumes b) being more expressive verbally than in their resumes or otherwise c) using past tense to describe responsibilities of a past job – took, wrote, supervised, etc d) being overly elaborative – purchasing "books, pens, milk" etc; instead of purchasing office supplies e) repeating common responsibilities – "arranged travel, arranged meetings, arranged seminars etc" f) including unnecessary details – mentioning machine models g) résume style – inconsistent font style, spacing etc.
At some point, George, a Procurement Officer, gathered the guts to ask the HR Manager why for three years he has not been promoted to the Procurement Manager position, adding that many junior staff have overtaken him. "The truth be told" the HR Manager said, "you know all that needs to be done in the department, but you lack any sense of style that would distinguish you from your current level. We need Managers that, more that being competent, will afford our clients an admiration for the managerial sense of style. It is not the same in everybody, but at your level you should have some style. The last interview you went for when the last promotion was on, all you said is what you do but you never gave a managerial touch. You do not even know how to put forward other conceptual things you do. When we asked you about your knowledge of procurement quality assurance, did you notice that is exactly what you do when you carry out quarterly supplier assessments?"
You certainly have all competencies that you need to do your jobs. Otherwise your boss could have fired you. But wait a minute; does your resume reflect your own appreciation of your competencies? Are your work competencies established in your instincts? Are you developing a style?
CAREERPITCH- RESULT FOCUSED RESUMES AND COVER LETTERS

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
November 24, 2011
15:34
The Ambush of an Aptitude Test
» ‎ Odegle Nyang

Aptitude tests are often assessment criteria that many job seekers find hard to understand and even prepare for. They may have relevance to the subject matter in the job of interest and at time be very general to dig into a candidate’s adaptable judgment al abilities.
A well designed aptitude test will bring out what it is targeted to bring and most often subject a candidate into surprise.
There are often many types of aptitude tests. Here are brief outlines of the commonly used types.
Reasoning and Judgment - Abstract Reasoning; Critical Thinking; Inductive Reasoning; Logical Reasoning; Diagrammatic Reasoning; Situational Judgment Test and Verbal Reasoning
Such often include case studies that may require that you take on commonly accepted principles and notions to make an assessment of a case scenario.
Example; How best can market best practice be?

Creativity and Sensitivity - SiftAbility Test; Spatial Visualization; and Perceptual Speed These may range from diagrammatic reviews to case studies where trouble shooting is required depending on the level and type of role being recruited.

Presentation, Accuracy and Precision - Document Review and Fast Track Test
A candidate may be provided with a lengthy document to review with specific objective of coming up with a target objective. The tests may also include summarizing a document into specific bullets on the key points.
Leadership and Management – Personality Review; Crisis Management; People Management; Conflict Resolution; and Strategic Focus Tests
Such tests may ordinarily be designed like presentations or write ups and may include case studies and even personal declaration of career strategies and leadership styles
Interpersonal Skills and Personal Orientation - Personality and Preference Inventory (PAPI)
Such test may include preferences, dislikes, specific case studies and personal assessment.
Numerical Reasoning
Such tests are very common, perhaps because a large number of candidates and even assessor would rather deal with situations where answers are discrete rather that judgmental prose. The most common areas of tests are probability, arithmetic, accounting, permutations and compbinations. This is perhaps why an elementary math book at home would really be a though in the right direction.
Example: A soccer match analyst in trying to assess some outcomes of the match sought to have two parameters – ball possession for the two teams and the average distance run by a player from the two opposing sides. What could this analyst be trying to establish?
The result of an aptitude test is a reflection of the actual present state of your mind. No prospect employer will test you in something that you have no chance of knowing.

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
November 21, 2011
9:03
CAREER OBJECTIVES IN RESUMES
» ‎ Odegle Nyang

In many career seekers profiles and resumes, there is often this one section that is hardly a mandatory part – but which plays a key roles in displaying job seeker's credibility in terms self focus. This is the part that declares ones career objective.  Career objectives should, like with nay natural distribution vary considerably as personalities vary. However, one of the things that is relatively consistent is the potential recruiters desired perceptions.
suitability for a job, beyond the technical abilities to perform – which are mostly evident in ones training and experience, may also involve ones own drive and its relevance to the desired performance in a job. Any employer who finds an employee who has genuine passion for the career for which they are recruited is absolutely lucky.   If your passion, career purpose and aspirations coincide with the person specifications of a job, then you deserve every employers consideration for a position. Career objectives should;
1       Exhibit that you have an in-depth appreciation of your career 2       Show that you have a career purpose independent of what employer you may have 3       Show relevance between your profile and your desired destination 4       Clearly state a profession or desired industry.

Objective 1:   To be able to exploit my potential towards achieving company objectives
Prospect Employer Mindset: What potentials? Do you even know what potentials you have? Are you waiting for work assignments to help you know what potentials that you have? Wait a minute – you have not even implied a particular career or profession. I can understand this kind of objective with a fresh graduate who is still discovering their potentials.
Objective 2:   To work in a reputable blue chip company where I can use my skills in financial management
Prospect Employer Mindset: What if we were not a blue chip company? Could you still have showed interest? Are you attracted to the big salary? Can't small companies enable you to use your financial management skills? Now that you have positioned yourself to be blue chip focused, are you a blue chip material? Let me now establish that in your profile (you have attracted a fault finding mindset).
Objective 3:   To develop my skills in audit.
Prospect Employer Mindset: I guess your objective purposes you to a student for life. Perhaps you should be the one to pay us some college fees to learn. What do you have to exchange for the free learning that you want to get from our company.
Objective 4:   To be a reliable Office Administrator with potentials of planning organising, coordinating, carrying out liaison and overseeing resources of a vibrant and competitively managed office.
Prospect Employer Mindset: You have a destination career and you have performance benchmarks or role overview. I need to understand what vibrant and competitively managed office implies. Do we fall in such categories?
None of the above responses are gospel truths or model feedbacks. It is a personal choice on what objective one develops in a resume.
CAREERPITCH – RESULT FOCUSED RESUMES AND COVER LETTERS
November 18, 2011
16:19
Inspiring: 12 year old Thomas Saurez's Presentation
» ‎ Odegle Nyang
14:23
Career Pursuit Resolutions
» ‎ Odegle Nyang

With more experience in job search and occurrences associated with many of the positions held, reflective job seekers begin to have structured mindsets of what they will or will not do. Some are personal resolutions to aspects of interviews that they will not redo; types of employers that they will no longer pursue and perhaps types of recruiting processes that they will not undertake. Here are some of the typical resolutions.

Jane has been an Administrative Assistant in a number of companies. Her experience has been that of unprocedural dismissals, harassments, indiginifying encounters and unstructured supervision. She has since resolved not to pursue any opportunities in firms owned by persons from the common race that owned the companies.
Patrick is now a renowned Marketing Manager with a blue chip company. Just five years after he started working, a head hunter called him and made him an offer to place him in a more lucrative position in another company. He accepted – of course part of the first month salary became the head hunting fee. To his surprise, his job ended with the same head hunter hiring his replacement. This became the experience with another head hunter. He has since resolved not to be headhunted. He will only respond to normal structured recruitment processes.
Until 2006, John had not realized the unspoken policy of this then employer. He was employed at a very competitive marker salary. He had for sometime wondered why the predecessor left. Nothing unusual was spoken about her that could qualify her having to leave. From the hearsays, her job was temporarily redesigned and consequently diluted. She was left without authority and she opted out. The annual salary increments had also been frozen. This is exactly what they had done to John in 2004 but he was not embarrassed enough to leave until the CEO called him to his office to make a resignation offer. It was there that the CEO explained that such demotivating job redesigns processes are ordinary in certain companies since each and five year they have to hire fresh brains for certain functions. John is still in search of a job. Most potential moderate employers see him as unaffordable and therefore unemployable. He has since resolved not to pursue high profiled, high paying employers; but seek moderate incomes that can create stability in his life for longer duration of time.
The three case scenarios are not scriptural. They are subject to personal emotional character, strength of career strategy or even circumstances, but they are real.
HOW REFLECTIVE ARE YOU ABOUT YOUR WORK LIFE/CAREER AND THE EXPERIENCES? DO YOU HAVE A CAREER STRATEGY?

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
November 16, 2011
16:16
MISDIRECTED CAREER MOVES – THINK TWICE
» ‎ Odegle Nyang

Often people change careers for different reasons; career growth, better challenges, job enrichment, remuneration etc. Surprisingly, remuneration is normally the major trade off for which many career seekers opt to overlook other stronger priorities. Here are some examples.
Caren, was till two years ago a Human Resources Officer in a financial institution. She then got a job as a Remuneration specialist in a large NGO where she only specialized in salaries and benefits administration and policy oversight. Right now she has now lost three interviews for the Human Resources Manager since the market has a general perception that specialist hardly make very good oversight managers.
Grace has been an administrative assistant for many years in a middle level firm. Three years ago, a multinational offered her the opportunity of being a receptionist at twice the salary. She now finds it very hard to get to be short listed for even the position of an Administrative Assistant, a position she has held before. She is also under the threat of down sizing since her kind of skill is abundant and a fresh diploma graduate could be cheap.
Willis has always been referred to as a go getter in terms of the manner in which he has handled the marketing of his products, mostly house cosmetics. A head hunter managed to convince him to get into a company that marketed detergents. To date he has not managed to achieve his targets. Certainly, he will be relieved of his duties. Perhaps he never conceptualized what gave him an edge with marketing cosmetics.
In making a career move, ask you self;
Does the move enhance or build onto your acquired competencies? Does it build onto your ultimate goal? Does your career saturate and what would make you vulnerable to saturation?

CAREERPITCH – RESULT FOCUSED RESUMES AND COVER LETTERS
November 14, 2011
16:13
Creative Interview Expressions and Associated Blunders
» ‎ Odegle Nyang

Creativity in speech is often one thing that initiates possible chemistry between the interviewer and the interviewee. This may often range from clarity of speech to use of figurative language. The real caution is usually to what extent a candidate may get to the extent of entertaining the interviewers rather than engaging them into healthy deliberations. Entertaining candidates are often very tempting for many interviewers but may be dismissed two minutes after they leave the interview room. After one session an interviewer commented the following about a candidate. “Well, I was sufficiently engaged and excited about her. I tend to believe that she projects more of a show off personality who may be frustrated if not openly recognized. I recommend that we talk about the other candidates”
Sometimes our language and means of communication may as well be portraying different things about us – some times unethical work behaviour. Below are some of the phrases, always meant for good, but behind which demeaning translations can be derived.
I am a go-getter. (Overly driven – the end justifies the means, dignity is no priority)
It is not strange to find me in the office on Sunday afternoon. (because the whole week you are on facebook)
I am a no nonsense person with respect to substandard work (no one can grow through your supervision)
At some point, I think, my supervisor became jealous of my performance. (You are a lone ranger who cares the least about other people’s levels of contention – all credit for yourself. You seem to be celebrating conflicts that favour your opinion)
I strictly abide by company’s regulations and no thing else. (Do you have an idea that many breakthroughs come from people thinking beyond the obvious?)
Next time you think of an creative way to market yourself or stronger means to project your disposition, think about alternative messages that this could send to the potential employer.

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS
November 11, 2011
15:23
Job Seeker With a Purpose - Some Insights
» ‎ Odegle Nyang

Jobs can only be as available as the industry demands. The industry may not be knowledgeable about its solutions and therefore some industry needs may not be reflected by the design of jobs being advertised. Many employers are still stuck with empirical job descriptions that do not embrace the required levels of competitiveness. It takes the job seeker to develop ability to challenge the market (not jobs) by growing their command of the market and developing strategies for pursuing such identified opportunities.
There are three levels of job seekers.
Level One – Elementary
They have no connection with the industry needs. All they know is that they have some training and skills that (they heard) the market requires. They will only respond to advertised jobs that correspond to titles that they are familiar with. Many times they will not read the job descriptions. When they come across opportunities, they will always wait to be led and unless someone else does something creative, they do not have a chance to identify new scopes. They are there to be directed and in their opinions, careers grow by the duration one takes on a job rather than what they do in such jobs. They are likely to pursue advanced training not on the basis of tangible skills that they want to acquire but on the perception they want the market to have on them or the potential material benefits that they stand to accrue on that basis.
Level Two – Intermediate
They have no connection with the industry needs beyond the jobs that they are suitable for. They are keen on job descriptions and the type of companies they want to work for – most often they prefer high end employers. They are clear of what it takes to get the job and deliver on the same. They are likely not to be creative beyond the circumstances of their current employers. They apply for advertised jobs or opportunities that are shared through the grape vine.
Level Three – High End
They have a good command of the market beyond the employers that they have worked for. They also have a good command of their career directions. They know what they are capable of, what they need to work on and the skills that the market requires both in the short and long term. They are able to develop position concepts that can lead to the creation of jobs that do not exist. They do not fear losing jobs – in fact they would rather have a job whose purpose they can identify with rather than one that they do not appreciate. They solve market challenges through their careers. They are choosy and have no problem being paid the right salary – they are very compelling. They may not necessarily be highly knowledgeable but they are serious thought leaders with structured problem solving abilities.

WHICH ONE ARE YOU?
careerpitch@gmail.com
November 10, 2011
8:25
Presentability and Other Risks in a Resume and Cover Letter
» ‎ Odegle Nyang

Its is common that many job seekers look forward to prospect employers reading through their CVs to establish what their true potentials are. The risk that many often do is to assume that none of the targeted attributes can be picked from the resume. Some of the very judgments that can come from perusing through ones CV without even reading the content are issues to do with language prowess, personality, sense of style, personal organization and resource management orientation. Below are some of the common aspects of judgment that a prospect employer may have.
§ The choice of fonts may distinguish between the extent of formality or otherwise. Some fonts are better reserved for entertainment posters. The same would apply to the choice of bullet types §The setting of your document and particularly the consistency of your spacing denting or even the variation in fonts may betray ones self proclaimed proficiency in computers. Worse than this, it may as well show such aspects like lack of organization and consistency. This may be very risky for such positions like Executive Assistant or Secretary to the Managing Director §Whereas many employers are keen to limit the number of pages in a CV, some candidates may stay within such limits but the utilization of space is questionable. The most common type of utilization is that in which the main contents are indented towards the extreme right side leaving a half a page for only headers and reference to dates. This may manifest itself as a potential lack of resource optimization skills or attributes §That recruiters are people with biases is not questionable. Some employers may ask for photos for applicants while other may not. A photo may attract a bias depending on the viewer’s inclinations. Hair styles, facial expressions or even personal grooming may attract the risk of subconscious bias.
With a CV or cover letter, first impressions really matter. Limit your risks and take every opportunity to impress the reader from the outward presentation.

careerpitch@gmail.com
November 09, 2011
8:44
A WINNING INTERVIEW MINDSET – MANAGERIAL LEVEL
» ‎ Odegle Nyang
Imagine having been put through a sequence of interviews towards getting into a leadership role in an organization. Sometimes one fails even to project what the next meeting with the Director is all about. All questions have been asked and there is nothing left to your imagination.
Sometimes some interviews are not intended to gauge what you can do but rather the mindset that you adopt in doing whatever you choose to do. Higher level positions are for thinkers, facilitators and analysts who doe not shy from giving way to opportunities and ideas that have not been envisaged. It is not easy to define the mindset of a departmental head or a CEO, but in terms of interviews one should project a personality that;
- Demonstrates focus on the strategic goals of an organization
- Cherishes delivering results through people as a leader, a facilitator or coordinator
- Who is consultative and empowers their supervisees and does not feel shy to have an alternative idea winning the day
- Cherishes a structured though process and does not feel embarrassed exposing their thought process in addressing an issue. Straight answers given in interview questions where there are variables to consider may go against this mindset. This is why answering questions by stating assumptions may sell at this level
- Demonstrates a balance between their areas of specialization and alternative wholesome management perspective
- Sees controversies, conflicts and disputes as realistic and reasonable challenges in any pursuit of an objective
- Does not become vulnerable to emotions, biases and opinions
- Questions issues from first principles and objectively puts trust on market best practice
- Demonstrates awareness of the current state of events and can project possible future developments.
These are aspects that may be picked out from the tone of speech or even answers related to case studies. They are aspects that once polished, a candidate does not need to overly prepare for the interview – instead, an interview becomes just an enjoyable sesson or perhaps even a chat.
Can your mindset, as evident from your presentation, win you a job – especially at a stage when all technical interview questions have been exhausted?
August 02, 2011
17:42
Kenyans 4 Kenya
» ‎ Odegle Nyang

Many Kenyans and Africans in the horn of Africa are facing severe famine due to drought. They need special food at the moment and not just the normal food we take in ordinary time. That is they need unimix and other nutrient rich clinically prepared food. You can be part of the solution by sending money through M-PESA PayBill number 111111 or to KCB Account Number 1133333338

Act now and chase the fox later. Many Kenyans and friends of Kenya are already doing it follow it all in twitter @kenyans4kenya
June 09, 2011
17:05
Great Cast no Story
» ‎ Odegle Nyang

It has been long since I last watched Heartstrings Ensemble on stage. I stopped being an ardent fan when their bedroom farces became repetitive and predictable. The same storyline in which cheating spouses end up meeting at the end was becoming a drag to me. I was absent for quite a while and when I last tried again, I found they had gotten quite a following and that time I missed a seat. All the shows that weekend were sold out both matinée and evening shows.

However one thing the directors are HE are good at is casting. They get some of the biggest talents in the city. This week they are running Churchil (Dan Ndambuki) concept 'play' called men are from Kenya women are from pluto'. The tittle is juicy and the Churchill brand sold this one so well that they had to do a rerun. However if you are a thespian or if you love the real theater then 'Men are from Kenya ... ' thing is a big waste of your valuable time. The man has cobbled up a few scenarios based largely on stand up comedy about Kenyans and their mannerisms. disjointed scenes with forced jokes about ocampo six, Sammy wanjiru , fuel shortage and anything imaginable in between. Larry Assego does himself a disservice talking funny internet collectibles as a break against darkness as the acts change. Just spitting all manner of nasty insults we only read in pun sites.

Bottom line its not a story, its not drama and there is nothing talking about why men are from Kenya and women are from Pluto. Its nothing you can define really and it took more than 2 hours. At the end I was more tired than entertained. But the cast are simply perfect putting their best into this. It just shows how hungry and full of talent Kenyan youth are for real shows. And this week I already have an invite to culture spills production in luo. I can imagine another empty script for they are still stuck with the predictable bedroom farces only that in luo they sound funnier and more novel. maybe just a few more before they become a drag too.
May 18, 2011
14:32
Google Chromebooks
» ‎ Odegle Nyang

This cloud based pc will hit the industry hard like a hammer in my view.
May 16, 2011
19:20
Michael Shikuku
» ‎ Odegle Nyang

Michael Shikuku is a young man of 16 years. He sat his KCPE last year and came tops at Uringi Primary School. Quite quick in Mathematics, English and Business studies, he has again topped his class at St. Mary's school Yala during at the end of the first term examinations. St. Mary's School Yala is one of THE schools in Siaya county , in Nyanza region and indeed in the country. Its a school full of history and promise. I remember that as a young man, I had dreamed of going through this school but had to settle for KB (dalawa) due to tough competition. It is therefore easy to understand why Shikuku's joy was great when he got the calling letter from the great school. One problem existed though, Shikuku had lost his dad when he was quite young and his mother, a frail looking, peasant with no formal education having been left with 4 children to bring up has reached the end of her tether. I met Shikuku last February when I had gone visiting in the village. And I met him due to his sheer determination to better his situation. He literaly smoked me out hoping and believing I could bail him out. The young man doesn't talk much but what he told me melted my heart.

First some background; Well Shikukus mother's only economic activity is crafting payrus reed mats. It a back breaking job that involves going to the nearby Raombo swamp, cutting down semi mature papyrus and spreading them to dry. You then make small ropes using sisal fibers and use the sisal fibre to 'saw' together the mats. The swamp itself is a very dangerous place since many African pythons live there as well as leopards which target the monkeys in the bushes around it. Each mat which takes about a day to finish would go for about 50 shillings.

So what melted my heart was that Shikuku's fees was about 34000, he was also required to carry with him 2 towels, a spoon, eating knife, a mattress, pair of shoes, pair of sports shoes, metal box, dictionary,scientific calculator (kids these days carry those to school! no more log tables) etc. not to mention a full school uniform which was to be bought in pairs for everything. the cost came to just over 10K shillings before you factor in pocket money. Now the young Shikuku had been accompanying his mum to the swamp and working his heart out and between the time he got his results and the time he was being called to join form one he had raised enough money to buy all those things required by the school. All he now needed was 34K for his first year in his dream school. That's where the A student wanted me to come in. A number of people often ask for support but I must say very few if any normally has a proposition as compelling as Shikuku's and so even though I was neither prepared nor ready I was won over. Now the hard part. Will I be able to sustain it for the next four years now that the fees keeps on going up? The Principal has already increased the second terms fees by 7000!
May 10, 2011
18:56
Marketing and Selling your Skills.
» ‎ Odegle Nyang

Last year I read a review about the brands that fill up our media year in year out. It emerged that they were some of the most recognised brands eg Safaricom, Raila Odinga, Mwai Kibaki, EABL, OMO, Coke etc. You would wonder why those very well recognized and loved brands would still care to spend so much money on advertising and product placement. You would ask why, if they were that good would they bother to spend so much. Well for the simple fact that competition is high and the field for selection is very wide. So it gets down to the basic question. If you all offer the same thing in terms of content, why should I choose you and not the other? The basics of human intelligence just goes down to presentation beauty, novelty, package etc. We do this with most other things. We even dress to kill in order to be ahead in the dating game, we apply make up and lotions etc.

What of the resume. For most professionals, the resume is often a quickly done just before the application. Sometimes its the same resume spammed to thousands of employers. And you cant blame them really. Most times they are professionals in their own fields, say IT, engineering, HR, Finance, name it but they are not resume writers. They are not skills or human resources marketers. No wonder no call ever comes. But not with everyone. Career Pitch (careerpitch@gmail.com ) headed by Mr. Charles Adhola has started a very targeted marketing and product placement specifically targeting professional skills. The company works closely with the professional and creates a customized CV and cover letter directly and accurately targeted at the exact job.
In fact they go further and try to bring out the whole person, market both the obvious and the hidden attributes. What the company would need now and what they would benefit from and which the professionals personality and traning provides.The whole thing actually includes Resume Review and Cover Letter Designs; Interview Drills/Preparations; Career Coaching; and design of relevant Career documents (application for salary review, promotions, conflict arbitration etc). Mr. Adhola even has two columns on Daily Nation - Get It Right on DN2 on Monday and Ask Charles on Friday.
In my view its just what the present busy and result focused professional needs for his career advancement. We seek professional help for such simple stuff as changing oil in a car, how much more do we need an expert to change careers and accelerate growth?!
April 29, 2011
12:23
Great Thoughts on Marriage
» ‎ Odegle Nyang

Recently when I 'stood' as best man for my long time friend in his wedding, I 'heard' something strikingly new about marriage. The priest preparing the couple for this age old life long commitment was using some really old statements but his way of expressing them and his explanation of those very plain words got me thinking and gave me an insight that I have not had all these many years of my existence. He indicated that when two people get married, they 'empty' themselves into each other and that is why no third person can come in since the two persons have already emptied or fused into each other. Tonight, while scouring the web for live stream on the most talked about wedding, I stumbled on these thoughts of The Arch Bishop of Canterbury on the institution of marriage of course based on William and Kate and I have been richly blessed by them. His thought and regard of marriage commitment as an aspect and sign of generosity is both novel and spot on at a time when the world is so obsessed with individualism.
April 08, 2011
14:19
Stop sending girls to Europe to be sexually used and abused
» ‎ Odegle Nyang

I read this from my friend Stephen Ogongos website. I feel we all need to be aware of this. I wonder whether the au pair thing also works this way
Stop sending girls to Europe to be sexually used and abused
March 30, 2011
9:21
Tumechukiwa!
» ‎ Odegle Nyang

Two days ago a young girl of about 18 confronted me during our market visit in Dar es Salaam and asked me why we Kenyans kill each other. She could not understand why 'mandugu wanaweza kugeukiana na kuuana' (that brothers could turn against each other and kill one another. She went on to say that in Tz, the worst their leaders did was to squander and steal but that they would never do such a thing as kill another Tzdian. She continued to say that for that we Kenyans 'wamechukiwa kweli humu Tanzania...' (we are despised and loathed!) The young girl was not letting me answer or get away, she told me that if she were born Kenyan she would never let anyone know she was a Kenyan. She would die of shame and self pity! And she could be right, we were shocked to discover that to visit any tourist site, the locals insisted on treating us like absolute foreigners while we could see clearly that other nationalities like Congolese and even Rwandese were being treated as locals. So we would pay like the Europeans or Asians e in the tours. Quite a lesson for me there.

anyway let me share with you this consoling video posted by my fb pal Ogongo after such a depressing talking to!
March 09, 2011
15:50
More Bragging rights!
» ‎ Odegle Nyang

Remember my post sometime ago about bright girls from challenged back ground? well the first such girl who we sponsored cleared her KCSE last year at Moi Girls Eldoret and the maiden scored a fantastic A plain! Am more than excited and this girl has given to us the best 'thank you' anyone can ever give in these circumstances. A plain was a great achievement. And now the next thing we are looking for opportunities for sponsorship in top universities both at home and abroad. Would you like to be part of this success and assist us in getting her admission to these Ivy league universities?
February 17, 2011
18:15
Are you the Next Kenyan?
» ‎ Odegle Nyang

A number of Kenyans have been shocking me and living outside of expectations of all and sundry. Baffling both friend as foe as our media puts it. Justice Waki really did shock me with what he did bearing in mind that he was a political appointee after all. Then came one Dr. PLO Lumumba, then Dr. Nyachae of CIC however the one man who keeps on insisting on working for the nation amid pressure , influence and threats and who keeps on baffling me is this Hon Marende!
January 24, 2011
14:41
Fun of History
» ‎ Odegle Nyang

When I was younger, or should I say young and in school I never like History as a subject of education. Or precisely I hated History. I never did well in it and I never enjoyed it. Our teachers for History were however quite good people very loving and supportive but the subject was just boring! I enjoyed working with figures, numbers and chemicals more. However these days I find myself being continuously intrigued by history especially of development, leadership, the church and so on. May be two great writers and thinkers have had something to do with this change of mind. After reading Leo Tolstoy's war and Peace sometimes in the nineties, Ken Follets Eye of the needle and Dangerous Fortune only made it better. Now I have just finished his epic Pillars of the Earth and I find myself even more interested in the earlier peoples lives.

However what this novel showed me more than anything else is the similarity of the European world in those days to what we observe these days in most parts of Africa. It seemed to answer my questions about lawlessness, respect, worship and generally peoples attitude towards hard work. All these short cuts tried out by most people in our land, the corruption, violence and rape all have a meaning and a reason. In fact recently during my visits to Europe, I was more drawn to historical sights such as the castles, the Kolner Dom (the most striking construction yet that I have seen), city of Trier, etc.

Study of history is a sweet thing. Maybe being examined in it is not since everyone of us picks a different thing from reading history.
January 17, 2011
10:55
Unacceptable!
» ‎ Odegle Nyang

I have no idea what this cop did but this is unacceptable to me whichever way I look at it. no one should beat a cop this way!
January 14, 2011
11:34
New Form 1 Selection
» ‎ Odegle Nyang

The businessmen are crying foul! The Minister Ongeri has just thrown a spanner to the works and disrupted their business plan by doing one simple thing: Changing the manner in which form 1 selection is done at least for National schools. The business of private schools is based on just one thing , national school enrollment. remove that from he equation and private schools become irrelevant.
Am sure the good minister knows that the better solution would have been to increase the number of chances in these top institutions. eg like it was suggested that every constituency puts up 2 centers of excellence. But the prof is cleverer than that. He still wants more top schools but not at the govts expense. By blocking most of these 'rich' kids from the national schools, parents will be forced to opt for top private schools. meaning more and better private high schools will have to be set up. Which in my view is good for business.
I think if Prof. Ongeris method is adopted, national schools will become less attractive as better equipped private high schools with better delivery will come up. Just like it has happened with early childhood education. Almost all parents take their kids to private schools at this level and they pay quite a tidy sum. Kids in some of those schools start learning primary school material way early and by the time they join class one they are miles ahead. the same may just happen with high schools.
In my opinion the ministers move is good and should be adopted.
January 11, 2011
16:12
My Blackberry is not Working - Hilarious
» ‎ Odegle Nyang
January 04, 2011
16:51
Happy New Year!
» ‎ Odegle Nyang

This year looks optimistic. Like the sages say siku njema huonekana asubuhi. This one sure does look promising. I hope no funny politician will rush in to spoil the party now that they are being hunted in every corner. I sure do hope that this once, Kenyans will not be drugged into ethnicity to defend thugs who lie to them that their ways benefit the whole tribe.

And I pray that Mr. Gbagbo really does get thrown out. It will be the best new years gift to Africa. Africa will have shown itself that bad leaders and losers must be shown the door. It will prove to us that no one is invincible. I also hope that the referendum in Sudan succeeds in creating a new Nation of the Southern Sudan people (cant they get a new name?) It will show the guys in the north that racial discrimination like annihilation is a very archaic practice and never works.

This is the year I hope old football rivalry between the revamped Ingwe and Gor Mahia will come a head. Ingwe should stop those leadership wrangles and concentrate on the pitch to get even more fans to the stadia. we want the passion, the fire the energy that exists when they play arch-rivals Gor. Already Sofapaka boss is making me real proud. I was happy when I heard him say he doesn't want excuses. The coaches ask for resources and good pay for players. He gives it so why are there no results! The non-performer was fired. Way to go Mr. President. I also hope finally those busy bodies of KFF will be defeated in the polls and no corrupt FIFA officials will conspire to keep them in office like they always do.

I hope the economy will expand even more. By 7% ? why not 10% ? If we moved from 2.6 to 5 why not from 6 to 10? Its possible. We just have to tone down political rhetoric and attract more innovation, creativity, business tourism, the works. But as far as business is concerned , am hoping that those ridiculous loterries on TV will fizzle out. They are not helping much by encouraging quick wins and a culture of gambling. Nations grow by the sweat of the brow not by peddling luck and chance to its citizens. Right now every channel seems to be promoting some funny get rich quick chance schemes. What of that ministers idea of organizing matatus into SACCOs? Good idea, just needs proper implementation. right now they are getting around it by registering fictitious SACCOs and companies. I hope they get a little more serious. public transport will work better if run by organized teams as opposed to individuals. It will be a good year if this is done.

Happy new year
December 30, 2010
9:52
While You Were Away, the Economy Expanded
» ‎ Odegle Nyang

They said it just before Christmas that the Kenyan economy had expanded by more than 6% for the last 3 months. A number of my friends were skeptical given that the previous months in the year hadn't been that good. What we had expected was maybe 2.5, 3% but 6?! That is almost equal to the magic year of 2007, the best and worst year in recent memory. But statistics also showed that even tourism arrivals were higher than even the best tourism year of 2007. Still most of us refused to believe doubting even the revised inflation measures that show us doing pretty good.

Maybe the main reason for our doubts is the fact that our own micro-home based economy actually shrunk! When the country was growing we must have been asleep. However whichever way you look at it, all indicators of improved financial situation in the beloved country abound. For how would you explain the fact that rents for residential houses in our neighborhood keep going up and also still finding takers. The place I moved to when rents were as low as 25K-30K a month now fetch anything between 45K and 50K. some landlords (and ladies) are even audacious enough to demand 60K for a 4 bedroom maisonette. Some say the expanded Red Cross offices with their new high class hotel in the neighborhood is to blame. In fact some house owners are now asking for rent in dollars. There is also a high influx of foreigners from neighboring countries Sudan and Somalia though.

But its not only in housing, even a visit to capital shopping center and even Nakumatt Mega reveals changed fortunes for most people. Strong cars with new plates dot the expansive parking on most days. Xmas day was another pointer. Most entertainment joints which had been a preserve of the upwardly mobile just a couple of years before are now everyones take as more people begin to afford the luxury. This time places like Village market, Panari sky centre, splash etc had so many people you would have thought it was free entrance! Uhuru park itself was full like gikomba with people looking for fun. Or is it the benefit of alcohol ban? But the rich have moved on and these days the in thing is full extended family mini camping. Some sharp Maasas have put up a brilliant day camp site on Kiserian - Isinya road. On an expansive 200 acre piece of rolling grass and wood land. You drive your family there in your new fuel guzzler, order enough goats to lose their lives and play hide and seek with your kids as you wait for the animals to be roasted on open fire. Its a perfect getaway. Most people are getting together say 3 or 4 families for a family or friends mini team building. The area also teams with wild herbivores eg zebras and impalas but those are not for roasting , sorry. Since its some distance from nairobi, it will take some time before all of us rush there and spoil your fun. By that time you shall have moved on again!
December 29, 2010
12:19
Being the Best, the Top, the First
» ‎ Odegle Nyang

Yesterday, the minister for education performed the annual ritual of announcing the best and the first among the top in KCPE. The very first exam that Kenyan children will use to determine their social status as adults. It showed like it always does just how competitive getting the national cake is becoming. Kids are working harder and smarter and the winner doesn't have much room. This time the top spot was occupied by two boys as was most other spots. In fact only 3 marks separate the very best and the the tenth kid! These kids have now been set on the path we all have traveled. That of fighting hard and smart for the little and diminishing world resources.

I hope though that they wont get into our madness of competition. Seemingly in this country people compete for everything from the great to the utterly mundane. Like on the road where drivers fight to be ahead whether they have right of way or not. All you have to do is force your bonnet ahead and block anyone else. Or the competition for entry into a packed football stadium.

Some other competition which I found bizarre was when census results were declared and people from various places started complaining that their numbers were not as suggested. They declared the census biased (or political as they say) Indeed our leaders often amuse me though when two aspects of competition are up. On the one hand they want their 'regions' to be declared among the wealthiest, with good education, infrastructure, health care etc because it shows the great leadership they have shown and provided for those areas. But on the other hand being declared thus means you get allocated less money for development, so the leaders go back to the press to state that their regions are the poorest etc. Its all about being the first and the top. Being the richest and poorest in equal measure!

But are the top guys having it nice and easy? A friend of mine who is a medical doctor by training and profession has decided to change her career because she says its a lie. She doesn't get the money and privilege she was promised. She had worked had , missed her holidays, play and party times to get the grades to first attend an 'ivy' league high school and then after take medicine in the university. Right now she says her age mates who took less prestigious courses are way ahead of her since for a medical doctor you need some more years of practice and more reading before money starts to know your GPS coordinate. well maybe her decision is also guided by the fact that she is a generation Y.

But thinking differently, I have always wanted to meet someone who attended St. Andrews Turi or anyone who took his kids there. If for nothing, just to satisfy a curiosity since I thought the school was ridiculously expensive. Well this past Saturday I did meet someone. A very kawaida someone! In fact we had a kawaida lunch at Galitos and he is not sending one kid there but 4 kids. They pay just about 0.5m per term per child aside from other requirements which go with your kids schooling in such an environment. And if going for an excursion in hells gate Naivasha was a game changer for me in high school, then for them its the grand canyon in the US! But then again they told me in Pembroke school, during visiting days, instead of top of the range four wheelers packed around the compound, its choppers of the parents who mostly reside at the coast. How is that for being at the top of the social stratum?
December 26, 2010
11:02
An M-PESA xmass
» ‎ Odegle Nyang

I have the beautiful privilege and fun to work on the world premier and only truly successful mobile money transfer system. Recently we went through one of the most organised, planned and best executed upgrade projects I have seen yet. Every little aspect was meticulously simulated, stress tested, measured, anticipated and planned for before we went 'live'. However we still faced a few teething problems upon execution showing just how complex this technology is.

However in all these and even though I have interacted a lot with users of this product,(am a heavy user myself) this xmass truly brought it home. Like the story of Google its clear that its mission is the focus as opposed to making money. Indeed every technology or product only begins to make sense if it first achieves its 'divine' mission before money making is considered. In fact if a piece of innovation achieves its mission money will come rushing in like waters of the Nile. This xmass has shown me just how central M-PESA has become to peoples lives in Kenya. Talking to one service provider of a top bank in the country, I learnt that most people who receive their salary in the bank immediately transfer it to their M-PESA accounts. This guy went to explain to me that if we dropped the ball for an instant, such people would not have their salary and therefore their xmass. Some people I understand have long stopped using their ATM cards. In fact some employers already even ditched the banks and are paying their salaries directly to the M-PESA accounts and last week, I got my notice from BAT asking for my updated contacts since they would like to start paying their dividends using M-PESA.

This xmass most acquaintances were not getting happy with a mere sms wishing them merry xmass and happy new year. It was better accompanied by an M-PESA message announcing the arrival of 2K here or 3K there.

Oh and I got this sms from a friend of mine and I must say its the most creative I received this time:

plz mpesa me urgently, Mary just delivered, Joseph is broke, we are at a field hospital and instead of pampers some 3 old men are bringing perfume!
December 23, 2010
10:38
Rafiki Kenya: Merry Christmas 2.0!
» ‎ Odegle Nyang

Rafiki Kenya: Merry Christmas 2.0!

Got this creative piece through rafiki Kenya. So beautiful
December 22, 2010
16:48
Talented Kenyans
» ‎ Odegle Nyang

I discovered last weekend that it has been long since I attended a wedding. Well at least not a live one since here in Kenya we have a choice (or none?) of watching weddings on TV every weekend. I had to attend this particular one since I was one of the singers during the mass. I was impressed to say the least. The style, the decor, the fashion of both the men and women was simple supa. The maids matched all the large clothes hung on the walls and they also had a hint of the men's suits. The choreography was splendid and the chick (soon to be turned into a wife) walked with purpose like they do in the cat walk.

However I found it funny that they had invited us to sing since our singing was constantly interrupted because "the couple had a special recorded music for this and that part" they even employed the services of some folk singers to sing real cultural sounds in mother tongue. The whole thing was a very well coordinated show and I give big thumb to the organizers.

One area though that I hope more Kenyans will become talented is in keeping time. For this ceremony, we had been told of starting at 9AM so I duly planned my rest of day to start at 11AM when I hoped the two lovers would have finished promising to be loyal and true to each other. However the groom didn't arrive until that very 11AM with a bonus 30 minutes on top. The bride delayed till 12:30PM then when she appeared she took a century to get out of the car after which the cat walk of her maids started to one slow music and her to another even slower music. My day was lost.

On another note, are men becoming women? These days I meet so many brothers in the kinyozi having their nails done and polished, hair dyed and decorated and all sorts of 'soft' treatments hitherto enjoyed only by the sisters. What is the motivation. I read one psychologists article that women aren't visual when it comes partner decision doesn't that mean that men's new obsession with grooming is all vanity?

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