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Nigeria Does Not Lack Brilliant Graduates, It Lacks Workplace Preparedness

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Nigeria

Debate continues after Moniepoint’s CEO raised concerns about graduate employability and unfilled vacancies in Nigeria

Kayode Adebiyi | 11 May 2026

Regarding the statement made by the MD of Moniepoint at The Platform organised by Pastor Poju Oyemade that many young Nigerians are unemployable, and that his organisation has about 500 vacancies that remain unfilled because of this challenge, I will not entirely disagree with his assertion because it is based on his experience. However, I will argue that his company may not have looked deeply and widely enough.

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It is difficult to believe that a globally rated company operating in Nigeria cannot find 500 young Nigerians to fill vacancies, considering the country’s enormous youthful population.

Let us begin with academic qualifications. There is no way Nigeria lacks academically qualified young people who can be employed.

In fact, if organisations restrict their requirements to only first class and second-class upper university graduates, as well as distinction holders from polytechnics, they would still be overwhelmed by the number of applicants who meet those stringent standards.

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In other words, Nigeria is not short of academically brilliant graduates. These same young Nigerians often travel abroad after earning their first degrees in Nigeria and excel at postgraduate level in universities across the UK, the US, and other parts of Europe.

On a personal level, I know several young Nigerians who graduated with a second-class lower division in Nigeria, yet went on to top their master’s degree classes in the UK.

That is why I do not readily agree when people claim that Nigeria’s educational standard has completely collapsed. If that were entirely true, how do these same young Nigerians leave Nigeria and outperform their native classmates abroad at postgraduate level? The same pattern is evident even at secondary school level.

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I know many family friends who relocated abroad with their teenage children, only for the children to complain that topics being taught abroad had already been covered in Nigeria years earlier.

My aunt’s son left Nigeria while in SS1, got to the UK, topped his class, and swept several academic prizes, despite not being considered the best student in his class back in Nigeria.

Recently, I was searching for an editor for my next novel because my former editor was unavailable due to other commitments.

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I contacted a Nigerian lady based in the UK, who is also a published author, and asked her to recommend a very good literary editor.

To my surprise, she told me her editor was based in Nigeria. I had expected her to mention a foreign professional.

Interestingly, this young man is only 30 years old and exceptionally talented at what he does. He is currently editing my manuscript, and I met him for the first time a few weeks ago during my visit to Nigeria.

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Having said all of that, this is where the real disconnect lies regarding the employability of young Nigerians. There is a major difference between academic qualification and employability skills.

Nigeria does not lack academically qualified young people; what many graduates lack are the practical skills required to fit seamlessly into a workplace environment.

This is where employers also need to apply more human understanding and flexibility in their recruitment strategies.

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Nigerian tertiary institutions are structured mainly to prepare students to pass examinations and obtain certificates. Unfortunately, many students are not adequately prepared for the realities of work life outside the academic environment.

This is where many organisations misunderstand the problem and conclude that graduates are unemployable. A lot of brilliant graduates do not even know how to prepare a professional CV that can attract the attention of an HR executive.

Some do not understand workplace communication, professional conduct, teamwork, emotional intelligence, or even how to confidently face an interview panel.

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Many graduates also struggle with problem solving, presentation skills, punctuality, professional etiquette, and basic office culture because these things are rarely taught within the university system.

In some cases, students complete four or five years in school without any structured internship, mentorship, or practical exposure to a real workplace environment.

So, while they may possess strong theoretical knowledge, they often lack the soft skills and practical orientation employers expect.

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This is why Nigerian universities and polytechnics must begin to rethink their curriculum beyond academic theories alone. Final year students should undergo compulsory employability training before graduation.

Institutions should organise practical workshops on CV writing, interview preparation, workplace ethics, communication skills, leadership, teamwork, digital literacy, and problem solving.

There should also be stronger partnerships between schools and industries to ensure students participate in internships, industrial attachments, and mentorship programmes that expose them to real work environments before graduation.

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Career development centres in universities should become fully functional rather than existing merely in name. Professionals from different industries should be invited regularly to interact with students and prepare them for life after school.

Students should graduate not only with certificates, but also with the confidence, orientation, and practical competence needed to function effectively in today’s workplace.

At the same time, organisations must also show more patience and long-term commitment in developing young talent. Every graduate cannot become workplace ready overnight.

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Companies should be willing to identify brilliant young people with potential and help groom them through structured onboarding and mentorship programmes.

Instead of dismissing candidates outright at the interview stage, organisations can introduce longer probation periods during which graduates are trained, monitored, and properly integrated into the company culture.

No society develops by abandoning its young people. Nigeria has an abundance of intelligent, talented, and resilient young minds. What is required is a bridge between academic excellence and workplace preparedness.

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Also read: Aston Villa Frustrated by Burnley in Costly Draw

Once that bridge is properly built by both educational institutions and employers, many of these so called “unemployable” young Nigerians will become some of the most productive assets any organisation can ever have.

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Opinion

Parliamentary oversight or coordinated smear? The unprocedural attack on NNPCL’s Dr. Mumuni Dagazau

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Parliamentary

Also read: Iheanacho Extends Scoring Run in Bursaspor Win

This provision empowers each chamber of the National Assembly to order investigations into any matter within its legislative competence, as well as the conduct of any person, authority, ministry, or government department entrusted with executing laws or administering public funds.

Furthermore, Section 62 provides the explicit constitutional foundation for establishing specialized committees, most notably the Committee on Public Petitions, to systematically receive, review, and investigate genuine citizen grievances.

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To ensure these powers are exercised with order, discipline, and fairness, the legislature operates under clear Standing Orders formulated pursuant to Sections 60 and 101 of the Constitution.

While derived broadly from the investigative powers in Sections 88 and 128, the specific mechanisms, rules, and mandatory steps for receiving, vetting, hearing, and acting upon public petitions are meticulously detailed within these Standing Orders.

Having established this statutory background, it is essential to emphasize a fundamental principle: the constitutional mandate to receive and investigate petitions is an instrument of public accountability, not a weapon for personal vendettas, political witch-hunts, or legislative leverage.

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It is within this context that the recent actions of the House of Representatives Committee on Petroleum Resources (Downstream) must be critically examined.

Its Chairman, Hon. Ikenga Ugochinyere Imo, disclosed at the House Committee Downstream Week that his committee had received a petition alleging money laundering and abuse of office against the Executive Vice President of the Nigerian National Petroleum Company Limited, Dr. Mumuni Dagazau.

A rigorous examination of this public disclosure reveals a glaring departure from standard parliamentary practice.

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This entire affair bears all the hallmarks of a orchestrated campaign driven by deep-seated malice; a desperate attempt to smear the character of public officers who have steadfastly refused to cow to covert blackmail or compromise their official responsibilities.

If this petition possesses any legitimate substance, why did the Committee Chairman fail to reveal the identity of the petitioner? Going public with an unverified, anonymous document without first conducting a preliminary administrative inquiry, establishing a prima facie case, or according Dr. Dagazau his fundamental constitutional right to a fair hearing is deeply troubling.

By disclosing to the press with unbacked claims, the committee has bypassed established legislative protocol and effectively subjected an officer to a trial by media.

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In doing so, the committee risks allowing itself to be used as a proxy for disgruntled elements seeking to undermine ongoing reforms in Nigeria’s downstream petroleum sector.

These interested parties appear unable to accept that the NNPC Limited of today operates under an entirely different paradigm from the NNPC Limited of the past. Under the Petroleum Industry Act (PIA), NNPC Limited is driven by financial prudence, corporate accountability, and strict integrity.

The days when public institutions could be coerced into handing out unearned benefits are over. Those who believe they can resort to character assassination to extract personal gain or force compliance will find that their blackmail falls on deaf ears.

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Furthermore, the backdrop against which these remarks were made renders the Chairman’s comment even more disappointing.

At a major legislative gathering such as the “House Committee Downstream Week” a platform designed specifically to evaluate the health, security, and growth of Nigeria’s energy sector; the clear expectation of stakeholders, industry experts, and the general public was a forward-looking, substantive engagement.

National interest demanded that the committee focus its spotlight on critical industry dynamics: tracking progress made in local refining capacity, addressing persistent supply and bottlenecks, tackling crude oil theft, and formulating actionable legislative solutions to lower energy costs for everyday Nigerians.

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Instead of seizing this vital platform to offer strategic direction and policy support, Hon. Ugochinyere Ikenga chose to reduce a high-level public gathering to a arena for personal attacks and unverified slurs against an executive officer.

Diverting public focus away from pressingly urgent structural challenges in the downstream sector to launch an unprovoked, uninvestigated attack on Dr. Mumuni Dagazau represents a severe misplacement of priorities.

It undermines the very essence of parliamentary responsibility, substituting constructive legislative leadership with sensationalism and targeted distraction at a time when the nation desperately needs solutions, not political theater.

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While Dr. Dagazau reserves all legal rights to protect his hard-earned reputation against defamatory attacks and coordinated character assassination, the leadership of the House of Representatives should be urged to step in.

Also read: Iheanacho Extends Scoring Run in Bursaspor Win

The National Assembly must protect the dignity of the parliament by ensuring that committee oversight remains grounded in fairness, thoroughness, and due process, rather than public spectacles driven by unverified petitions.

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