Imagine a brilliant young lady in Ibadan who can code in five programming languages, has built functional mobile apps, and contributes to open-source projects. She applies for a job at a tech firm in Lagos – but is rejected because she doesn’t have a university degree. Meanwhile, someone with a BSc in Computer Science but no hands-on experience gets the role. Sound familiar?
This scenario is far too common in Nigeria and across the globe.
For decades, formal education has been treated as the golden ticket to employment. Degrees have served as gatekeepers to opportunities, even when they don’t align with actual job requirements. But the tide is turning. With the digital economy expanding and the Fourth Industrial Revolution reshaping how we work, skills-based hiring is gaining momentum – and for good reason.
Skills-based hiring focuses on what candidates can do, not just what they studied. In a world where microlearning, bootcamps, YouTube tutorials, and real-world experience often outpace outdated curriculums, employers are starting to ask a new question: Can you perform the task – not just hold a certificate for it?
Let’s look at why it is time for businesses, especially in Africa’s largest economy, to adopt a skills-first hiring mindset, and how this approach can unlock hidden talent and fuel inclusive growth.
Understanding Skills-Based Hiring
Skills-based hiring is a recruitment strategy that prioritizes a candidate’s practical abilities, competencies, and experiences over traditional academic qualifications. This model shifts the hiring conversation from “What school did you attend?” to “What value can you bring today?”
According to a 2023 report by the World Economic Forum, more than 50% of employees globally will need reskilling by 2025 due to the rapid adoption of technology. That means job readiness now depends more on adaptability and hands-on skills than on degrees.
Degree-Centric Recruitment: Where It Falls Short
While degrees are still valuable in many contexts – especially in fields like medicine, engineering, or law – they are often poor predictors of job performance in dynamic sectors like:
- Technology
- Marketing and Communications
- Project Management
- Customer Service
- Creative Design
Challenges with Degree-Centric Hiring in Nigeria
- Mismatch with market needs: Many Nigerian universities still teach outdated syllabi. Graduates are often unprepared for the practical challenges of work.
- Exclusion of talent: Candidates who couldn’t afford formal education but learned through apprenticeships, self-study, or internships are unfairly sidelined.
- Inflated credential requirements: Some job listings ask for a Master’s degree for entry-level positions, excluding capable applicants.
Reflect on this quote:
“Talent is universal, but opportunity is not.” – Leila Janah
1. Focus on Outcomes, Not Pedigree
Hiring managers increasingly care about deliverables. Can you write a compelling marketing pitch? Solve customer queries efficiently? Write clean, functional code?
Global companies like IBM, Google, and Accenture no longer require degrees for many roles. Locally, Andela, a tech talent accelerator in Nigeria, trains and employs software developers based on coding proficiency, rather than educational background.
2. Faster Recruitment, Better Retention
When hiring is skills-first, recruitment becomes more agile. Candidates are tested through task simulations, portfolio reviews, or trial projects. This results in better job fits, reduced turnover, and faster onboarding.
Nigeria has over 33% youth unemployment, yet a large segment of young people are self-taught creatives, freelancers, and digital entrepreneurs. A skills-based approach gives them a fair chance to compete favourably – even if they never attended a university.
E.g: A product designer from Kaduna built a strong portfolio on Behance and landed a remote job with a US-based startup – without a formal degree. What got him in? Demonstrated skills.
Case Study
Flutterwave, one of Nigeria’s fintech giants, launched an internship programme that focuses more on aptitude and enthusiasm than on academic records. Applicants are asked to complete tasks like building a landing page or drafting user stories, depending on their field. This initiative has helped uncover talent that traditional hiring might overlook. This has resulted in more innovative hires, greater diversity, and a stronger employer brand.
Guide to Building a Skills-Based Hiring Strategy for Employers
To implement this successfully, companies must be intentional. Here’s how:
1. Rethink Job Descriptions
Avoid unnecessary degree requirements. Focus on skills, soft competencies, and experience. Use phrases like:
- “Proficiency in social media tools (e.g., Hootsuite, Buffer)”
- “Ability to write clean JavaScript code”
- “Experience handling customer complaints in high-volume environments”
2. Introduce Practical Assessments
Replace CV screening with performance-based tasks. E,g:
- Writers can submit blog samples.
- Sales applicants can pitch a product.
- Designers can complete a mini branding task.
3. Use Skills Frameworks
Adopt global standards like SFIA (Skills Framework for the Information Age) or create your own local skills matrix. This ensures consistency and fairness in evaluation.
4. Embrace Technology
Tools like Codility, Vervoe or HackerRank can automate skill testing. In Nigeria, platforms like Jobberman and Tech4Dev are already pioneering skill-based assessments.
5. Train Hiring Teams
Recruiters and managers must unlearn biases. Degrees aren’t a proxy for potential. Train teams to recognise skill, drive, and cultural fit.
Benefits for the Nigerian Economy
The shift to skills-based hiring isn’t just good HR – it is a national imperative.
- Reduces youth unemployment by recognising informal and non-traditional learning pathways.
- Drives innovation by opening the floor to diverse thinkers and doers.
- Improves equity by closing the opportunity gap for talented individuals without formal degrees.
- Boosts productivity as employees are placed in roles they are truly equipped for.
Overcoming Skepticism
Some worry that ditching degrees will lower hiring standards. Not true.
Skills-based hiring is not anti-education – it is pro-competence.
Degrees still matter in certain fields. But for many roles, they should be one of many considerations – not the sole gatekeeper.
Employers can still verify technical ability, cultural fit, and ethical conduct through references, portfolios, interviews, and trial periods.
Conclusion
Nigeria stands at a crossroads. With a booming youth population, rising digital adoption, and a growing informal learning economy, the country has an unprecedented chance to reimagine work.
The old formula – go to school, get a degree, get a job – no longer guarantees success. Meanwhile, thousands of brilliant, resourceful young Nigerians are gaining skills through online platforms, internships, bootcamps, and real-world hustle.
As an employer, the question is: Are you recognizing them – or overlooking them?
The future of recruitment is not about where someone has been – but what they can do.
As Leila Janah wisely said,
“Give work, not aid.”
Let’s give real work to those who can truly deliver – degree or not.
Contributed by Agolo Eugene Uzorka, a Human Resource Consultant and Content Writer.
