Anastasiia Kovalenko-Merrill

🚀 8 years in recruitment, 5 in IT, thousands of interviews, and experience in C-level headhunting. This week I’m sharing tips on how to pass an interview with a recruiter. Here’s a quick one: use the STAR method when answering behavioral questions. STAR stands for: Situation - describe the context Task - explain your responsibility Action - what you did Result - what outcome you achieved Using STAR helps structure your answers and clearly highlight your achievements. 👉 More Ukrainian insights and tips on my Telegram channel: https://lnkd.in/dN9RGrU9 #interviewtips #recruitment #careeradvice #headhunting #jobsearch #careermentor

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"I need to ask my manager." She said it 6 times in one call. For simple decisions: - ₦5,000 discount - Waiving ₦2,000 late fee - Extending deadline by 2 days Each time: 3-5 minutes on hold. Total call time: 47 minutes for what should take 8. THE CUSTOMER HUNG UP. Never called back. Posted a review that went viral. "Every rep is powerless. This company doesn't trust its own people." Lost customer value: ₦850K Reputation damage: Ongoing HERE'S THE PROBLEM: We hire people. We train them. We put them on the front lines... Then tie their hands behind their backs. COMPANIES THAT EMPOWER FRONTLINERS: ✅ Give authority for decisions up to ₦10K ✅ Trust employees to use judgment ✅ Measure outcomes, not approvals ✅ Reward smart problem-solving Result? - 3x faster resolutions - Happier customers AND employees - Lower turnover - Stronger reputation 💡 MISSION POSSIBLE STARTS WITH TRUST: If you trust someone to speak to customers... Trust them to solve customer problems. Micromanagement isn't protection. It's how you lose both customers and talent. #CustomerServiceWeek #Empowerment #Trust #CustomerExperience #AbimbolaOgunnaike

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Top Signs You Might Be Getting Fired, And You Didn’t Even Notice (A guide for the unsuspecting professional) Let’s be honest, nobody wakes up thinking, “Today feels like a good day to get fired.” But here’s the plot twist: By the time you receive that “can we talk?” email 😩, the decision was probably made weeks or even months ago. Spoiler Alert: This is not your usual LinkedIn post. The signs were there, You just didn’t "Jump & pass" 😈 Today on #BabajideSpeaks, in the spirit of helping you avoid the “office walk of shame”, and having to answer the never-ending "are you not going to work today?" or changing your LinkedIn Status to "Open to work" 🥶 , here are the top signs your role might be doing a slow moonwalk out the door: 1.You’ve gone from “Go-to” to “Ghosted” Remember when everyone needed your opinion before breathing? Now? Strategic decisions are being made in meetings you no longer get invited to. You're only left with "As discussed earlier" emails. Sad. 2.Your projects start floating over your head Once upon a time, every report passed through your desk. Now, the only thing landing there is silence, and maybe a warning letter dressed as feedback. If your junior just presented your idea in a leadership meeting, you’re not paranoid. You’re being phased out. 3.Your boss becomes ‘distant but nice’ Suddenly, your boss is overly polite. They’re no longer correcting you or even checking in. You’ve moved from “Can we fix this together?” to “Okay, thanks.” You’re not in trouble, because they’ve already decided. 4.Performance feedback dries up You used to get “Great work, but next time…” Now? Crickets. That’s not peace, that’s preparation for release. Feedback is an investment. Radio silence? That’s a red flag. 5. Someone’s always ‘looped in’ mysteriously You're asked to copy Bode on all your emails now. Who is Bode? Why is he asking questions about tasks you used to own? Congratulations, you're being successor-ed. Now, pause. Breathe, this isn’t a call to panic. It’s a call to awareness. Performance still matters. Show up, do great work, build relationships. But also, read between the lines. In many companies, you’re not fired the day you get the letter,you were fired long before that, you just didn’t realize it yet. So What Do You Do? If any of this hits close to home, don't panic. Pivot. Ask questions. Seek feedback. And if the letter comes, take the L with grace, not every ending is a curse Some exits are launchpads, Steve Jobs was once fired from Apple. Oprah was told she was “unfit for TV.” Both still won. So if the door closes, kick open a better one. Reinvent. Rebrand. Remember: Being fired isn’t the end of your story, it’s the edit that makes your comeback even sweeter. You can't just read and not follow me oo Have you ever spotted the signs before the hammer dropped? Or did it come out of nowhere? Let’s talk in the comments,help someone see the signs early. Uchechukwu Deborah Ihedi Atoyebi Adejoro Bamigboye Michael

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If I lost my job tomorrow... here are 6 things I would do first (Tips from a recruiter) 1️⃣ Optimize my LinkedIn profile It’s my public CV, I’d update everything and ensure my headline reflects the job I want. Yes, I’d turn on “Open to work” 2️⃣ Prepare a list of achievements I’d gather 5-7 key wins,numbers, outcomes,so when they ask “Tell me about a time…?” I’m ready. 3️⃣ Research the company thoroughly Not just the job! I’d check their values, team, and vibe. It’s a two-way street,I want them to like me too. 4️⃣ Send targeted messages to recruiters In under 5 lines, I’d write: who I am, what I want, why I fit. Clear, concise, and tailored. 5️⃣ Customize my CV Generic resumes get generic results! I’d match keywords from the job ad,every single time. 6️⃣ Build a personal brand online I’d post insights, comment on industry content, and show I care. Recruiters notice that. To everyone out there seeking jobs: All the best! #JobSearch #OpenToWork #CareerTips #JobHunt #CareerDevelopment #HRCommunity #ProfessionalGrowth #Networking#TalentAcquisition #Recruitment #HiringTips #CareerAdvice #HRCommunity #JobSearch #OpenToWork #CareerOpportunities#LinkedInTips #PersonalBranding #CareerGrowth #ProfessionalDevelopment #Networking #JobSeeker #OpenToWork #CareerSuccess

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Think AI is just a buzzword? Our HR team is proving it's a game-changer for productivity and innovation. Here are some examples of how AI is improving productivity and efficiency with the HR team in our organization: - Recruitment: AI-powered CV screening and talent ranking have drastically cut our time-to-hire. - Meeting Management: AI handles meeting minutes, reminders, and task assignments, allowing us to focus on the discussion. - Content Creation: AI-assisted content development and generation accelerate our workflow, freeing up time for high-priority tasks. - Efficient Research: AI-powered deep search functions help us find relevant information quickly, enabling data-driven decisions. And it's not all about work! A huge shout-out to our HR team member, Kavitha P, who used over 11 different AI tools to create engaging songs and games that have truly boosted team morale. It's a great example of how AI can fuel creativity and enhance our workplace culture. Here's the song created by her. Let's hear it and let us know if you like it! By leveraging AI, we're not only improving efficiency but also enhancing our overall work experience. What AI tools are making a real difference in your organization? Drop a comment and let's share what's working! A quick reminder: AI provides incredible insights and efficiencies, but never use it blindly. Our human judgment and ethical oversight are what make the results truly impactful. #AI #Productivity #Efficiency #Innovation #DigitalTransformation #WorkplaceAITransformation

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✨ The 28th Application Changed Everything ✨ I once hired a candidate who had applied to our company 27 times. Each time, the answer was “no.” Sometimes it was because their skills weren’t quite there yet. Other times, they aimed for roles that required more seniority and experience than they had at the time. But on their 28th attempt, their application landed on my desk. This time, I saw something different. They had grown. They had built new skills. They still weren’t perfect on paper, but the potential was undeniable. I invited them for the first call, something they’d been waiting on for years. That conversation changed everything. They earned the offer. It required relocation a big step for their family but it became a turning point in their career. 👉 Here’s the lesson for job seekers: Don’t measure rejection as failure, sometimes it’s feedback that you’re not ready yet. Review the job description carefully. Ask yourself: Do I cover most of these skills? If yes, don’t let the missing ones stop you, growth happens on the job. If a company rejects you, it doesn’t mean forever. It may simply mean not yet. Revisit after six months or a year, once you’ve sharpened your skills. Persistence pays off when it’s paired with growth. That candidate’s story reminds me that resilience, patience, and continuous learning can eventually open the right door. To all job seekers: Don’t stop at “no.” Let it prepare you for your “yes.” #JobSearch #CareerGrowth #Persistence #NeverGiveUp #Leadership #Recruitment #HiringStories #MotivationMonday #CareerAdvice #JobSeekers #Resilience #GrowthMindset #Opportunities

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✨ Can I be really honest with you? When I review LinkedIn profiles (and I see many every week), I notice something: what you do might feel super obvious to you… but it’s not always obvious to the person reading your profile for the first time. Even when we recruiters are paying close attention, sometimes it’s hard to connect the dots. That’s why I like to share a simple little exercise I call the Mirror Test 💡 ➡️ Open your LinkedIn profile. ➡️ Look only at your headline and about section. ➡️ Ask yourself: “Would everyone understand what I do? Even someone who doesn’t know me, my company, or my industry?” If the answer is “hmm, not sure”, it’s probably time for a quick update. 🌷 Friendly tip: keep your headline clear and technical. Instead of just “Designer”, guide people straight to your skills and focus, for example: - “Product Designer | SaaS & Mobile Apps | Figma, Design Systems” - “Data Engineer | Python, SQL, ETL | Cloud & Big Data” These small tweaks make it so much easier for recruiters (like me!) to quickly understand your experience and strengths ✨ It’s a 10-minute exercise that can completely change the way opportunities find you. If it’s clear to everyone, it opens the right doors for you.

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𝐑𝐞𝐦𝐨𝐭𝐞 𝐰𝐨𝐫𝐤 𝐢𝐬 𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠. But most companies still use old hiring habits. It’s time to rethink how we find and keep talent: 1. 𝑴𝒚𝒕𝒉 Freelancers are less committed. • Truth: Many interim and freelance recruiters are highly invested in results. • They bring fresh energy and focus to every project. 2. 𝑴𝒚𝒕𝒉: Remote recruiting is less effective. • Truth: Remote work opens up a global talent pool. • The best recruiters use digital tools to connect with top candidates anywhere. 3. 𝑴𝒚𝒕𝒉: Work-life balance is impossible in recruiting. • Truth: Smart recruiters set clear boundaries. • They use flexible schedules to stay sharp and avoid burnout. 4. 𝑴𝒚𝒕𝒉: Active sourcing is just cold outreach. • Truth: Great recruiters build real relationships. • They use social media, referrals, and networks to find hidden talent. 5. 𝑴𝒚𝒕𝒉: Interviews must be stressful. • Truth: The best interviews feel like real conversations. • Skilled recruiters create a relaxed space so candidates show their true selves. For recruiters, the new world of work is full of opportunity. 𝑯𝒆𝒓𝒆’𝒔 𝒉𝒐𝒘 𝒕𝒐 𝒕𝒉𝒓𝒊𝒗𝒆: ☑ 𝑬𝒎𝒃𝒓𝒂𝒄𝒆 𝑭𝒍𝒆𝒙𝒊𝒃𝒊𝒍𝒊𝒕𝒚: Use remote tools to work from anywhere and reach more candidates. ☑ 𝑷𝒓𝒊𝒐𝒓𝒊𝒕𝒊𝒛𝒆 𝑾𝒆𝒍𝒍-𝒃𝒆𝒊𝒏𝒈: Set work hours and stick to them. Protect your energy. ☑ 𝑴𝒂𝒔𝒕𝒆𝒓 𝑨𝒄𝒕𝒊𝒗𝒆 𝑺𝒐𝒖𝒓𝒄𝒊𝒏𝒈: Go beyond job boards. Build your own network of talent. ☑ 𝑴𝒂𝒌𝒆 𝑰𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘𝒔 𝑯𝒖𝒎𝒂𝒏: Start with small talk. Listen more than you speak. Let people feel at ease. ☑ 𝑲𝒆𝒆𝒑 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈: Stay updated on new tech and trends in remote recruiting. The future of recruiting is flexible, human, and global. Recruiters - lead the way. 💁🏼‍♀️ #remotework #freelancing #recruiter

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Remote work isn’t just about hiring talent anywhere; it’s about making it work intentionally. A few weeks ago, I joined Mehmet Gonullu in his podcast The CTO Show With Mehmet Gonullu, where we explored why many companies thrived with remote hiring… and why some are now going back. The difference? ✅ Investing in onboarding ✅ Creating real engagement ✅ Building spaces where culture thrives Without that, remote hiring fails, no matter how good the talent is. Sharing below the full episode (links in comments). ❤️

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Struggling to fill tech roles in the Netherlands? You’re not alone. Picture your team stretched thin, projects stalling, and opportunities slipping away because you can’t find the right people. Sound familiar? 💡𝐓𝐡𝐞 𝐫𝐞𝐚𝐥𝐢𝐭𝐲: Dutch companies take 4–6 months to fill skilled tech roles. That’s half a year of stress, delays, and missed chances. But here’s the game-changer 👉 South African tech talent can slash that timeline to just 𝟒–𝟖 𝐰𝐞𝐞𝐤𝐬 𝐰𝐢𝐭𝐡 𝐫𝐞𝐦𝐨𝐭𝐞 𝐨𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 📊 𝐓𝐞𝐜𝐡 𝐇𝐢𝐫𝐢𝐧𝐠 𝐢𝐧 𝟐𝟎𝟐𝟓 Over 9% of tech jobs stay vacant (that’s ~90 per 1,000 roles). Specialized developer roles are the toughest to fill. Labour shortages are projected to 𝐝𝐨𝐮𝐛𝐥𝐞 𝐛𝐲 𝟐𝟎𝟑𝟎. 𝟑𝟓% 𝐨𝐟 𝐃𝐮𝐭𝐜𝐡 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐫𝐞 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐡𝐢𝐫𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲, and South Africa is a favourite thanks to skilled, English-speaking professionals. 🚀 𝐖𝐡𝐲 𝐒𝐨𝐮𝐭𝐡 𝐀𝐟𝐫𝐢𝐜𝐚𝐧 𝐓𝐚𝐥𝐞𝐧𝐭? 𝐒𝐩𝐞𝐞𝐝: Start contributing remotely within weeks. 𝐕𝐢𝐬𝐚-𝐫𝐞𝐚𝐝𝐲:  The Highly Skilled Migrant program gets them onsite in 6–8 months, already settled into the role, and often learning Dutch while working remotely. 𝐈𝐦𝐩𝐚𝐜𝐭:  Fresh perspectives, loyalty, and high retention. They don’t just fill a gap; they grow with your team. I’ve seen it in action: a Dutch startup I worked with onboarded a South African dev who was coding and collaborating within weeks. By the time she landed in Amsterdam, she wasn’t just new, she was already part of the team. 👉 If your team is battling tech shortages, maybe it’s not a lack of talent. Maybe you’re just not looking in the right place. Ir Olav’s Globetrotters can assist you. DM me to chat about connecting with South Africa’s top talent, or drop a comment: where are you looking for your next tech hire? #TalentAcquisition #TechHiring #SouthAfricanTalent #Netherlands #Hiring

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🐴 The Dead Horse Theory in Recruitment There’s a saying: “When you realize you’re riding a dead horse, the best thing to do is get off.” But in hiring, I see the opposite happen all the time. Instead of letting go of broken processes, companies often: • Keep posting the same job ad on the same platforms, hoping for different results. • Spend months interviewing for a role that clearly has no strong candidate pool. • Keep clinging to outdated selection tests that don’t reflect modern skills. • Stick with long notice periods and outdated salary bands while talent walks away. 👉🏻 The result? Wasted time, frustrated candidates, and lost opportunities. The lesson: Recruitment is not about pushing harder on outdated methods. It’s about knowing when to pivot, try new sourcing channels, embrace technology or simply close a role that isn’t business-critical. Great leaders (and great recruiters) don’t ride dead horses. They find smarter, faster ways to reach talent. #Recruitment #Hiring #Leadership #HR #DeadHorseTheory

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💶 Average salary in Cyprus now exceeds €2,500/month - but the story looks very different once you zoom in by industry. Here’s a quick snapshot (gross monthly averages, early 2025): 🔹 Finance & Insurance: ~€4,600 🔹 Tech/ICT: ~€4,500–€5,000 🔹 Public Sector: ~€3,300–€3,450 🔹 Construction: ~€1,750–€1,820 🔹 Retail/Trade: ~€1,700–€1,800 🔹 Hospitality: ~€1,585 🔹 Agriculture: ~€900–€950 📊 What this tells us: Many workers - especially in retail, hospitality, agriculture - earn well below the “average” €2,509/month. Rising costs for rent, food, childcare, and healthcare hit hardest in exactly those sectors. Averages can mask realities: for a significant share of the population, life is getting harder, not easier. 💡 So what can we do? If we want sustainable growth - economically and socially - we need to think beyond headline numbers. Some ideas: ✔️ Sector-weighted living wage adjustments ✔️ Housing-linked benefits or subsidies ✔️ Support for childcare, healthcare, commuting costs ✔️ Clear career pathways & training in lower-paid sectors 👉 At the end of the day, this isn’t about “blaming employers.” It’s about recognising the disconnect between macro indicators and everyday life and reshaping compensation, benefits, and housing access in ways that support real people. Because if young professionals, families, or even two full-time earners can’t start a life here, what future are we building? 🔄 What do you think? How can Cyprus balance competitiveness with affordability so growth feels real across every sector, not just a few? 📊 Data sources: Cyprus Statistical Service (CYSTAT) (https://lnkd.in/d89s4uqX) Cyprus Business News (https://lnkd.in/dATsP-Yh) Cyprus Mail (https://lnkd.in/df5iyn77?)

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