Abimbola Faith

15 DAYS OF CODE CHALLENGE @hertechtrail Day 1 of my 5-Day HTML/CSS Challenge 💻Built a clean and complete signup form using just HTML CSS styling comes next 🔥 wait for my day 2&3 #15dayscontentchallenge #HTTACohort12 #hertechtrailacademy #FrontendDev

Join EY! Reshare for those qualified.

If you're job hunting, this resource package will help you get an offer letter. ✅ Cover letter sample ✅ CV/Resume samples ✅ Interview prep guide ✅ AI prompt to audit your resume ✅ Direct links to 30 companies that hire remote workers Access here 👇 drive.google.com/drive/mobile/f…

@Jomo_Of_FUTA Omooooo, i have not started my week 1, seeing your post now i am geered up to go and start. Thank you @Jomo_Of_FUTA

How’s the Mastercard Associate Program going? Week 2 has been activated.

@Jomo_Of_FUTA The experience was seamless and smooth, no glitch, no lagging. Kudos to EY testing partner

How was your EY assessment test?

I DON’T UNDERSTAND WHY PEOPLE DON’T USE CHATGPT FOR JOB SEARCHES. I got 5 interview calls in 7 days, all with ChatGPT as my recruiter. Here are the prompts that I used:

13 Available Gradute/ Internship Openings for Recent Nigerian Graduates ~ April 13, 2026 🔹️2026 BP Plc Graduate Internship Programme Apply: bpinternational.wd3.myworkdayjobs.com/en-US/bpEarlyC… 🔹️International Breweries Graduate Management Trainee Programme 2026 Apply: wd1.myworkdaysite.com/en-US/recruiti… 🔹️2026 PwC Graduate Recruitment Programme Apply: pwcng-graduate.erecruit.co/candidateapp/J… 🔹️2026 Sahara Group Graduate Management Trainee Programme Apply: tally.so/r/yPv0d4 🔹️Coca-Cola Hellenic Bottling Company Graduate Management Trainee Programme 2026 Apply: careers.coca-colahellenic.com/en_US/careers/… 🔹️2026 Delans Group Graduate Trainee Programme Apply: docs.google.com/forms/d/e/1FAI… 🔹️2026 Fidelity Bank Plc Graduate Recruitment Apply: #job_requirements" target="_blank" rel="nofollow noopener">fidelitybank.ng/sales/#job_req… 🔹️2026 Seven-Up Bottling Company limited Graduate trainee Programme Apply: sevenup.seamlesshiring.com/job/view/8831#/ 🔹️2026 Betaglass Apprenticeship Programme Apply: recruitment.dragnet-solutions.com/apply?details=… 🔹️2026 Betaglass Technical Trainee Programme Apply: recruitment.dragnet-solutions.com/apply?details=… 🔹️2026 SAap Young Professionals Programme Apply: jobs.sap.com/job/Lagos-SAP-… 🔹️2026 ARM Holdings Company Limited Graduate Trainee Programme Apply: recruitment.dragnet-solutions.com/portal/apply?d… 🔹️Consolidated Hallmark Holdings Graduate Trainee Programme 2026 Apply: forms.office.com/pages/response… Even if this does not apply to you, share with those who might be interested.

Every fintech doesn't have to revolve or be about Finance 🤧 We desperately need an app that can connect Landlords to Tenants directly 🙂

@FolareraSA PM here

I need to cleanse my tl. If you’re a Social media Manager, Virtual Assistant, a Nepo Baby, a Founder, in Web 3,a strategist and other niches in tech… Drop a comment here. Let’s start by connecting and plugging you to my accountability community. We need to lock in good 😊

@tec_with_alina0 CANVA

@GuyMr10 My DM is open, i have all the requirements

My goal is to put people ON this year. I can’t enjoy the dividends alone. Money comes and go but the impact stays forever. If you have a working PC and you can work from home, expect me in your dm soon.

@EemanBintSulaym Done. Thank you @EemanBintSulaym for this information.

Volunteering opportunity with Care about Climate. 📍remote Some of the roles have stipends. docs.google.com/forms/d/1HTpp4… Good luck 🍀

@Pharmewoma @deyola_a I thought I was the only one not on IG

@deyola_a For those of us not on Instagram please help us. Who is baby Veekee?

They’re dragging her on IG. She has locked her account 🤣🤣🤣 you people will learn to mind your business by force 🤣

@GrowAIHub ALL

@olumuyiwaayo Chemistry & Education

Post your course or discipline of interest, and I may be able to match you with the right scholarship! #30DayScholarshipChallenge #ScholarshipsCafe

@AbrahamOkah2 interest

Who needs a fully funded scholarship to the following country? I got you! Germany🇩🇪 Scottland🏴󠁧󠁢󠁳󠁣󠁴󠁿 Netherlands🇳🇱 Denmark🇩🇰 Wales🏴󠁧󠁢󠁷󠁬󠁳󠁿 Finland🇫🇮 France🇫🇷 Canada 🇨🇦 Poland🇵🇱 Australia🇦🇺 Belgium 🇧🇪 Indicate your interest in the comment section section. Links dropping soon!

@tundeskie Heartbreaking John the Lord will grant you fortitude to beat the Loss @tundeskie you did well sir

People ask me all the time why I don’t respond to every DM I get Sometimes I want to say, "Because I’m human too." Other times, I want to show them my inbox, over 100 unread messages. Some asking for jobs. Some begging for a referral. Some just trying to survive. Even with a VA managing my mail and helping me sort through the pile, there are certain messages that only I can respond to. And the weight of choosing which message gets my attention can be heavier than you think. That’s how I met John sometimes last year. He had messaged me four times in two months. I didn’t reply. Not because I didn’t care, but because I genuinely didn’t think I could help. His story was heartbreaking, a single father living in a remote part of Nigeria, struggling to take care of his son, unemployed for over a year. His biggest barrier? Location. Most of the roles I was working on were hybrid in Lagos or required relocation. And John? He couldn’t afford to leave. His son was all he had. And he was just a boy. So I didn’t open his fourth message. Or his fifth. But he kept messaging. Polite. Consistent. Never desperate. Just… hopeful. One evening, out of concern more than anything else, I clicked on his DM again. This time, he had shared his son’s drawing, a crooked image of a man in a shirt and tie, standing in front of a computer. “He says this is me sir. I told him I’m going to get a job very soon.” I stared at that message for too long. Something in me couldn’t swipe past it this time. So I did something. I reached out to a recruiter friend. We had been struggling for eight months to close a highly technical and sensitive role for a client. The problem? We needed someone hungry. Smart. Willing to learn. Willing to grow. John ticked all the boxes. I got him an interview. He k! lled it. He got an offer. A great salary. Relocation support. Health insurance for himself and his child. He called me that night and cried. I didn’t even say much. Just listened as a grown man wept over a new beginning. I was proud of him. But life… life had other plans. Some months into the job, John sent me a short message: “Please sir, my son is sick. My mom says he’s not eating. He’s been coughing blood.” I forwarded it immediately to my friend. The problem? John's role had become too sensitive. He was deep in a project only two people in the entire firm understood. It wasn’t that the company was unkind, they just genuinely didn’t have a replacement for him. So, we compromised. I called in a personal favor from a friend, someone who had helped me before in emergencies. He pulled a string or two, and we got John one week of urgent leave. John traveled down that same night. But it was too late. His son had di3d three hours before he arrived. I haven’t stopped thinking about that since. The child he worked so hard for. The child he moved for. The child whose future was the reason he kept messaging me like clockwork. Gone. And some nights, I ask myself a question that haunts me: “What if I didn’t help him get that job?” Would his son still be alive? Would John have been there sooner? Would that little boy have held on longer if his daddy was nearby? I don’t know. I did what I believed was right. I helped someone who refused to give up. I gave him a chance because he reminded me of every person who’s ever begged the world for one more shot. But now, I sit with the weight of a happy ending that never came. And all I can do is remember the drawing John’s son made, of a man in a shirt and tie, standing proudly in front of a computer. Maybe, just maybe… he got to see his daddy become that man, even if only for a little while. John is on this platform and I seeked hi consent before sharing this story And to John... Your son knew you tried. So did I 🥹

On this app and everywhere, this video will ALWAYS be my disposition. God bless @pastorpoju with more and more wisdom.

@bsong_HR Happy Birthday to you GenZ HR

Happy 23rd once again to me!🥰 Thank you God for keeping things running smoothly

Informal Probation Extensions❗️❗️❗️ We don’t talk about this enough, but we should. In many Nigerian organisations, employees are hired with a defined probationary period, typically three to six months. That’s standard practice. Probation is meant to be a time-bound framework for assessing fit, performance, and potential, fair enough. Far too often, I hear cases where probation periods are extended informally, without clear feedback, without documentation, and crucially, without any timeline for confirmation. The employee is simply told to “keep pushing” or “wait a bit longer.” No formal review, no measurable expectations, just a vague holding pattern. This is more than an HR oversight, it’s a subtle but powerful control mechanism. When a probation extension happens without structure or justification, what’s really being communicated is: “We’re not ready to commit to you, but we’ll keep extracting value from your labour while we decide.” This is not just about the process. It’s about transparency, fairness, and power. Keeping an employee in prolonged probation status: ✅Delays their access to certain benefits ✅Avoids accountability, especially when termination is easier under probation. ✅Often postpones salary reviews, title changes, and career growth. ✅And perhaps most dangerously, it undermines trust in the organisation itself. Psychologically, it tells the employee: “You’re not quite good enough yet.” Even when their output says otherwise. In some environments, this isn’t accidental, it’s strategic. It’s a way to retain control while limiting financial and legal responsibility. And in a job market like Nigeria’s, where job security is fragile and alternatives are scarce, many employees feel they have no voice, so they endure it silently. But the long-term cost is immense: ✅Disengagement. ✅Quiet quitting. ✅High attrition of high-performers. ✅And a reputation that repels top talent. So What Should Be Happening Instead? If you’re leading people, managing HR, or influencing organisational culture, this is where your credibility is tested. ✅Define probation expectations clearly, in writing, from day one. ✅Conduct structured reviews before the end of the probation period. ✅If an extension is truly necessary, document it with specific reasons, goals, and a fixed new timeline. ✅Most importantly, communicate transparently. Silence breeds resentment. Let’s move away from “We’ll get back to you soon” and toward “Here’s what we need from you, and here’s when you can expect a decision.” Informal probation extensions are not just an HR gap. They’re a cultural signal, about how much (or how little) an organisation values fairness and clarity. If we want to build trust driven, high performance workplaces in Nigeria, we have to stop treating probation as a loophole, and start treating it as a leadership responsibility. Thank you.

HR: What’s your salary expectation? Candidate: ₦800,000 – ₦1,000,000 monthly. HR: You’re the best fit for the role, but we can only offer ₦700,000. Candidate: Okay, ₦700,000 is fine. HR: How soon can you start? Meanwhile, the actual budget for the role is ₦1,500,000. HR feels accomplished for negotiating a lower salary. Management is pleased about "cutting costs." But two months into the job, the employee discovers the disparity. What follows? Dissatisfaction. Disengagement. Disloyalty. Shortly after, the employee resigns for a better opportunity. The recruitment cycle starts all over again costing the company more in time, resources, and lost productivity. Lesson: Attracting top talent is one thing. Retaining them is another. If you truly value excellence, pay people what they’re worth.