Natural Gas Units & Online Calculator
Contrary to popular opinion, gas is not generally sold per unit of volume, but rather per unit of energy that can be produced by burning the gas. End-use consumers of gas are interested in the heat energy that combusting the gas will generate. Since the heat energy of the gas is related to the relative proportion of “lighter” methane versus “heavier” ethane, propane, butane, pentane, and other components, heat energy is not a constant value between different gas sources.
The heat energy of a particular gas stream is measured by units of calorific value, which is defined by the number of heat units released when a unit volume of the gas burns. Typical units of calorific value are British thermal units (Btu), joules (J), and kilocalories (kcal).
Most industrial and residential customers receive gas via a pipeline connection and a gas meter that measures the volume of gas delivered. This volume measurement is subsequently converted, using the average calorific value per volume factor, into number of energy units consumed by the end user and multiplied by the price per unit of energy to determine the billed amount.
Worldwide, the cost of gas to the customer is commonly specified in dollars per British thermal unit. A British thermal unit is the energy required to raise the temperature of 1 pound of water by 1°F. For larger industrial customers, the abbreviations MBtu (thousand or 10x3 Btu) or MMBtu (million or 10x6 Btu) are more commonly used. In the United Kingdom, gas is charged to residential customers at a price per therm, which is equivalent to 100,000 Btu.
Gas volumes are usually measured in multiples of cubic feet (ft3) or cubic meters (m3). Gas reserves are expressed in billion cubic feet (bcf) (109), or trillion cubic feet (tcf) (10x12), or, in the case of countries using the metric system, billion cubic meters (bcm). Gas volume produced or consumed is often expressed in million cubic feet (MMcf), (10x6), and Mcf (thousand cubic feet). Gas volume can also be expressed in million cubic feet per day (MMcfd), sometimes written as MMscfd to denote standard conditions, and its metric counterpart, billion cubic meters per day (bcmd). (M is commonly used to designate 1,000, which is based on the Roman numeral system. Thus MM denotes 1,000 x 1,000, or 1 million (10x6). In the metric system, k also refers to 1,000. The energy industry uses both M and k. Some companies use the lower case m to denote 1,000; thus mmcfd would be equal to MMcfd.
As stated earlier, conversion from volume to energy requires knowledge of the average calorific value of the particular gas. Natural gas from different fields, and sometimes different reservoirs in the same field, can have different proportions of hydrocarbon components and thus varying calorific values. A factor of 1,000 Btu/ft3 is commonly used.
Crude oil has a calorific value of 5.4 MMBtu to 5.8 MMBtu per barrel (bbl) of oil, depending on the composition of the oil. It is often necessary and useful to convert gas volume into energy equivalent barrels of oil using barrel of oil equivalent (boe) units. This is commonly done when both oil and gas are found and produced in the same reservoir, making it easier to estimate the total reserves or production volumes.
Conversion Tools
Natural gas units can be confusing. To make conversions easier, Natgas.info has created an app for the iPhone/iPad as well as this online gas units converter.
To download the app, please go to itunes and search for GasUnits or click on link below:
To use the online converter tool below, first select the appropriate energy content per cubic feet of gas and per barrel of oil. If you do not know the exact factors to use, the factors 1 million Btu = 1000 cf and 1 barrel of oil equivalent = 5,800 cf is a common approximation.
Next, select whether the units to be converted are volumes (cubic feet, meters, etc) or rates (cubic feet per day) or end products (volumes of GTL or LNG liquids or watts of electricity). The first calculator is for volumes, and the second calculator can be used for rates and end products.
Lastly, pick the input units ("Units In"), enter the input value, and then pick the desired output unit ("Unit Out"). Click on "Calculate" to make the conversion.
formation of natural gas
Though there are differing theories on the origin of hydrocarbons, the organic theory is the more widely held and studied hypothesis.
Petroleum scientists are particularly interested in the association between hydrocarbons and sedimentary rocks. Sedimentary rocks (rocks formed from fragments of other rocks or chemically precipitated) are much more likely to have properties that allow hydrocarbons to generate, migrate, and be stored between their grains. Sedimentary rocks that accumulate in water-rich environments, such as lakes and oceans in particular, tend to preserve and generate hydrocarbons more efficiently Marine life, from the simplest plankton and single-celled life forms to the more complex crustaceans and fish species, contains carbon molecules. As these animals die and decay over millions of years, carbon molecules, through processes of heat and pressure, degrade into hydrocarbon compounds (see figure below). Sufficient volumes of accumulations may form oil and gas reservoirs over time.  Generally, the lower the temperature and shallower the depth, the heavier the hydrocarbon component formed. Though temperature is the critical factor, the amount of time that the organic material is exposed to heat and pressure is also an important factor in the production of hydrocarbons. These factors determine the relative amounts of natural gas versus oil that is found in a particular reservoir. The figure below shows the relationship between depth, temperature, and probable petroleum production.  Any sediment capable of becoming a source rock for oil may also produce gas. In this case, gas produced will be associated gas, occurring in the same reservoir and coexisting with crude oil. However, not all sediment capable of producing gas will also produce oil, leading to the huge reserves of nonassociated gas, or gas without oil, which is found in many parts of the world. Much like a kitchen sponge appears to be solid, but once it is squeezed, liquid drains out, rocks may appear solid, but contain liquids inside the void spaces between rock grains. A bucket of beach sand is another analogy. If a glass of water is poured onto the sand, the water appears to disappear into the sand. It actually fills the empty pore spaces between the individual sand grains. As more water is added, it continues to fill the entire pore space until there is no more empty space, forcing the water to overflow from the bucket. Oil and gas fill the pores of rocks in the same way as the water in the bucket. Imagine if two solid layers like the faces of a steel vise squeeze the bucket of sand. If the bucket is tightly packed with sand, the grain structure of the sand in the bucket prevents the bucket from deforming. If a hole is drilled through the steel faces of the vise, any liquid in the pores of the rock will squirt out. A well drilled into an oil or gas reservoir acts the same way. If the oil and gas reservoir pressure is higher than the pressure in the well, the hydrocarbon is forced to come out of the well. Gas traps Gas accumulates in a particular location if nature provides the following geologic conditions:
A classic gas trap is an anticlinal trap, as shown in below.  | ||
Petroleum and Natural Gas
Introduction to
Nonrenewable Resources
Energy is the ability to do work. Energy is needed to power cars and factories, heat schools and homes, refine metals, and make many of the things we take for granted. Wind, water, the sun, nuclear reaction, coal, petroleum, natural gas, gasohol, the tides, and geothermal steam are some of Earth's energy resources. Some of these resources are renewable, others are nonrenewable. Several of the nonrenewable energy sources are being rapidly exhausted.
Fossil Fuels
Coal Formation
Coal (Press the green button to see a diagram.)
Coal forms in swampy areas as the result of the decay of plants in the absence of oxygen. Biochemical changes produced by bacteria release oxygen and hydrogen and concentrate carbon. Coal goes through several changes during formation. With increased pressure and time, impurities and moisture are removed. In swamps where coal forms, other sediment, such as sand, clay, and silt, also is deposited. The weight of the sediment compresses the underlying organic matter. During this process, moisture and other materials are squeezed out, leaving a high carbon concentration.
Research Suggestion
Peat (Press the green button to see a photo)
The first stage in coal formation is material composed of about 75 to 90 percent water plus twigs, leaves, branches, and other plant debris. Although peat itself is not coal, it is an important fuel used in Ireland and the Soviet Union.
Lignite (Press the green button to see a photo)
The second stage of coal formation is brown coal composed of compressed woody matter that has lost most of its moisture. It is used for local fuels in homes and industry. Germany uses its lignite to provide synthetic petroleum.
Bituminous (Press the green button to see a photo)
The third stage of coal formation is a dense, dark, brittle material that has lost all its moisture and most other impurities. It is ignited easily by a flame. Although bituminous coal is an efficient heating material, it produces a smoky yellow flame, ash, and sulfur compounds when it is burned. Strict emission laws have limited the amount of pollutants industries can release when this coal is burned. Bituminous coal is mined throughout the United States with major fields in the Appalachians, the Great Plains, and the Colorado Plateau.
Anthracite (Press the green button to see a photo)
Anthracite, sometimes called "hard coal," is the final stage in coal formation. Lignite coal and bituminous coal are sedimentary rocks. Anthracite is a metamorphic rock. It is found only in areas of mountain building where heat and pressure were great. Anthracite is the cleanest of all coals with the least impurities because it is mostly carbon. It does not produce as much heat as bituminous coal, but it is preferred because it burns cleaner and longer. Anthracite fields occur in northeastern Pennsylvania, Great Britain, and parts of the Soviet Union.
TOP
Fossil Fuels
Petroleum and Natural Gas
Petroleum, or crude oil, and natural gas are important hydrocarbons that are found in nature within pores and fractures of rocks. Oil and gas form over millions of years as the result of the decay of marine organisms. These organisms die and collect on the ocean floor. Sediments such as clay and mud are deposited above these organisms. During burial and compaction, the organic matter becomes heated. Hydrocarbons are formed and are forced out of the source rock into permeable beds such as sandstone.
Because oil and gas are not very dense, they migrate upward through the water-saturated rock layers. In some cases, this movement is stopped by overlying impermeable layers of rock such as shale or rock salt and the hydrocarbons are trapped. Then, the oil and natural gas form a reservoir in the porous rock. This type of hydrocarbon accumulation requires a source rock, a reservoir rock, and a cap rock. Most of the world's reservoirs are in sandstone, limestone, and dolomites. Structural traps are related to folds, faults, or salt domes. When an anticline fold that contains hydrocarbons is drilled, the first material encountered is usually natural gas. This gas often is underlain by oil due to density differences. Water is the densest fluid and is found at the bottom of a reservoir.
Natural gas was once burned at wells as waste. Now natural gas is a very important fuel because it is the easiest fossil fuel to transport and the cleanest to burn. Although natural gas often occurs with oil, some fields produce only natural gas. Both natural gas and oil supplies are limited, and the cost of using these fuels is rapidly increasing. Every person in the United States uses the equivalent of a barrel of oil every six days, and much of this oil must be imported from the Middle East. In fact, in 1985 the United States imported about seven million barrels of oil each day. Before 1970, a barrel of oil cost $3.00. In 1973-74, the Arab oil embargo caused the price to raise to $12.00 per barrel. In 1985, the price of one barrel was $27.00. (These statistics change and students need to research what it is at the present time.)
Secondary recovery methods can be used to increase the amount of crude oil that can be pumped from wells. Presently only about 30 percent of the crude oil in a well can be recovered. However, as oil reserves dwindle, steam, carbon dioxide, and detergents can be used to force out the heavy oil that normally cannot be pumped. Because oil and natural gas are nonrenewable natural resources, each person must take an active part in the conservation of these valuable energy sources. Carpooling, fuel-efficient cars and furnaces, and the lowering of home thermostats during the winter are just a few examples of energy-saving measures. How can you assure adequate supplies of oil and gas for the future?
Nonrenewable Resources
Energy is the ability to do work. Energy is needed to power cars and factories, heat schools and homes, refine metals, and make many of the things we take for granted. Wind, water, the sun, nuclear reaction, coal, petroleum, natural gas, gasohol, the tides, and geothermal steam are some of Earth's energy resources. Some of these resources are renewable, others are nonrenewable. Several of the nonrenewable energy sources are being rapidly exhausted.
Fossil Fuels
Coal Formation
Coal (Press the green button to see a diagram.)
Coal forms in swampy areas as the result of the decay of plants in the absence of oxygen. Biochemical changes produced by bacteria release oxygen and hydrogen and concentrate carbon. Coal goes through several changes during formation. With increased pressure and time, impurities and moisture are removed. In swamps where coal forms, other sediment, such as sand, clay, and silt, also is deposited. The weight of the sediment compresses the underlying organic matter. During this process, moisture and other materials are squeezed out, leaving a high carbon concentration.
Research Suggestion
Peat (Press the green button to see a photo)
The first stage in coal formation is material composed of about 75 to 90 percent water plus twigs, leaves, branches, and other plant debris. Although peat itself is not coal, it is an important fuel used in Ireland and the Soviet Union.
Lignite (Press the green button to see a photo)
The second stage of coal formation is brown coal composed of compressed woody matter that has lost most of its moisture. It is used for local fuels in homes and industry. Germany uses its lignite to provide synthetic petroleum.
Bituminous (Press the green button to see a photo)
The third stage of coal formation is a dense, dark, brittle material that has lost all its moisture and most other impurities. It is ignited easily by a flame. Although bituminous coal is an efficient heating material, it produces a smoky yellow flame, ash, and sulfur compounds when it is burned. Strict emission laws have limited the amount of pollutants industries can release when this coal is burned. Bituminous coal is mined throughout the United States with major fields in the Appalachians, the Great Plains, and the Colorado Plateau.
Anthracite (Press the green button to see a photo)
Anthracite, sometimes called "hard coal," is the final stage in coal formation. Lignite coal and bituminous coal are sedimentary rocks. Anthracite is a metamorphic rock. It is found only in areas of mountain building where heat and pressure were great. Anthracite is the cleanest of all coals with the least impurities because it is mostly carbon. It does not produce as much heat as bituminous coal, but it is preferred because it burns cleaner and longer. Anthracite fields occur in northeastern Pennsylvania, Great Britain, and parts of the Soviet Union.
TOP
Fossil Fuels
Petroleum and Natural Gas
Petroleum, or crude oil, and natural gas are important hydrocarbons that are found in nature within pores and fractures of rocks. Oil and gas form over millions of years as the result of the decay of marine organisms. These organisms die and collect on the ocean floor. Sediments such as clay and mud are deposited above these organisms. During burial and compaction, the organic matter becomes heated. Hydrocarbons are formed and are forced out of the source rock into permeable beds such as sandstone.
Because oil and gas are not very dense, they migrate upward through the water-saturated rock layers. In some cases, this movement is stopped by overlying impermeable layers of rock such as shale or rock salt and the hydrocarbons are trapped. Then, the oil and natural gas form a reservoir in the porous rock. This type of hydrocarbon accumulation requires a source rock, a reservoir rock, and a cap rock. Most of the world's reservoirs are in sandstone, limestone, and dolomites. Structural traps are related to folds, faults, or salt domes. When an anticline fold that contains hydrocarbons is drilled, the first material encountered is usually natural gas. This gas often is underlain by oil due to density differences. Water is the densest fluid and is found at the bottom of a reservoir.
Natural gas was once burned at wells as waste. Now natural gas is a very important fuel because it is the easiest fossil fuel to transport and the cleanest to burn. Although natural gas often occurs with oil, some fields produce only natural gas. Both natural gas and oil supplies are limited, and the cost of using these fuels is rapidly increasing. Every person in the United States uses the equivalent of a barrel of oil every six days, and much of this oil must be imported from the Middle East. In fact, in 1985 the United States imported about seven million barrels of oil each day. Before 1970, a barrel of oil cost $3.00. In 1973-74, the Arab oil embargo caused the price to raise to $12.00 per barrel. In 1985, the price of one barrel was $27.00. (These statistics change and students need to research what it is at the present time.)
Secondary recovery methods can be used to increase the amount of crude oil that can be pumped from wells. Presently only about 30 percent of the crude oil in a well can be recovered. However, as oil reserves dwindle, steam, carbon dioxide, and detergents can be used to force out the heavy oil that normally cannot be pumped. Because oil and natural gas are nonrenewable natural resources, each person must take an active part in the conservation of these valuable energy sources. Carpooling, fuel-efficient cars and furnaces, and the lowering of home thermostats during the winter are just a few examples of energy-saving measures. How can you assure adequate supplies of oil and gas for the future?
Lobbyists and their Employers Spent $488,296 to Entertain, Influence Legislators in 2013
Blogger's Note: Here's some information I collected from the New Mexico Secretary of State's Office for NM Common Cause. It's a small piece of the work I'm doing, along with interns Jarrett Hines-Kay and Jonas Armstrong, for a forthcoming Common Cause report on lobbyists.
New Mexico lobbyists and their employers spent $488,296.74 to influence, entertain and feed New Mexico legislators, according to reports filed since January with the Secretary of State’s Office. The amount does not include campaign contributions, which are banned during the session.
The largest spenders among the lobbyists were:
•George Brooks, lobbyist for Ski New Mexico Inc, who gave out $27,750 worth of ski passes to 111 legislators and other officials
•Michael Bowen, lobbyist for the NM Mining Association, who hosted a $20,954.68 dinner for legislators at the Santa Fe Hilton on behalf of that group and spent $2,500 for the 100 Bill Party at the Santa Fe Convention Center
•Steven Henke, lobbyist for the NM Oil and Gas Association, who hosted a $17,638 dinner for legislators at the Bull Ring
•Scott Scanlan, lobbyist for 24 clients including Altria Tobacco, BHP Billiton Oil, Sunland Track and a number of cities, who spent $11,892.30 on meals, beverages at special events for legislators and their staffs at the Coyote Café, Restaurant Martin, Vanessie and the Bull Ring
•Art Hull, lobbyist for 15 clients including PNM, Devon Energy, Glaxo Smith Kline pharmaceuticals and Fidelity Investments, who spent $10,502 for meals and other events at various locations “to inform and discuss concerns with elected officials.” (No specific legislators or clients were disclosed)
•John Christopher, lobbyist for Comcast Cable Corporation, who spent $10,277 for a dinner “for all Senators and Representatives” at Restaurant Martin
The largest spenders among lobbyists’ clients were:
•The Center for Civic Policy, which spent $29,574 on mailers, phone banks and radio ads
•The NM Golf Tourism Alliance, which spent $28,500 on golf passes for legislators
•The University of NM, which spent $20,643 including $12,042 for a UNM Alumni Assoc. reception for legislators at La Fonda; $1470.17 for basketball jerseys for senators in the House Senate charity basketball game, and $4,311.39 for “education/advancement/goodwill/hospitality” to various legislators
•Presbyterian Health Plan, which spent $11,137 on its annual appreciation dinner for legislators at La Posada
•The Baptist Convention of NM, which spent $7,822-- $4422.04 on a prayer breakfast for legislators and $3,400 on gifts to New Mexico legislators (recipients and amounts unspecified)
•The Conservation Voters of New Mexico, which spent $4,710 on a legislative reception for all legislators at the Rio Chama
The New Mexico Gift Act, passed in 2007, bans lobbyist gifts of more than $250 to individual legislators and gifts of an aggregate value of $1,000 to any one legislator during any one calendar year.
Data collection was difficult because lobbyists often report only aggregate expenditures and do not report on whose behalf the expenditures were made or the specific actions being lobbied.
What Recruiters Look For in Candidates. {Twitter Tuesday Recap}
What Recruiters Look For in Candidates. {Twitter Tuesday Recap}
Jobseekers are constantly perplexed with their inability to thrive in the present day economy; with slim chances for job opportunities and the surge in demand for experienced/qualified candidates. This has raised lingering questions in the minds of jobseekers as to what employers really look for in candidates. We invited a recruiting expert to proffer some solutions to this problem.
If you are new to this, Twitter Tuesday is a 2-hour session where jobseekers, employers and career professionals alike all convene to share ideas, ask questions, build professional networks and open up their world to new insights and opportunities. Twitter Tuesday has hosted professionals like Tosyn Bucknor, Tolu Ogunlesi and Oluyemi Oloyede; going by the name, it happens on Twitter every Tuesday between 2pm and 4pm. We hosted Gideon Bello, a customer service and recruiting expert, in our last Twitter session to share insights on what recruiters look for in candidates.
See Excerpts below:
Jobberman: Why do you think jobseekers find it difficult to get jobs?
Gideon Bello: Well, first of all, it depends on whether the person is right for the job. I am not sure I’ll hire someone who can’t deliver. So that’s basic before you go into any interview, presentation etc.
Jobberman: How do you ascertain that a person can deliver?
Gideon Bello: This is a major problem because too many people today apply for jobs they are not qualified for. Then we have the interview proper. If you can get to this stage, I don’t see why you should not get a job.
Yhuniq Nse (participant): What are employers looking for?
Gideon Bello: Employers know what the job entails and so make efforts to get the right person for the task. Like I mentioned earlier, I need to be sure the person can deliver. One of the worst things that can happen in an organisation is to hire the wrong person and turnover is quite expensive so recruiters try to get good hands for any open role.
Obadafidii|Loran (participant): Would you grant an interview to a seeker based on vocational skills only?
Gideon Bello: Yes, but the candidate must be able to prove this. We(recruiters) are not easily swayed with words and trust me, I’ve heard so many sweet talks that didn’t add up.
Gerrard Bonaven (participant): What are the major qualities employers look out for in candidates?
Gideon Bello:The quality of your CV goes a long way in determining whether you are a good fit for the job. Your CV speaks for you on whatever desks it lands. If you can get an interview with a good CV then you only need to wrap some confidence around you to ace the interview. There is no point being an MBA holder and still find it a hard task relating with people.
John Chuks: Why do employers always demand 3-5 years of working experience? How can fresh graduates get jobs?
Gideon Bello: Most employers like humans want ready products; fresh graduates need to undergo trainings. Training costs money, there are a few organisations that want fresh graduates though. Check out these fresh graduate jobs on Jobberman.
Seun Oremade: Why do some employers prefer BSc to HND Holders and why are some selective about the University attended?
Gideon Bello: Only a handful of employers are particular about university attended and if you’ll know, there are employers who prefer HND Holders to BSc holders.
Essyooo (participant): What happens to applicants who have potentials and are fit for the job but lack the required years of experience?
Gideon Bello: I always advise fresh graduates to ensure they are engaged in any job they find doing even though the salary is not mouth-watering. This allows you gain the right experience; something you can’t buy in the market. The experience garnered by far beats whatever salary you get or expect. So go for the experience, get your valuable self out by pitching to potential employers and let them beat a path to your door.
Gerrard Bonaven: What can a jobseeker do to match up the standard needed by employers?
Gideon Bello: There are so many things you can do; get trainings, do your professional examinations, go for seminars.
Inionbong Samuel (participant): Would you advise tailoring your CV to show only skills set and experience as required in a job ad?
Gideon Bello: Your CV must always show that you have the skills for the job. Although you should be able to defend this at the interview.
Gideon Bello: Key takeaway – The following features are needed in a good CV; contact details, career objectives, core competencies, educational qualifications. Include a cover letter to pitch relevant details in your CV to employers. Your CV must be updated, with relevant experience and must qualify for the position.
Excerpt edited and condensed for reader suitability. Read full interview here.
Gideon Bello is a Customer Service expert and consultant; he currently heads the Telesales Unit at Jobberman. Follow Gideon Bello on Twitter @gob27.
Follow us on Twitter @JobbermanDotCom and join us next week Tuesday with your questions using the hashtag #jobbermantips.
Remember, your career is our job.
Jobseekers are constantly perplexed with their inability to thrive in the present day economy; with slim chances for job opportunities and the surge in demand for experienced/qualified candidates. This has raised lingering questions in the minds of jobseekers as to what employers really look for in candidates. We invited a recruiting expert to proffer some solutions to this problem.
If you are new to this, Twitter Tuesday is a 2-hour session where jobseekers, employers and career professionals alike all convene to share ideas, ask questions, build professional networks and open up their world to new insights and opportunities. Twitter Tuesday has hosted professionals like Tosyn Bucknor, Tolu Ogunlesi and Oluyemi Oloyede; going by the name, it happens on Twitter every Tuesday between 2pm and 4pm. We hosted Gideon Bello, a customer service and recruiting expert, in our last Twitter session to share insights on what recruiters look for in candidates.
See Excerpts below:
Jobberman: Why do you think jobseekers find it difficult to get jobs?
Gideon Bello: Well, first of all, it depends on whether the person is right for the job. I am not sure I’ll hire someone who can’t deliver. So that’s basic before you go into any interview, presentation etc.
Jobberman: How do you ascertain that a person can deliver?
Gideon Bello: This is a major problem because too many people today apply for jobs they are not qualified for. Then we have the interview proper. If you can get to this stage, I don’t see why you should not get a job.
Yhuniq Nse (participant): What are employers looking for?
Gideon Bello: Employers know what the job entails and so make efforts to get the right person for the task. Like I mentioned earlier, I need to be sure the person can deliver. One of the worst things that can happen in an organisation is to hire the wrong person and turnover is quite expensive so recruiters try to get good hands for any open role.
Obadafidii|Loran (participant): Would you grant an interview to a seeker based on vocational skills only?
Gideon Bello: Yes, but the candidate must be able to prove this. We(recruiters) are not easily swayed with words and trust me, I’ve heard so many sweet talks that didn’t add up.
Gerrard Bonaven (participant): What are the major qualities employers look out for in candidates?
Gideon Bello:The quality of your CV goes a long way in determining whether you are a good fit for the job. Your CV speaks for you on whatever desks it lands. If you can get an interview with a good CV then you only need to wrap some confidence around you to ace the interview. There is no point being an MBA holder and still find it a hard task relating with people.
John Chuks: Why do employers always demand 3-5 years of working experience? How can fresh graduates get jobs?
Gideon Bello: Most employers like humans want ready products; fresh graduates need to undergo trainings. Training costs money, there are a few organisations that want fresh graduates though. Check out these fresh graduate jobs on Jobberman.
Seun Oremade: Why do some employers prefer BSc to HND Holders and why are some selective about the University attended?
Gideon Bello: Only a handful of employers are particular about university attended and if you’ll know, there are employers who prefer HND Holders to BSc holders.
Essyooo (participant): What happens to applicants who have potentials and are fit for the job but lack the required years of experience?
Gideon Bello: I always advise fresh graduates to ensure they are engaged in any job they find doing even though the salary is not mouth-watering. This allows you gain the right experience; something you can’t buy in the market. The experience garnered by far beats whatever salary you get or expect. So go for the experience, get your valuable self out by pitching to potential employers and let them beat a path to your door.
Gerrard Bonaven: What can a jobseeker do to match up the standard needed by employers?
Gideon Bello: There are so many things you can do; get trainings, do your professional examinations, go for seminars.
Inionbong Samuel (participant): Would you advise tailoring your CV to show only skills set and experience as required in a job ad?
Gideon Bello: Your CV must always show that you have the skills for the job. Although you should be able to defend this at the interview.
Gideon Bello: Key takeaway – The following features are needed in a good CV; contact details, career objectives, core competencies, educational qualifications. Include a cover letter to pitch relevant details in your CV to employers. Your CV must be updated, with relevant experience and must qualify for the position.
Excerpt edited and condensed for reader suitability. Read full interview here.
Gideon Bello is a Customer Service expert and consultant; he currently heads the Telesales Unit at Jobberman. Follow Gideon Bello on Twitter @gob27.
Follow us on Twitter @JobbermanDotCom and join us next week Tuesday with your questions using the hashtag #jobbermantips.
Remember, your career is our job.
5 Facts Recruiters are Keeping From You.
As a talent strategy consultant and career coach, I tell clients all the time: “I get the other side of the equation.” Companies like that I am coaching jobseekers, and jobseekers like that I consult with talent acquisition teams at companies. Having a foot in both worlds means I don’t forget what it’s like on both sides of the aisle. It’s like recruiting bipartisanship. But every once in a while, I take sides. And jobseekers, this is for you.There are a million nuances to being a recruiter–like many jobs, to an outsider it may seem straightforward. But there are multiple stakeholders, laws and budgets vying for attention that make it really difficult sometimes. And the more you know and understand, the more effective you’ll be. Recruiters may not want you to know their secrets but here are five tips to help you get both feet in the door and the attention of a recruiter. You’ll thank me now. They’ll thank me later.
1) An important part of the job is inside sales
Like any job, recruiters are measured, evaluated and lauded (or not) based on how well they perform. But it’s often with strange (to you) metrics; like time to fill, or percentage of job postings (called requisitions) that have closed. More rarely are they measured on quality of hire (i.e., how well you’re performing a year after you’re hired.) This means recruiters are biased towards selling candidates to the hiring manager. Hard. They want that job to close fast. So make it easy on them to sell you.
Bottom line: Don’t assume they’ll figure out your skills are transferable. Apply for jobs where you’re clearly a fit and supplement any networking, cover letters, and phone screens with clear examples they can turn around and use. One time a candidate had a unique technical skill so he called to explain why it mattered in our business. I loved that.
2) Weird behaviour makes recruiters nervous
Being on the phone all day can make a recruiter crazy. That means in between interviews, sourcing calls and offer deliveries, they’re sharing tales of insanity–odd calls, strange answers to interview questions, and tales of incredulity (such as: “Why did this guy apply to three different jobs? Doesn’t he know I can see them all?”) There’s nothing wrong with getting a recruiter’s attention, but if you cross a line, they will ignore you. It’s JUST like dating. Say “I love you” too soon, call too many times in a row, or try too hard and you’re out.
Bottom line: Make an effort to get noticed but don’t border on pathetic. Follow-up and check on your candidacy but don’t call every day or start sending LinkedIn invitations to the entire team. If it feels strange, don’t do it. Making the recruiter nervous is a reason for them to focus on someone else. I once had a candidate email me every day. Stalker–you’re out.
3) Sometimes it’s a risky venture
A recruiter typically has a collection of requisitions she is responsible for. In most companies, it’s usually an unmanageable number (at least to the recruiter). So in the morning; she may come in, open her ATS (applicant tracking system) and start looking at what resumes came in for what position (requisition) overnight. She’s human, so while scanning resumes, she might be distracted by her boss popping in, a tweet or a phone call. That means some resumes get the six-second glance, some get 30. There’s no guarantee of fairness–it’s absolutely impossible. And if she already has enough candidates interviewing, she might barely glance, if at all, at new resumes.
Bottom line: Sometimes it’s a crapshoot. You might feel like you’re a perfect fit for the job, but the timing of when you apply or simply how busy the recruiter is that day could determine your fate. That’s where networking comes in. Never apply for a job cold. Make a connection in the organisation first that can check up on your candidacy with the recruiter. Depending on where she is in the process you might not get a fair shake, but at least you’ll be in the know. As a recruiter, I could ignore resumes in my ATS queue but I couldn’t ignore a colleague at my door asking about a referral.
4) They influence but rarely, if ever, decide…
A hiring decision usually comes from the hiring manager. It may even have to be approved by his boss. But the recruiter doesn’t decide. She will contribute to the discussion and provide opinions on interactions with candidates. She’ll provide context like salary ranges, or market analyses, but she won’t decide.
Bottom line: Don’t rely on the recruiter throughout the entire process. Figure out who else is important in the decision-making process and build relationships. Send follow-up emails that show you did your research and take them up on the offer to ask additional questions. Just don’t go overboard. Weird behavior makes hiring managers nervous too. (See #2).
5) …but they have a tremendous amount of insider information.
Recruiters know what the hiring managers are like, what matters most to them and what interview strategies succeed. So don’t ignore them. It’s really important to have the recruiter on your side. You want to make their job easier and set them up for success. In turn, the recruiter can share that valuable insider information if you just ask: “As I prepare for the interview later this week, any suggestions you have on what matters to the hiring manager are greatly appreciated–I really value your advice.” The worst they can say is no.
Bottom line: A strong relationship with the recruiter is part of the equation. Recognize that she’s busy and may have a million priorities (while the job you want is your only one right now). Respect her time and help her help you. In return, she may help you prepare, understand and strengthen your candidacy over others who don’t even bother to ask or care. As a recruiter I often felt under-appreciated. Thanks from a candidate and recognition that I played an important role in the process went a long way.
1) An important part of the job is inside sales
Like any job, recruiters are measured, evaluated and lauded (or not) based on how well they perform. But it’s often with strange (to you) metrics; like time to fill, or percentage of job postings (called requisitions) that have closed. More rarely are they measured on quality of hire (i.e., how well you’re performing a year after you’re hired.) This means recruiters are biased towards selling candidates to the hiring manager. Hard. They want that job to close fast. So make it easy on them to sell you.
Bottom line: Don’t assume they’ll figure out your skills are transferable. Apply for jobs where you’re clearly a fit and supplement any networking, cover letters, and phone screens with clear examples they can turn around and use. One time a candidate had a unique technical skill so he called to explain why it mattered in our business. I loved that.
2) Weird behaviour makes recruiters nervous
Being on the phone all day can make a recruiter crazy. That means in between interviews, sourcing calls and offer deliveries, they’re sharing tales of insanity–odd calls, strange answers to interview questions, and tales of incredulity (such as: “Why did this guy apply to three different jobs? Doesn’t he know I can see them all?”) There’s nothing wrong with getting a recruiter’s attention, but if you cross a line, they will ignore you. It’s JUST like dating. Say “I love you” too soon, call too many times in a row, or try too hard and you’re out.
Bottom line: Make an effort to get noticed but don’t border on pathetic. Follow-up and check on your candidacy but don’t call every day or start sending LinkedIn invitations to the entire team. If it feels strange, don’t do it. Making the recruiter nervous is a reason for them to focus on someone else. I once had a candidate email me every day. Stalker–you’re out.
3) Sometimes it’s a risky venture
A recruiter typically has a collection of requisitions she is responsible for. In most companies, it’s usually an unmanageable number (at least to the recruiter). So in the morning; she may come in, open her ATS (applicant tracking system) and start looking at what resumes came in for what position (requisition) overnight. She’s human, so while scanning resumes, she might be distracted by her boss popping in, a tweet or a phone call. That means some resumes get the six-second glance, some get 30. There’s no guarantee of fairness–it’s absolutely impossible. And if she already has enough candidates interviewing, she might barely glance, if at all, at new resumes.
Bottom line: Sometimes it’s a crapshoot. You might feel like you’re a perfect fit for the job, but the timing of when you apply or simply how busy the recruiter is that day could determine your fate. That’s where networking comes in. Never apply for a job cold. Make a connection in the organisation first that can check up on your candidacy with the recruiter. Depending on where she is in the process you might not get a fair shake, but at least you’ll be in the know. As a recruiter, I could ignore resumes in my ATS queue but I couldn’t ignore a colleague at my door asking about a referral.
4) They influence but rarely, if ever, decide…
A hiring decision usually comes from the hiring manager. It may even have to be approved by his boss. But the recruiter doesn’t decide. She will contribute to the discussion and provide opinions on interactions with candidates. She’ll provide context like salary ranges, or market analyses, but she won’t decide.
Bottom line: Don’t rely on the recruiter throughout the entire process. Figure out who else is important in the decision-making process and build relationships. Send follow-up emails that show you did your research and take them up on the offer to ask additional questions. Just don’t go overboard. Weird behavior makes hiring managers nervous too. (See #2).
5) …but they have a tremendous amount of insider information.
Recruiters know what the hiring managers are like, what matters most to them and what interview strategies succeed. So don’t ignore them. It’s really important to have the recruiter on your side. You want to make their job easier and set them up for success. In turn, the recruiter can share that valuable insider information if you just ask: “As I prepare for the interview later this week, any suggestions you have on what matters to the hiring manager are greatly appreciated–I really value your advice.” The worst they can say is no.
Bottom line: A strong relationship with the recruiter is part of the equation. Recognize that she’s busy and may have a million priorities (while the job you want is your only one right now). Respect her time and help her help you. In return, she may help you prepare, understand and strengthen your candidacy over others who don’t even bother to ask or care. As a recruiter I often felt under-appreciated. Thanks from a candidate and recognition that I played an important role in the process went a long way.
50 Funny But True Resume Mistakes You Want to Avoid.
50 Funny But True Resume Mistakes You Want to Avoid.
In your job-search, it’s easy to buy into your own delusion that a “funky” resume filled with supposed work-jokes will stand you out from the pack and get you the job faster, or that employers are too busy to notice those tiny errors scattered all over your resume. These 50 resume bloopers are a fraction of what employers find in applicants’ resumes; from typographical errors to downright stupid statements. Perhaps you’ll find a reason to proofread your resume properly before forwarding it to any employer.
50. Experience: “Demonstrated ability in multi-tasting.”
49. Objective: “So one of the main things for me is, as the movie ‘Jerry McGuire’ puts it, ‘Show me the money!’”
48. Skills: “I can type without looking at thekeyboard.”
47. Qualifications: “Twin sister has accounting degree.”
46. Salary desired: “Starting over due to recent bankruptcies. Need large bonus when starting job.”
45. Objective: “What I’m looking for in a job: #1) Money #2) Money #3) Money.”
Source: Corbis
44. Experience: “I was brought in as a turnaround consultant to help turn the company around.”
43. Objective: “I am anxious to use my exiting skills.”
42. Experience: “My father is a computer programmer, so I have 15 years of computer experience.”
41. “Directed $25 million anal shipping and receiving operations.”
40. Hobbies: “Mushroom hunting.”
39. Objective: “To hopefully associate with a millionaire one day.”
38. “Revolved customer problems and inquiries.”
37. “Consistently tanked as top sales producer for new accounts.”
36. Applicant submitted nine-page cover letter accompanied by a four-page résumé.
35. A resume was printed on the back of the person’s current employer’s letterhead.
34. A candidate listed her e-mail address as pornstardelight@*****.com
33. Candidate explained a gap in employment by saying it was because he was getting over the death of his cat for three months.
32. One applicant tried to make an impression by using four different fonts, three ink colors and a variety of highlighting options on her résumé
31. Cleaning skills: “bleaching, pot washing, window cleaning, mopping, e.t.c”
30. “I’m intrested to here more about that. I’m working today in a furniture factory as a drawer”
29. “I belive that weakness is the first level of strength, given the right attitude and driving force. My school advised me to fix my punctuality…”
28. Hobbies: “Drugs and girls”
27. ”Work experience: “Responsibilities included checking customers out.”
26. “Skills: Strong Work Ethic, Attention to Detail, Team Player, Self Motivated, Attention to Detail”
25. “Planned new corporate facility at $3 million over budget.
24. “Seeking a party-time position with potential for advancement.”
23. “Instrumental in ruining entire operation for a Midwest chain store.”
22. Interests: “Gossiping.”
21. Experience: “Demonstrated ability in multi-tasting.”
20. Reason for leaving: “I thought the world was coming to an end.”
19. Qualifications: “I have guts, drive, ambition and heart, which is probably more than a lot of the drones that you have working for you.”
18. Skills: “Written communication = 3 years; verbal communication = 5 years.”
17. Salary requirements: “The higher the better.”
16. Objective: “To become Overlord of the Galaxy!”
15. Resume: “Spent several years in the United States Navel Reserve.”
14. Languages: “Fluent in English. Also I have been heard muttering Gibberish in my sleep.”
13. “Sex: occassionally”.
12. Experience: “Have not yet been abducted by aliens.”
11. Candidate wrote résumé as a play – Act 1, Act 2, etc.
10. Other Interests: “Playing with my two dogs (They actually belong to my wife but I love the dogs more than my wife)”.
9. Under “job related skills” – for a web designer – “can function without additional oxygen at 24,000 feet”.
8. One applicant for a nursing position noted that she didn’t like dealing with blood or needles.
7. “Let’s meet, so you can ‘ooh’ and ‘aah’ over my experience.”
6. References: “Bill, Tom, Eric. But I don’t know their phone numbers.”
5. “2001 summer Voluntary work for taking care of the elderly and vegetable people”
4. Objective: “I would like to work for a company that is very lax when it comes to tardiness.”
3. Objective: “Student today. Vice president tomarrow.”
2. Objective: “My dream job would be as a professional baseball player, but since I can’t do that, I’ll settle on being an accountant.”
1. “I am great with the pubic.
In your job-search, it’s easy to buy into your own delusion that a “funky” resume filled with supposed work-jokes will stand you out from the pack and get you the job faster, or that employers are too busy to notice those tiny errors scattered all over your resume. These 50 resume bloopers are a fraction of what employers find in applicants’ resumes; from typographical errors to downright stupid statements. Perhaps you’ll find a reason to proofread your resume properly before forwarding it to any employer.
50. Experience: “Demonstrated ability in multi-tasting.”
49. Objective: “So one of the main things for me is, as the movie ‘Jerry McGuire’ puts it, ‘Show me the money!’”
48. Skills: “I can type without looking at thekeyboard.”
47. Qualifications: “Twin sister has accounting degree.”
46. Salary desired: “Starting over due to recent bankruptcies. Need large bonus when starting job.”
45. Objective: “What I’m looking for in a job: #1) Money #2) Money #3) Money.”
Source: Corbis
44. Experience: “I was brought in as a turnaround consultant to help turn the company around.”
43. Objective: “I am anxious to use my exiting skills.”
42. Experience: “My father is a computer programmer, so I have 15 years of computer experience.”
41. “Directed $25 million anal shipping and receiving operations.”
40. Hobbies: “Mushroom hunting.”
39. Objective: “To hopefully associate with a millionaire one day.”
38. “Revolved customer problems and inquiries.”
37. “Consistently tanked as top sales producer for new accounts.”
36. Applicant submitted nine-page cover letter accompanied by a four-page résumé.
35. A resume was printed on the back of the person’s current employer’s letterhead.
34. A candidate listed her e-mail address as pornstardelight@*****.com
33. Candidate explained a gap in employment by saying it was because he was getting over the death of his cat for three months.
32. One applicant tried to make an impression by using four different fonts, three ink colors and a variety of highlighting options on her résumé
31. Cleaning skills: “bleaching, pot washing, window cleaning, mopping, e.t.c”
30. “I’m intrested to here more about that. I’m working today in a furniture factory as a drawer”
29. “I belive that weakness is the first level of strength, given the right attitude and driving force. My school advised me to fix my punctuality…”
28. Hobbies: “Drugs and girls”
27. ”Work experience: “Responsibilities included checking customers out.”
26. “Skills: Strong Work Ethic, Attention to Detail, Team Player, Self Motivated, Attention to Detail”
25. “Planned new corporate facility at $3 million over budget.
24. “Seeking a party-time position with potential for advancement.”
23. “Instrumental in ruining entire operation for a Midwest chain store.”
22. Interests: “Gossiping.”
21. Experience: “Demonstrated ability in multi-tasting.”
20. Reason for leaving: “I thought the world was coming to an end.”
19. Qualifications: “I have guts, drive, ambition and heart, which is probably more than a lot of the drones that you have working for you.”
18. Skills: “Written communication = 3 years; verbal communication = 5 years.”
17. Salary requirements: “The higher the better.”
16. Objective: “To become Overlord of the Galaxy!”
15. Resume: “Spent several years in the United States Navel Reserve.”
14. Languages: “Fluent in English. Also I have been heard muttering Gibberish in my sleep.”
13. “Sex: occassionally”.
12. Experience: “Have not yet been abducted by aliens.”
11. Candidate wrote résumé as a play – Act 1, Act 2, etc.
10. Other Interests: “Playing with my two dogs (They actually belong to my wife but I love the dogs more than my wife)”.
9. Under “job related skills” – for a web designer – “can function without additional oxygen at 24,000 feet”.
8. One applicant for a nursing position noted that she didn’t like dealing with blood or needles.
7. “Let’s meet, so you can ‘ooh’ and ‘aah’ over my experience.”
6. References: “Bill, Tom, Eric. But I don’t know their phone numbers.”
5. “2001 summer Voluntary work for taking care of the elderly and vegetable people”
4. Objective: “I would like to work for a company that is very lax when it comes to tardiness.”
3. Objective: “Student today. Vice president tomarrow.”
2. Objective: “My dream job would be as a professional baseball player, but since I can’t do that, I’ll settle on being an accountant.”
1. “I am great with the pubic.
Do You Think Timi Got This Job?
Do You Think Timi Got This Job?
When Timi Audu first read about Social Recruiting: The Future of Recruitment, he attached no importance to it, thinking it was just another article, and so went about his business, wondering why he should have an online presence let alone, search for jobs on the internet.
Some days later, he read another post; 3 Reasons Why Corporate Nigeria Need To Embrace Social Recruiting but still didn’t take it seriously. However, almost a year after goofing at an interview (read about it here), Timi joined the bandwagon of active jobseekers online, he scoured webpages for jobs in Nigeria and abroad.
A few days ago, Timi saw a job opening online and forwarded his application. 24 hours later, he got an email that read thus;
“…you are hereby requested to reach our Human Resource Unit on BBM Pin 2AE5A00E or Whatsapp Phone Number +2348077765655 as soon as possible. Please ensure that the name displayed on your device is as contained in your application. Kindly reply this mail with links to your profile on social media platforms where present, most importantly your LinkedIn profile to enable us view your professional experience and qualifications”.
Jumping in excitement that his long wait for a job might soon be over, Timi did exactly as he was instructed. But as a sharp guy, Timi changed his display name on his Blackberry just before the 2-hour group chat with the HR personnel ensued. He was then asked to “follow” the company’s Twitter handle, add them to his circles on Google + and “like” their Facebook page.
Exactly, 3 days after the initial interview, Timi got this mail from the HR unit at Bellsz Inc, the company where he applied for the job:
Mr Timi Audu,
Having gone through your profile and CV on LinkedIn, we are not in doubt of your professional qualifications for this position. Your pictures on Instagram also portray you as a serious-minded corporate gentleman who will have no problems fitting in and reflecting our organisational style. A look at your followers on twitter tells us a great deal about your sphere of influence and what kind of impact you will be bringing to our organisation.
However, you ‘liked’ a rather controversial picture on Facebook, from the comments, we could tell the subject was openly harassing a colleague in the office. And for some reason, it scares us to think you’ll condone work-place sexual harassment or indecent public exposure; and Bellsz Inc. has a work ethic that condemns such behaviour. The HR unit made this observation and the board believes you have some explaining to do if you must get this job.
Kindly ‘unlike’ and ‘untag’ yourself from the said picture, come prepared on Monday with a plausible explanation, if satisfactory, you will be issued your letter of appointment.
If you were Timi Audu, how would you explain the situation? Share your response in the comments section below.
When Timi Audu first read about Social Recruiting: The Future of Recruitment, he attached no importance to it, thinking it was just another article, and so went about his business, wondering why he should have an online presence let alone, search for jobs on the internet.
Some days later, he read another post; 3 Reasons Why Corporate Nigeria Need To Embrace Social Recruiting but still didn’t take it seriously. However, almost a year after goofing at an interview (read about it here), Timi joined the bandwagon of active jobseekers online, he scoured webpages for jobs in Nigeria and abroad.
A few days ago, Timi saw a job opening online and forwarded his application. 24 hours later, he got an email that read thus;
“…you are hereby requested to reach our Human Resource Unit on BBM Pin 2AE5A00E or Whatsapp Phone Number +2348077765655 as soon as possible. Please ensure that the name displayed on your device is as contained in your application. Kindly reply this mail with links to your profile on social media platforms where present, most importantly your LinkedIn profile to enable us view your professional experience and qualifications”.
Jumping in excitement that his long wait for a job might soon be over, Timi did exactly as he was instructed. But as a sharp guy, Timi changed his display name on his Blackberry just before the 2-hour group chat with the HR personnel ensued. He was then asked to “follow” the company’s Twitter handle, add them to his circles on Google + and “like” their Facebook page.
Exactly, 3 days after the initial interview, Timi got this mail from the HR unit at Bellsz Inc, the company where he applied for the job:
Mr Timi Audu,
Having gone through your profile and CV on LinkedIn, we are not in doubt of your professional qualifications for this position. Your pictures on Instagram also portray you as a serious-minded corporate gentleman who will have no problems fitting in and reflecting our organisational style. A look at your followers on twitter tells us a great deal about your sphere of influence and what kind of impact you will be bringing to our organisation.
However, you ‘liked’ a rather controversial picture on Facebook, from the comments, we could tell the subject was openly harassing a colleague in the office. And for some reason, it scares us to think you’ll condone work-place sexual harassment or indecent public exposure; and Bellsz Inc. has a work ethic that condemns such behaviour. The HR unit made this observation and the board believes you have some explaining to do if you must get this job.
Kindly ‘unlike’ and ‘untag’ yourself from the said picture, come prepared on Monday with a plausible explanation, if satisfactory, you will be issued your letter of appointment.
If you were Timi Audu, how would you explain the situation? Share your response in the comments section below.
Oil and water
Oil and water
When the government led by the late President Yaradua first floated the idea of amnesty for the ‘restless youth’ of the Niger Delta, I did a piece questioning the rationale because my interpretation of the the Amnesty International charter did not include welfare packages and luxury trips (thinly disguised as training programs) for people who in plain speak have done nothing but take innocent lives and wreak wanton destruction albeit in the name of ‘fight for rights’; yeah! But that’s just me sitting here tapping away.
Who knows the circumstances or backroom politics that will cause a sovereign nation to not only negotiate but bribe and appease —putting all euphuisms aside — terrorists.
The thing with precedents is that once one has been set, it will certainly happen again; and why not? What is good for Sekibo is also good for Hussein. So when the ‘restless youth’ in the North began to shoot and burn every thing in sight, it was only a matter of time before they too, would be invited, nay begged to come to the negotiation table. Agenda? Amnesty of course!
From what I gather a lot of these boys have been taken to far-flung places for all kinds of training, and receive a monthly allowance far above the minimum wage, but that is not the point here.
Until recently, the impression I got was that their rehabilitation was being done in far flung places till I came upon this news story. According to the report, students of the Federal College of Education, Akoka Lagos and 80 Niger Delta militants running a one-year programme at the institution clashed. Trouble was said to have started after an ex-militant allegedly slapped a female student. It also went on to say that a school official who tried to intervene also got slapped for his trouble and from there it degenerated into a free for all with many people sustaining injuries…
Now, my question is, who came up with the brilliant idea of putting a training center for ex-militants on a school campus? What’s wrong with it you ask? After all its a school with existing structures abi? What’s the big deal, shebi they are learning abi? And everybody will mind their own business. Yeah right. What is wrong with it is what has happened right here! Didn’t it occur to anyone on the planning committee that placing these two similar yet diametrically opposed social groups in such close proximity could lead to a potentially dangerous situation?
Lets take a close look at both of them. These ex-militants are young virile men (and women I suppose, where they exist) who have lived most if not all of their lives in a particular way according to particular creed. I doubt if the niceties of social protocol and etiquette is their strong suit. These are people who have lived under some very harsh conditions that they have been told is as a result of the marginalization as perpetuated by the federal government. Then on the other hand you have the urbane youth, upbeat and confident, walking around like they own the plantation ( which in some ways they do) who may have seen some suffering of their own, but very little I would want to believe, that could compare to the aforementioned.
Now you place these two side by side, within close proximity, where they can observe each other at close range; one with a sense of superiority and thinly veiled disdain, the other with latent resentment at what must be to them the personification of all that they had been denied.
Its not rocket science; one only has to understand basic human nature. Of course it was only a matter of time for there to be a clash. And to support my point this was not the first one. Earlier there was a scuffle between the two groups over stolen money that was ‘settled’. Then last week a lady got slapped cause she was told to move by an ex- militant and maybe didn’t do it quickly enough or had the temerity to ask him why. And this time according to the report, ‘there was bloodshed.’
This is not about discriminating or apportioning blame. This is about acknowledging the fact some people who have lived a certain way, may have developed a certain code of conduct and therefore may not be able to exist in our midst ‘as is’. If we truly desire to integrate them back into main stream society, it will be a gradual long term and sustained process which can not be accomplished over a period of 6-24 months at a skills acquisition center anywhere in the world.
When the government led by the late President Yaradua first floated the idea of amnesty for the ‘restless youth’ of the Niger Delta, I did a piece questioning the rationale because my interpretation of the the Amnesty International charter did not include welfare packages and luxury trips (thinly disguised as training programs) for people who in plain speak have done nothing but take innocent lives and wreak wanton destruction albeit in the name of ‘fight for rights’; yeah! But that’s just me sitting here tapping away.
Who knows the circumstances or backroom politics that will cause a sovereign nation to not only negotiate but bribe and appease —putting all euphuisms aside — terrorists.
The thing with precedents is that once one has been set, it will certainly happen again; and why not? What is good for Sekibo is also good for Hussein. So when the ‘restless youth’ in the North began to shoot and burn every thing in sight, it was only a matter of time before they too, would be invited, nay begged to come to the negotiation table. Agenda? Amnesty of course!
From what I gather a lot of these boys have been taken to far-flung places for all kinds of training, and receive a monthly allowance far above the minimum wage, but that is not the point here.
Until recently, the impression I got was that their rehabilitation was being done in far flung places till I came upon this news story. According to the report, students of the Federal College of Education, Akoka Lagos and 80 Niger Delta militants running a one-year programme at the institution clashed. Trouble was said to have started after an ex-militant allegedly slapped a female student. It also went on to say that a school official who tried to intervene also got slapped for his trouble and from there it degenerated into a free for all with many people sustaining injuries…
Now, my question is, who came up with the brilliant idea of putting a training center for ex-militants on a school campus? What’s wrong with it you ask? After all its a school with existing structures abi? What’s the big deal, shebi they are learning abi? And everybody will mind their own business. Yeah right. What is wrong with it is what has happened right here! Didn’t it occur to anyone on the planning committee that placing these two similar yet diametrically opposed social groups in such close proximity could lead to a potentially dangerous situation?
Lets take a close look at both of them. These ex-militants are young virile men (and women I suppose, where they exist) who have lived most if not all of their lives in a particular way according to particular creed. I doubt if the niceties of social protocol and etiquette is their strong suit. These are people who have lived under some very harsh conditions that they have been told is as a result of the marginalization as perpetuated by the federal government. Then on the other hand you have the urbane youth, upbeat and confident, walking around like they own the plantation ( which in some ways they do) who may have seen some suffering of their own, but very little I would want to believe, that could compare to the aforementioned.
Now you place these two side by side, within close proximity, where they can observe each other at close range; one with a sense of superiority and thinly veiled disdain, the other with latent resentment at what must be to them the personification of all that they had been denied.
Its not rocket science; one only has to understand basic human nature. Of course it was only a matter of time for there to be a clash. And to support my point this was not the first one. Earlier there was a scuffle between the two groups over stolen money that was ‘settled’. Then last week a lady got slapped cause she was told to move by an ex- militant and maybe didn’t do it quickly enough or had the temerity to ask him why. And this time according to the report, ‘there was bloodshed.’
This is not about discriminating or apportioning blame. This is about acknowledging the fact some people who have lived a certain way, may have developed a certain code of conduct and therefore may not be able to exist in our midst ‘as is’. If we truly desire to integrate them back into main stream society, it will be a gradual long term and sustained process which can not be accomplished over a period of 6-24 months at a skills acquisition center anywhere in the world.
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