Bridging the Employability Gap: What Nigerian employers want today – Samantha Ifezulike

Samantha Ifezulike is the Head of Operations, Jobberman Nigeria. In this interview with IFEOMA OKEKE-KORIEOCHA, she speaks on the rapid transformation of Nigeria’s employment landscape, the pivot toward skills-based hiring over paper qualifications, AI integration, and how strategic workforce development is bridging the country’s employability gap.

Nigeria’s labour market has continued to evolve amid economic uncertainty, digital transformation, and changing workforce expectations. From Jobberman’s vantage point, what are the most significant shifts shaping employment in Nigeria today?

Nigeria’s labour market is changing in ways we have not seen before. Employers are placing less emphasis on qualifications alone and paying closer attention to practical skills, adaptability and a candidate’s ability to learn quickly. Digital transformation is also reshaping almost every industry, creating demand for skills that didn’t exist a few years ago. We are also seeing a shift in what young professionals want from work. Salary still matters, but people are increasingly looking for career growth, learning opportunities and workplaces where they can build long-term careers.

Nigeria’s young population remains one of our greatest strengths. The real challenge isn’t a lack of talent; it’s ensuring people have the skills employers need. Bridging that gap will require stronger collaboration between employers, educators and policymakers so young Nigerians are better prepared for the realities of today’s workplace.

Jobberman sits at the intersection of employers seeking talent and professionals looking for opportunities. What are some of the most notable hiring and recruitment trends you are currently observing, and what do they reveal about the direction of Nigeria’s economy?

One of the biggest shifts we are seeing at Jobberman is the move towards skills-based hiring. Employers are looking beyond academic qualifications to practical experience, digital skills and the ability to solve problems. Demand also remains strong across technology, financial services, FMCGs, manufacturing, and other sectors being transformed by digital innovation.

Soft skills have become just as important. Communication, teamwork, critical thinking and emotional intelligence often make the difference between a candidate who gets hired and one who doesn’t. These trends point to an economy that increasingly values agility, problem-solving, and lifelong learning. Businesses are seeking individuals who can adapt quickly, embrace change, and deliver impact from the outset. For job seekers, continuous learning is no longer optional, it’s becoming essential for long-term career growth.

Artificial intelligence is rapidly changing how organisations recruit, develop and manage talent. Do you see AI as a threat to jobs, or as an opportunity to redefine work? How should employers and professionals prepare for this shift?

Artificial intelligence should be viewed as an opportunity to redefine work rather than simply a threat to jobs.

Every major technological shift has changed the nature of work, and AI is no different. While some routine tasks will become automated, new roles will emerge, and many existing jobs will evolve rather than disappear. The focus should be on helping people work better with technology, not compete against it.

For employers, that means investing in AI literacy and helping employees build new capabilities. For professionals, it means staying curious, embracing lifelong learning and developing skills that technology cannot easily replace, such as critical thinking, communication and leadership.

The future belongs to organisations and individuals who embrace AI as an enabler of productivity, creativity, and better decision-making, rather than something to fear.

One recurring concern among employers is the disconnect between available talent and the skills required for today’s workplace. In your view, what is driving this employability gap, and what must be done to bridge it?

The employability gap remains one of the biggest challenges in Nigeria’s labour market. Every year, thousands of talented graduates enter the workforce, but many struggle because they lack the practical workplace skills employers expect. Part of the challenge is the pace at which the workplace is changing. Employers need digital skills, critical thinking, communication and adaptability, while many graduates have had limited opportunities to develop these competencies before entering the job market.

This is where Jobberman is playing an active role. Beyond connecting people to jobs, we invest in career development through initiatives such as our Career Clinic, employability training and employer partnerships that help job seekers understand workplace expectations and build job-ready skills.
The solution to employability is not simply preparing people for today’s jobs. It is preparing them to adapt throughout their careers.

Increasingly, employers are looking beyond academic qualifications to practical skills and demonstrable experience. How do you see recruitment practices evolving over the next few years, and what does this mean for today’s job seekers?

Recruitment is becoming more focused on demonstrated capability than credentials alone. Employers still value academic qualifications, but they’re increasingly interested in what candidates can actually do, whether that’s solving problems, using digital tools or applying their skills in real-world situations.

At Jobberman, we have observed that candidates who continuously develop relevant skills and position themselves effectively are better equipped to access opportunities in today’s competitive market. The traditional CV will remain important, but portfolios, professional profiles, certifications and evidence of real-world impact will play a greater role in helping candidates stand out.

For job seekers, the message is simple: career growth will depend on continuous learning. The ability to acquire new skills, adapt and demonstrate value will become one of the biggest drivers of employability in the future.

Young people remain at the centre of Nigeria’s workforce story, yet many continue to face barriers transitioning from education to meaningful employment. Based on Jobberman’s experience, what are the biggest challenges young professionals face today, and how is the organisation helping them build sustainable careers rather than simply find jobs?

Young Nigerians remain one of the country’s greatest assets, yet many still face challenges making the transition from education into meaningful work. The issue is rarely a lack of ambition. More often, it’s limited access to practical experience, career guidance and opportunities to develop workplace-ready skills.

At Jobberman, we’ve always believed our role goes beyond helping people find jobs. Through our employability programmes, career coaching, workplace readiness training and strategic partnerships, we’re helping young professionals build the skills and confidence needed for long-term career success. When we invest in young people, we’re investing in Nigeria’s economic future. Creating stronger links between education, skills development and employment will be key to unlocking that potential.

Beyond recruitment, Jobberman has built a reputation for supporting career development and workforce readiness. How has this broader approach strengthened outcomes for both employers and job seekers?

The employment landscape has changed significantly, and recruitment alone is no longer enough. Employers want talent that’s ready to contribute from day one, while job seekers need more than access to vacancies. They need the skills, experience, and confidence to compete successfully. That’s why Jobberman combines recruitment with employability and career development. Through our training programmes, career coaching, and strategic partnerships, we’re helping job seekers build the skills employers need while supporting organisations to access quality talent.

A good example is the Mastercard Foundation Associates Programme, where we partner to provide young professionals with meaningful workplace experience. The programme enables participants to build relevant, in-demand skills on the job while supporting host organisations with talented professionals who can contribute from the outset. Over the years, we’ve learned that better employment outcomes come from strengthening the entire talent ecosystem. When businesses can access skilled talent and individuals are equipped to succeed, everyone benefits, from organisations to the wider economy.

Looking ahead, what do you believe will define the Nigerian workplace over the next five years, and what role will Jobberman continue to play in shaping a more resilient, inclusive, and future-ready workforce?

The next five years will be shaped by technology, adaptability and continuous learning. We’re likely to see wider adoption of AI, stronger demand for digital skills and an even greater shift towards skills-based hiring across industries. At the same time, human capabilities such as communication, critical thinking, leadership and problem-solving will become even more valuable because they’re what enable people to work effectively alongside technology.

Jobberman will continue to play a leading role by connecting talent with opportunity while investing in employability, workforce development and labour market insights. Our focus remains helping employers build stronger teams and ensuring more Nigerians are equipped not just to find jobs, but to build meaningful and sustainable careers.