“To break this cycle, Nigeria must invest in a multi-stakeholder approach to employability. Government, academia, employers, and civil society must work together to reimagine how we prepare people for work – not just to get jobs, but to build careers.”
“The axe forgets; the tree remembers.” — African Proverb
Every year, thousands of Nigerian graduates enter the job market with certificates in hand and expectations in tow. Yet, across industries – from banking and retail to manufacturing and tech – employers echo a common frustration: “We cannot find employable talent.” This disconnect, between supply and demand, skill and suitability, ambition and ability, is not a matter of numbers. It is a systemic failure of preparation.
The term “unemployable” is controversial and often misused. It does not mean that job seekers lack intelligence or potential. Rather, it reflects a mismatch between the skills the labour market demands and those our institutions are producing. It is the outcome of decades of underinvestment in education, poor industry-academia collaboration, and a weak national framework for workforce readiness.
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To understand the issue, one must start with the pipeline. Nigeria’s educational system remains largely theoretical. Graduates emerge with knowledge, but not competence. The curriculum is often outdated, disconnected from industry needs, and delivered in environments that do not simulate real-world challenges. Engineering students may graduate without ever operating industrial equipment. Business graduates may never prepare a financial model or sales pitch. Soft skills such as communication, critical thinking, and adaptability are rarely cultivated with intention.
The result is a workforce that may be qualified on paper but underprepared in practice. Employers, already under pressure from economic volatility and digital disruption, do not have the luxury of months-long onboarding to teach workplace basics. They need plug-and-play talent – individuals who can adapt, contribute, and grow from day one.
A 2022 report by Jobberman Nigeria revealed that over 45 percent of employers surveyed rated entry-level hires as lacking critical work readiness skills. Similarly, the British Council’s “Future of Work” study in West Africa found that while over 60 percent of tertiary graduates are eager to work, less than 25 percent possess the core competencies required by employers in a competitive economy.
The challenge is particularly acute in high-growth sectors like ICT, financial services, and creative industries where digital literacy, project execution, and client-facing capabilities are essential. But the problem is not limited to white-collar roles. In construction, manufacturing, and technical services, employers also lament the absence of skilled artisans who can meet professional standards.
Beyond skill gaps, employers also face attitudinal issues. Many young job seekers arrive with unrealistic expectations, lacking resilience and professional discipline. This is not entirely their fault. Years of economic hardship, social pressure, and underemployment have bred frustration. Many see work not as a vocation but as an escape – a quick fix to a deeper crisis of identity and opportunity.
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Yet employers, especially SMEs and indigenous firms, are caught in a bind. They cannot pay international rates to attract top-tier talent. They often lack structured internal training systems. And while some invest in graduate trainee programmes, retention remains a concern. Talented hires often leave after a year, chasing better offers abroad or with larger firms.
To break this cycle, Nigeria must invest in a multi-stakeholder approach to employability. Government, academia, employers, and civil society must work together to reimagine how we prepare people for work – not just to get jobs, but to build careers.
First, curriculum reform must become an urgent policy. Tertiary institutions should be mandated to collaborate with industry bodies to ensure that what is taught reflects real-world requirements. This includes incorporating digital tools, entrepreneurship, and problem-solving into every discipline – from law to agriculture.
Second, internships and apprenticeships must be institutionalised, not left to chance. Every graduate should complete at least six months of structured industry placement before graduation, with proper supervision and performance evaluation. The National Youth Service Corps (NYSC) could be reformed to include pre-service work readiness assessments and post-deployment upskilling modules.
Third, employers must rethink how they engage talent. Rather than waiting for ready-made hires, they must begin to co-create them. Partnering with universities, hosting hackathons, sponsoring innovation challenges, and offering mentorship programmes are not CSR; they are strategic investments in the future workforce.
Fourth, digital platforms should be used to democratise learning. Today, global certifications in data analytics, digital marketing, cloud computing, and project management are available online—often free or low-cost. Employers can incentivise young people to pursue these credentials as a condition for consideration while offering guidance on which certifications matter.
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Finally, the narrative must shift. Rather than framing young people as “unemployable”, we must acknowledge that employability is a shared responsibility. It requires effort, mentorship, and structured opportunity. It also requires listening. The proverb reminds us that while the axe may forget, the tree remembers. In the world of work, employers may move on from unsuccessful hires, but job seekers remember every rejection, every system that failed to prepare them.
By changing how we approach this problem from blame to collaboration, we can build a labour market that works for everyone.
Nigeria has no shortage of talent. What we lack is a system designed to harness it. With deliberate action and shared commitment, we can change that story and change the future.
Dr Olufemi Ogunlowo is the CEO of Strategic Outsourcing Limited and writes on employability, HR strategy, and workforce transformation for BusinessDay.
