A colleague sent this advert to me, and this got me excited. I am sure you are wondering why I am excited. Over the years, I had wondered what correlation exists between age and performance. I have seen smart people denied exciting job opportunities all in the name of age and academic qualification restrictions put in place by organizations. I once engaged a Human Resource Consultant on why these restrictions exist. The response was that there is a need to set such criteria because there are limited opportunities available.


Age: This worries me a lot. How can the age limit for entry levels into the corporate world hover around the early twenties in a country where uncontrollable factors like the ASUU strike can prolong a 4-year course to 5-year course or where there is a mandatory Youth Corp Program under which candidates cannot determine when they will be mobilized?


Academic Qualification and Degree: In my view, where the future performance, competence, and capability of one person are summed up into a single academically driven number (Cumulative Grade Point Average CGPA), there is a high probability of hiring error. One example that comes to mind here is that of an individual that graduated with a 3.49 CGPA (second class lower) and another individual that graduated with a 3.5 CGPA (second class upper). This CGPA has placed both individuals in different opportunity buckets respectively. The second-class upper candidate will be given job opportunities while the second-class lower candidate may have many opportunities to prove himself or herself.

Secondly, HND holders and B.Sc. Holders are both fresh from school, hence equal opportunities should be given to them.

I am sure you are beginning to see why I am excited about the advert. The job advert is more inclusive than what we used to see.

Reduction or elimination of entry barriers will provide organizations with a better opportunity to select from a larger and well-resourced pool of candidates, which will positively impact the staff composition of the company and ultimately reduce unemployment.

This will also provide boundless opportunities for graduates when there are no unreasonable entry barriers and ultimately foster inclusion.

Points to note:

Ø There is a generational shift, and it has become more important to prioritize skills and attitude over age and academic qualification
Ø Foster inclusion by eliminating unreasonable job entry barriers
Ø Do not allow people to be negatively impacted by factors beyond their control such as the ASUU strike
Ø Career choice or change would be seamless when there is no age restriction.
Ø Contribute to economic development by providing equal opportunities.
We hope to see more of this from other organizations and the corporate world at large.
Well done First Bank of Nigeria Ltd. for taking this step. It can be better anyway.

Oyindamolah:
A colleague sent this advert to me, and this got me excited. I am sure you are wondering why I am excited. Over the years, I had wondered what correlation exists between age and performance. I have seen smart people denied exciting job opportunities all in the name of age and academic qualification restrictions put in place by organizations. I once engaged a Human Resource Consultant on why these restrictions exist. The response was that there is a need to set such criteria because there are limited opportunities available.


Age: This worries me a lot. How can the age limit for entry levels into the corporate world hover around the early twenties in a country where uncontrollable factors like the ASUU strike can prolong a 4-year course to 5-year course or where there is a mandatory Youth Corp Program under which candidates cannot determine when they will be mobilized?


Academic Qualification and Degree: In my view, where the future performance, competence, and capability of one person are summed up into a single academically driven number (Cumulative Grade Point Average CGPA), there is a high probability of hiring error. One example that comes to mind here is that of an individual that graduated with a 3.49 CGPA (second class lower) and another individual that graduated with a 3.5 CGPA (second class upper). This CGPA has placed both individuals in different opportunity buckets respectively. The second-class upper candidate will be given job opportunities while the second-class lower candidate may have many opportunities to prove himself or herself.

Secondly, HND holders and B.Sc. Holders are both fresh from school, hence equal opportunities should be given to them.

I am sure you are beginning to see why I am excited about the advert. The job advert is more inclusive than what we used to see.

Reduction or elimination of entry barriers will provide organizations with a better opportunity to select from a larger and well-resourced pool of candidates, which will positively impact the staff composition of the company and ultimately reduce unemployment.

This will also provide boundless opportunities for graduates when there are no unreasonable entry barriers and ultimately foster inclusion.

Points to note:

Ø There is a generational shift, and it has become more important to prioritize skills and attitude over age and academic qualification
Ø Foster inclusion by eliminating unreasonable job entry barriers
Ø Do not allow people to be negatively impacted by factors beyond their control such as the ASUU strike
Ø Career choice or change would be seamless when there is no age restriction.
Ø Contribute to economic development by providing equal opportunities.
We hope to see more of this from other organizations and the corporate world at large.
Well done First Bank of Nigeria Ltd. for taking this step. It can be better anyway.

Copied content from somebody's LinkedIn profile page.

If there’s anything I’m genuinely excited about, is the fact that this current reality of Great resignations and the JAPA effect has pushed most organizations to operate outside their norms. The policies that were excessively stringent and rigid have suddenly been flexed to suit the current needs. How interesting.

I won’t be surprised seeing vacancies with HND Qualifications and third class degree as criteria in the next coming years. Shouldn’t recruitment be largely based on performance during the hiring process and expected delivery? Just to mention, certain organizations still discriminate on the basis of school/institution as well. Isn’t that pathetic?

Moreso, I see no reason for the extreme age discrimination in the first place; it’s so unfortunate that most companies had to wait till this time to flex their policies. Since it seems the age barrier is gradually been lifted now for most companies and for others, hopefully, we will get there. Everybody definitely deserves a chance to work as far as they show readiness and ability to learn on the job.

It is NEVER enough to discriminate on the basis of qualifications, age or degree or even institution, knowing fully well how messy the educational system in the country has been. Is ASUU or ASUP strike a joke to you people?

I hope WE start getting things right again. Kudos to companies that has been consistent with their fair recruitment process; you all keep
Inspiring us.

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