Amara Potential - Graphic Design @DatentialStudio

@geraldokolo_DC @KemiButane Coming back to see this now and it's obvious you don't read to comprehend. My thread is there. Go home and insult your family before coming here to spew rubbish.

Lol some people are blasting this guy in his cs, but here's the thing... Courtesy demands that when texting a stranger for the first time, you should do a proper introduction of yourself. If for any reason your dp isn't set for everyone to see, attach your image to your intro. 👇

your boy Armani 🫂 @armanifeante

3 weeks ago

Gen Z has been clocked for nonchalance and we are never beating that stereotype When you are not rich or self reliant, anonymity could be your greatest weakness Why are you sending a message to a potential recruiter and you don’t have your profile pictures and little details

20 4 34 13K 10

@g_isastar32524 I know that feeling yeahh...😅

@KemiButane Lol, don't project your delusions on me, dreamland kor. If I want to set a benchmark then it's not this. I didn't even use myself in this instance for the picture ish, so chill. You can say the applicant did well, all good. The context still stands.

@KemiButane I didn't imply it's standard so get your facts right. People do it so what's your ish if you can do same in a conversation with a recruiter? The context remains the same, if he wanted to, he could have done a simple adjustment since the recruiter asked. No need making a fuss.

@KemiButane Lol that was a half baked intro sir. Like I said, the guy could've gone further if he wanted to. The recruiter nor reply the guy well, yes. Now, folks attach an image to their intro even in group chats where a bunch of unknown people are, what's your ish with it though? Selah!

My question is, why do employers repeat this pattern?? They lose out on talents that can help them get the results that their business needs, complain about craftsmen being mid, yet they don't see the underlying issues. So why do they keep doing this? Let's talk!

Let's exclude the pay for now, but this is what a lot of employers put out there... The results 👉 Most creatives don't even apply so they view and move. The others apply only to get disqualified because they stated that the duties are too tasking for a person or unrealistic.

From my observation, employers who care about the process only do so for these reasons: 1. They have a good knowledge of the task. (That's before the recruitment, so they try to understand your workflow.) 2. There's an issue with the result after the task has been delivered.

Amara Potential - Graphic Design @DatentialStudio

3 weeks ago

There's a gap between employers & craftsmen in the job market – Most employers make unrealistic demands for a project. Employers want results, but craftsmen consider the processes that yeild results. Some of the reasons are apparent. Tomorrow, I'll share my 5 cents on this topic.

0 0 1 51 0

Also, manner of approach is very important. The first few conversations that you have with a recruiter should give you an insight on how e go be... And vice versa. So, when they ask politely respond in the same manner. If they don't, no need to push further to cause issues.

If the recruiter says change this settings, just do it and forge ahead first, except you no wan do am for very specific reasons... That guy wailing in his tweet had nothing else stopping him from going ahead with the recruitment process except "himself" though. Selah!

There's a gap between employers & craftsmen in the job market – Most employers make unrealistic demands for a project. Employers want results, but craftsmen consider the processes that yeild results. Some of the reasons are apparent. Tomorrow, I'll share my 5 cents on this topic.

The craft + selling the craft + speed in delivery + learning better methods + God's grace etc = excellence And during the unpleasant days I told myself, "this too, shall pass", so I continued. Cheers to Datential Studios & Amara Potential for starting!! 🎉 But you too can do it!

The shoes mannn!😂😂

Sh'owbiz @itz_showbeaz

4 weeks ago

@Alex_Houseof308 “my daddy have gun too!”

32 64 2K 71K 32

I spent more hours on this than I imagined. But it came out really good. Now I can move to the next one. My design process: The sketch. The resources in different layers. The final result. I want to know your thoughts concerning this, do take a minute to share it here.

keyboard_arrow_left Previous keyboard_arrow_right Next

Let me tell you how I got into Microsoft and how to solve the "world-class skill gap problem" I commenced my Master's in Computer Science at FUTO in 2014 shortly after leaving the University. You know Nigerian parents na, after drumming "do your Master's!", you had no choice but to oblige, as the alternative - seating at home, wasn't practical. But it was at FUTO I understood what it meant for your destiny to slip out of your hands. It was at FUTO I got to hear that people were running Master's program for 4-5 years. I thought my case would be different. Oya na, after chasing lecturers to come and take lectures, and sorting one or two, I had to ask myself, "is this life?" I said toh, I began to apply like a mad man to intern software engineering positions, and finally happened upon the Microsoft 4Afrika program. Took a bus from Owerri to my hometown in Anambra because I just sorta KNEW I'd be called soon. A few days later, I saw an interview invite by 3pm, for an interview the following day in Lagos. 10am interview in Lagos tomorrow? I was at Obosi at 3pm. Ngwanu, I sharply selected some rumpled shirts, put in my box and headed to the park. Long story short, that's how I got to Ogun State by 10pm and lodged at the Redeem Camp in readiness for my interview the following day, which I excelled in. Now, I've got in right? But it was all rote work. Mostly CRUD operations on some contracted Government websites. I told myself that I didn't have a paper on "Cryptographic Systems" and another in "Multi-Agent Systems" as far back as 2013 to come here and be doing CRUD. I started posting my write ups every day on LinkedIn. 1 like there, 2 likes there. E consign their papa, I just kept posting. UNTIL ONE DAY. Someone set up a job interview at Microsoft. Nibo? Well, if this was a miracle, no wahala, we go run am. On the interview day, William fucking Adams, a Technical Adviser to the CTO of Microsoft, Kevin Scott, was at the other end of the screen. He started with, "Johnmark, I have your CV in front of me". My village people whispered, "ask him how he got your CV." OMO thank God for my mother's prayers. The interview wasn't even an interview. He was just talking about his travels, and life. I asked myself, "which kain interview be this?" Then he ended the interview with a question, "say you have unlimited money, what will you do to develop Nigeria?". Bro, both the ideas I had read in novels and sci-fi movies, coupled with my creativity, I sha talked for close to 10 mins. He replied with "hmmm". That was it. 3 days later, Chun Lu, my soon-to-be Manager messaged and said, "I'll call soon to discuss your offer". Na so I enter o. Me ke? I first called pops and moms, told them, "Master's nto!" They were really happy. Anyway, I got into the Microsoft within the Microsoft Leap team, who were exploring ideas around upskilling folks to get into tech, and also creating a sustainable pipeline in that regard. We had a clear model: 1. This is not the typical internship. This is an apprenticeship. We source for job applicants, train them and PLACE them in firms across Nigeria. To clarify, they didn't know it yet, but everyone who succeeded after applying for the 'apprenticeship' will become a full-time employee post-training, as agreed with those companies. 2. Target those who were not in the tech field and foster interest in the field, especially women. 3. Work with Universities, through their Student Unions, to get a fresh pool of potential applicants, do baseline tests to get the most quality candidates, and maintain a priority pool of talent. 4. Work with State governments to draw up state-wide hackathons and training programs for talent in their states, and repeat the ending part of (3) above. We didn't do so well in (2) and (3) however we saw real success because at least 80% of those trained became Seniors in local and International organizations in 5 years or less. Take note, we worked with the clear assumption that trained talent will definitely see better opportunities and leave, but we saw in real time that talent in the priority pool were always more than enough. The biggest bottleneck was (1), because we moved very slow sometimes. You know how bureacracy in top firms can be. Anyway, that's how to grow a pipeline. Emphasis is on training, partnerships, and maintaining a consistently credible pool of top talent. If top guns like @DONJAZZY or @davido, and even the Ministry of Education can come forward to support this in a way that isn't run on man-no-man and the Nigerian bureaucratic process, we will see our talent issues solved in no time.