Bauchi State Youth Awareness Forum For Democracy.

N-power Batch C
4 Things That Will Disqualify You From Being Enlisted.

4 things that can disqualify you from being enlisted into the N-power recruitment, such things can forfeit your right from gaining N-power job recruitment in Nigeria.

Here are the four things below:

(1). Fake documents:
All the applicants should please take note that the programme has zero tolerance for bringing fake documents, please don’t try to apply with any documents that are not yours, otherwise you will be eliminated during the physical screening and that would lead to disqualification.

(2). Failure to update and validate your BVN and credentials:
This is another problem many peoples are currently facing, many applicants are not aware that there is an online portal N-power launched to access all the applicants to login and updates their entire documents and take an online test which is 20 question, failure to do so can also forfeit your right from participating in N-power recruitment 2021.
www.nasims.gov.ng

3). Applicants who are gainfully employed:
We all know the goal of N-power is to provide some unemployed youths in Nigeria with relevant skills that would make them employable in our labor market or some certain skills they would use in creating work for themselves that is why we have some categories in N-power such as:
N- Teach,
N- Agro
N- Build.
That means those who are already gainfully employed in Nigeria are not part of N-power target.

4). Underage applicants:
The age bracket for N-power registration is for mainly youths which are from 18-35 years.
Any applicants who fall below or above the age bracket will be automatically being disqualified from the N-power enrolment.

Please kindly share this article to anyone you know that applied for N-power in order to keep them informed.

Home - NASIMS The central management system for the Federal Ministry of Humanitarian Affairs, Disaster Management and Social Development.

Experience barriers.
It is often assumed that more experience is always better.

In addition, certain types of experiences like attending certain schools or working in a particular profession tend to be valued more than others.
These values and assumptions privilege only certain types of experiences and they don’t leave room for young people. We need to recognize that young people do have valuable skills and knowledge and make room for different kinds and levels of experience.

This overemphasis on experience can affect recruiting, but it can also play out in meetings.
Here’s an example: A young person suggests an idea for a flyer design. Then, a more experienced group member has a different idea and adds, “I have many years of experience in publishing, so we should go with my idea.” This automatically dismisses the ideas and skills of young people and shuts them out of the conversation.
How could they possibly compete with someone that has many years of experience?

Possible solutions:

Aim to include people with a range of skills and knowledge in your group, instead of focusing only on those with many years of experience.

Acknowledge that young people do have knowledge and skills to contribute, even if they don’t have related professional experience.

Make it clear in a job description or in an invitation that young people are encouraged to apply or attend a meeting.

Be explicit that no experience is necessary to join, if that’s the case.

When people are in disagreement over an idea, allow each person to pitch it to the group and bring it to a vote, instead of allowing one person to dominate the conversation.

NHGital
AYABH