Mayowa Akinsanya

LinkedIn recommendations is way to get feedback that can be reflected into your resume. Alot of times recruiters view the LinkedIn profile of candidates and can see how others rate your skills Skills endorsement- Also a feature on LinkedIn. Key achievements: A sentence that highlights the key innovations you have done under each role.

On today's problem-solving skills, many of us commit the fallacy of jumping to conclusions. We are eager to innovate without taking the time to understand the issue. To stand out with problem solving skills, you have to take time to understand the issue. Knowledge comes first in problem-solving. Having problem solving skills as a talent acquisition specialist helps us to understand the market we are operating. E.g. Developing countries like Nigeria are losing their talents to developed countries due to economic situation. Trained employees are leaving not out of disloyalty, but simply for a better life. Employers in these countries need help to retain top talents, who has an idea to solve this problem?

In summary, one needs to be emotionally intelligent. Seeking first to understand others than to be understood. I personally use an approach I named BOSS- Being curious, trying to understand my emotions and that of others by asking questions. Being open-minded towards feedback given. Spending time to research and analyze the feedback received, and then lastly sharing - communicating back.

1. Blind recruitment: This one trick that I find useful. It means excluding identifiers that can lead us to unconscious bias - gender identity, race, religion, age, etc. I always start with ignoring the personal details, and then focus first on the skills and experiences needed for the role during interview selection. 2. Incorporate diversity and inclusion (D&I) training into onboarding programs for new employees, team leads, and newly promoted managers preparing them for interviewing roles within their team: Ensuring that all through the recruitment stages, even in second stage (some call it team or technical stage) the interviewers are aware of D&I and are trained on how to manage unconscious biases.