By Adejumoke Adeoti and Josiah Akintunde
By collaborating with industry, Nigerian institutions can co-design curricula that align educational content with actual workforce needs, drawing inspiration from Germany’s dual system and Switzerland’s vocational education models.
Work-Integrated learning: Making SIWES work
The Students’ Industrial Work Experience Scheme (SIWES), established in 1973, connects theory with workplace practice in Nigeria.
However, many internships are treated as mere formalities, leading to issues like inadequate supervision and poor placements.
Research shows that short durations, often limited to six weeks, hinder meaningful skill development. A reform is necessary, advocating for structured programs of at least six months with clear learning outcomes, reflective assessments, and joint evaluations by academic and industry mentors.
Strengthening partnerships between universities and industry and providing incentives for employers can enhance interns’ experience. Following the model of Covenant University, known for its effective industrial training, can improve graduate employability. Collaborative investment from government, universities, and industry is crucial to transforming SIWES into a true pathway to employment.
Apprenticeship pipelines into growth sectors
Nigeria’s rapidly growing sectors—technology, fintech, renewable energy, health, and logistics—should adopt modern apprenticeship schemes that blend classroom learning with paid work experience.
Drawing on successful models in Germany, Rwanda, and Singapore, collaboration among industry, government, and educational institutions is essential to establishing national apprenticeship standards.
Companies like Andela and MEST demonstrate the effectiveness of intensive, practice-based training. Scaling this model through public-private partnerships can be enhanced by offering tax incentives to firms with accredited programmes.
HR professionals should create competency frameworks to assess apprentices based on skills and performance, particularly benefiting young individuals from non-elite backgrounds who have high potential.
Competency-based hiring: Beyond credentials and pedigree
Employers and HR teams should adopt competency-based recruitment, focusing on candidates’ demonstrated skills rather than solely on credentials.
This can be achieved through methods such as work samples, structured interviews, and practical assessments. Innovative approaches, like situational judgment tests, micro-internships, and portfolio reviews, offer a comprehensive view of candidates’ abilities.
To foster inclusivity, organisations should implement transparent hiring criteria, provide feedback for unsuccessful applicants, and engage underrepresented groups. In Nigeria, recognising skills gained from informal learning and online courses is essential, and promoting micro-credentials can benefit qualified individuals without formal degrees. Careful governance of AI tools in assessments is crucial to avoid unintended discrimination.
Large-scale reskilling: Beyond the first degree
For young Nigerians facing underemployment, the focus should shift from acquiring more degrees to targeted reskilling. With rapid technological changes making skills obsolete, education must continue beyond graduation. Collaborative efforts among government, industry, donor agencies, and universities can establish national digital and employability bootcamps tailored to labour-market demands in fields such as coding, data analysis, and cybersecurity.
HR associations can set quality standards, and employers can recognise these credentials. Digital learning platforms provide scalable reskilling opportunities, necessitating public and private sector investment in continuous learning. Corporate Nigeria can lead by offering open-access webinars and subsidised certification programs. Tax incentives could encourage employers to invest in employee development, and universities should offer micro-credentials for working professionals, embracing the norm of lifelong learning.
Future of work preparedness and labour protection
Universities and training providers should incorporate courses on remote work, personal branding, global labour contracts, and cross-border employment. Policymakers and HR bodies need to develop portable benefits and legal protections for gig workers to fill the existing labour protection gap. This collaborative effort requires political will, financial investment, and ongoing partnership. The risk of failing to implement these reforms is a lost generation of educated yet unemployed youth, jeopardising Nigeria’s competitiveness in the digital economy.
A national capability agenda: From crisis to asset
Nigeria lacks systems to deploy talent. The crisis stems from policy inertia and weak links between education and industry. Yet solvable: transform education, hiring, and development.
In collaborations among universities, employers, and the government, each stakeholder plays a crucial role in developing a strong workforce. Universities focus on equipping students with the essential skills and knowledge to become work-ready graduates. Employers partner with educational institutions to ensure training matches industry needs and provides real-world experience.
Human Resources professionals work to design sustainable systems that foster talent development and retention. Meanwhile, the government supports these efforts by providing funding, crafting effective policies, and establishing laws that facilitate collaboration and innovation. Together, these entities create a thriving ecosystem that benefits graduates, employers, and society as a whole.
With 242 million people projected, at a median age of 18, Nigeria’s youth could be a dividend. Rethink now: from degrees to decent work via evidence-based HRM. Inaction betrays a generation; bold action models African empowerment.
Concluded.
Dr Adeoti, lecturer in Human Resource Management and Organisational Behaviour, Brunel University of London. He can be reached at adejumoke.adeoti3@brunel.ac.uk
Dr Akintunde, Coventry University. Dr Akintunde can be reached at akintundej@coventry.ac.uk
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