₦airaland Forum

IyaTola:
Nigeria has talent. That is not in doubt.
But talent alone is not enough in a global market.

semid4lyfe:
The Moniepoint CEO misyarned.

The 500 unfilled job vacancies in his company is not a referendum on the character, skillset, talent or employability of Nigerian youths. Neither is it due to yahoo culture, social media distraction, laziness or quest for fast money.

Banks, Oil majors, Auditing companies, Tax corporations, FMCGs Industry, Elite Government agencies etc recruit meritoriously and fill their vacancies from these same pool of Nigerian youths.

So why is Moniepoint unable to do so? Answer - Poor remuneration.

Thankfully, he recognizes he is competing globally, so he should pay global salaries if he wants the best. Simple.

Anyways, I no blame am. I blame the CBN for its failure to properly regulate Nigerian banks to ensure functional ATM machines which is the gap filled by moniepoint .

The CEOs statement is also insensitive being that the vast majority of their agents/customers sit under umbrellas by the road side or in makeshift kiosks processing transactions Are those ones lazy too?

The moniepoint CEO is nothing but a dolt.

IyaTola:
Nigeria has talent. That is not in doubt.
But talent alone is not enough in a global market.

Vision101:
Your emphasis is on reward and pay alone. You didn't challenge what he said concerning readiness, skill, attitude and desire for knowledge. The hard truth is that there are so much poor attitude and high expectations issues with our people. If you have ever interviewed our graduates you know that there are gaps. No employer will treat a valuable employee poorly.

SpencerForbes:
I completely disagree with him. Having worked within the corporate system, I’ve realized that many Nigerian employers don’t actually like hiring Nigerians. Why? Because they want maximum skills for minimum pay.
They will hire a foreigner and pay him 350k–400k, but hire a Nigerian for the same role and pay 250k. The Nigerian might even be more skillful, but they value the expat more simply because of where he’s from.

Look at the minimum wage—it's 70k. Yet, I can bet that many employers pay their drivers and security far less than that. But imagine if it were a foreign firm or individual safeguarding their property; they wouldn’t blink at paying 200k.

The moment we start to value our own people, maybe "yahoo" and other social vices will reduce. In this country, we love to overwork our own and overvalue others. It’s discouraging for the youth. Other countries prioritize their citizens, but here, we do the exact opposite.

Rutherinspace:
As someone who has hired talents local and foreign. I can tell you that Nigerians have poor work ethics. It's not always about pay. Our workers sometimes exhibit "I don't care attitude " We have poor work ethics compared to foreigners. I can give you several examples from my working experience. It's not easy to get foreign workers into Nigeria and it saves me a lot to use local workers. But when these workers don't understand contracts, timelines, dedication and diligence, it's better getting foreign workers whose sole business is to get the work done and get out.

Cmeo:
As a business owner in Nigeria, I concur with what that young man said

MT:
This thread is an example of what the Moniepoint CEO says.

If this thread is about Portable vs Carter Efe, it must have stretched to a minimum of 10 pages😁

Personperson01:
Y'all want to cheat and give motivational speeches! Nothing works that way. Look at trump for example.

airsaylongcome:
He's talking n0nsesne. Those so-called open roles are virtue signaling. They don't have any openings

Vision101:
You want me to train an intern, upgrade his skills and boom he leaves or starts to threaten. Then I will start all over. Will he allow me to bond him for specific number of years?

MT:
This thread is an example of what the Moniepoint CEO says.

If this thread is about Portable vs Carter Efe, it must have stretched to a minimum of 10 pages😁

Oyindamolah:
What's your point is exactly?

Oyindamolah:
If an intern becomes valuable enough to leave after learning from you, that doesn’t automatically mean the investment was wasted. it means you helped build talent. The bigger question is: why do people feel the need to leave so quickly?

In many cases, people leave because of poor pay, no growth path, toxic work culture, or feeling undervalued. And if someone is threatening you after gaining experience, that’s a separate character issue not a reason to stop developing people entirely.

Also, bonding employees for years can backfire. Most talented people won’t agree to being tied down unless there’s a strong incentive attached (sponsorship, certifications, relocation support, etc.). Even then, forcing retention rarely builds loyalty.

I think this approach is better:
- Hire people with good character and willingness to learn
- Create clear expectations from day one
- Pay fairly as they grow
- Build systems so your business doesn’t depend on one person
- Make your workplace good enough that people want to stay

Because the real risk isn’t training people and losing them. It’s refusing to train people and being stuck with mediocre talent forever.

SpencerForbes:
I completely disagree with him. Having worked within the corporate system, I’ve realized that many Nigerian employers don’t actually like hiring Nigerians. Why? Because they want maximum skills for minimum pay.[b]

Vision101:
Your emphasis is on reward and pay alone. You didn't challenge what he said concerning readiness, skill, attitude and desire for knowledge. The hard truth is that there are so much poor attitude and high expectations issues with our people. If you have ever interviewed our graduates you know that there are gaps. No employer will treat a valuable employee poorly.

Rutherinspace:
As someone who has hired talents local and foreign. I can tell you that Nigerians have poor work ethics. It's not always about pay. Our workers sometimes exhibit "I don't care attitude " We have poor work ethics compared to foreigners. I can give you several examples from my working experience. It's not easy to get foreign workers into Nigeria and it saves me a lot to use local workers. But when these workers don't understand contracts, timelines, dedication and diligence, it's better getting foreign workers whose sole business is to get the work done and get out.

IyaTola:
Nigeria has talent. That is not in doubt.
But talent alone is not enough in a global market.

Recently, the CEO of Moniepoint mentioned they had over 500 open roles they struggled to fill with Nigerians who meet global standards. That statement may sound harsh, but it reflects a reality many recruiters quietly deal with every day.

The jobs exist. The opportunities exist.
But there’s a gap between available talent and job readiness.

Let’s be honest about why.

Yes, our education system is struggling. Many graduates leave school without practical, job-ready skills. But beyond that, there are patterns we need to confront ourselves.

Take social media, for example.
Entertainment dominates attention. Comedy, gossip, and viral trends outperform thoughtful, educational content almost every time.

And no—it’s not just “the algorithm.”
The algorithm amplifies what we consistently choose.

When serious conversations struggle to gain traction, while light content spreads rapidly, it reflects a deeper preference. Over time, that preference shapes our thinking, our habits, and ultimately, our competence.

We are living in an era where the internet gives us access to world-class knowledge—for free.
Yet many people spend hours consuming content that adds little to their growth.

That is not just a technology problem.
It is a discipline problem.

But that’s only one side of the story.

Recruiters hiring Nigerians often highlight additional challenges:

- Skill mismatch: Degrees that don’t align with industry needs, especially in tech, finance, and operations.

- Poor communication skills: Difficulty expressing ideas clearly, both in writing and speaking.

- Lack of problem-solving ability: Many candidates struggle with practical thinking beyond theory.

- Inconsistent work ethic: Not necessarily laziness, but lack of structure, focus, and follow-through.

- Entitlement mindset: Expecting high pay or senior roles without demonstrable skills or experience.

- Weak digital literacy: Basic tools like spreadsheets, email etiquette, or documentation are often underdeveloped.

- Poor interview preparation: Candidates showing up without researching the company or role.

- Limited accountability: Blaming external factors without actively improving personal capacity.

These are uncomfortable truths, but ignoring them doesn’t make them disappear.

At the same time, it’s important to acknowledge systemic realities—unemployment pressure, economic instability, and limited access to quality training also play a role. Not everyone starts from the same position.

Still, personal responsibility remains a powerful lever.

So what can you actually do?

1. Be intentional about what you consume.
If your screen time doesn’t challenge you, it is limiting you.

2. Engage with content that stretches your thinking.
The most valuable insights are often not the most popular.

3. Learn how money works.
Financial literacy is no longer optional.

4. Build a practical digital skill.
It doesn’t have to be advanced—start with competence, then grow.

5. Strengthen your communication.
Clear thinking and clear expression will set you apart.

6. Develop consistency and discipline.
Talent without structure rarely scales.

7. Work on your character.
Skills may get you hired, but reliability, attitude, and integrity keep you employed.


There are opportunities out there. Real ones.
But opportunity does not automatically translate to access.

Preparation is the bridge.

The seats may be empty.
The real question is: are you becoming the kind of person who can sit in one?

SpencerForbes:
I completely disagree with him. Having worked within the corporate system, I’ve realized that many Nigerian employers don’t actually like hiring Nigerians. Why? Because they want maximum skills for minimum pay.
They will hire a foreigner and pay him 350k–400k, but hire a Nigerian for the same role and pay 250k. The Nigerian might even be more skillful, but they value the expat more simply because of where he’s from.

Look at the minimum wage—it's 70k. Yet, I can bet that many employers pay their drivers and security far less than that. But imagine if it were a foreign firm or individual safeguarding their property; they wouldn’t blink at paying 200k.

The moment we start to value our own people, maybe "yahoo" and other social vices will reduce. In this country, we love to overwork our own and overvalue others. It’s discouraging for the youth. Other countries prioritize their citizens, but here, we do the exact opposite.

Rutherinspace:
As someone who has hired talents local and foreign. I can tell you that Nigerians have poor work ethics. It's not always about pay. Our workers sometimes exhibit "I don't care attitude " We have poor work ethics compared to foreigners. I can give you several examples from my working experience. It's not easy to get foreign workers into Nigeria and it saves me a lot to use local workers. But when these workers don't understand contracts, timelines, dedication and diligence, it's better getting foreign workers whose sole business is to get the work done and get out.

UrVillageChief:
You’ve said it all. So Eniolorunda is telling us that he has over 500 vacant tech roles and no Nigerian is qualified enough to take them? We just enjoy demeaning ourselves to impress outsiders. This was how Buhari was fooling himself on an intercontinental TV show calling his own youths lazy.
Once they manage to make small change and escape poverty, others become lazy in their eyes. Going by his unguarded outbursts, one would think there’s an abundance of job opportunities in Nigeria and that it’s the youths that are lazy or aren’t technically qualified enough to take them.

IyaTola:
Nigeria has talent. That is not in doubt.
But talent alone is not enough in a global market.

Recently, the CEO of Moniepoint mentioned they had over 500 open roles they struggled to fill with Nigerians who meet global standards. That statement may sound harsh, but it reflects a reality many recruiters quietly deal with every day.

The jobs exist. The opportunities exist.
But there’s a gap between available talent and job readiness.

Let’s be honest about why.

Yes, our education system is struggling. Many graduates leave school without practical, job-ready skills. But beyond that, there are patterns we need to confront ourselves.

Take social media, for example.
Entertainment dominates attention. Comedy, gossip, and viral trends outperform thoughtful, educational content almost every time.

And no—it’s not just “the algorithm.”
The algorithm amplifies what we consistently choose.

When serious conversations struggle to gain traction, while light content spreads rapidly, it reflects a deeper preference. Over time, that preference shapes our thinking, our habits, and ultimately, our competence.

We are living in an era where the internet gives us access to world-class knowledge—for free.
Yet many people spend hours consuming content that adds little to their growth.

That is not just a technology problem.
It is a discipline problem.

But that’s only one side of the story.

Recruiters hiring Nigerians often highlight additional challenges:

- Skill mismatch: Degrees that don’t align with industry needs, especially in tech, finance, and operations.

- Poor communication skills: Difficulty expressing ideas clearly, both in writing and speaking.

- Lack of problem-solving ability: Many candidates struggle with practical thinking beyond theory.

- Inconsistent work ethic: Not necessarily laziness, but lack of structure, focus, and follow-through.

- Entitlement mindset: Expecting high pay or senior roles without demonstrable skills or experience.

- Weak digital literacy: Basic tools like spreadsheets, email etiquette, or documentation are often underdeveloped.

- Poor interview preparation: Candidates showing up without researching the company or role.

- Limited accountability: Blaming external factors without actively improving personal capacity.

These are uncomfortable truths, but ignoring them doesn’t make them disappear.

At the same time, it’s important to acknowledge systemic realities—unemployment pressure, economic instability, and limited access to quality training also play a role. Not everyone starts from the same position.

Still, personal responsibility remains a powerful lever.

So what can you actually do?

1. Be intentional about what you consume.
If your screen time doesn’t challenge you, it is limiting you.

2. Engage with content that stretches your thinking.
The most valuable insights are often not the most popular.

3. Learn how money works.
Financial literacy is no longer optional.

4. Build a practical digital skill.
It doesn’t have to be advanced—start with competence, then grow.

5. Strengthen your communication.
Clear thinking and clear expression will set you apart.

6. Develop consistency and discipline.
Talent without structure rarely scales.

7. Work on your character.
Skills may get you hired, but reliability, attitude, and integrity keep you employed.


There are opportunities out there. Real ones.
But opportunity does not automatically translate to access.

Preparation is the bridge.

The seats may be empty.
The real question is: are you becoming the kind of person who can sit in one?

SpencerForbes:
The core issue with the Nigerian system is a lack of what I’d call "Joseph’s wisdom"—essentially, a lack of strategic foresight.
Imagine if a founder, like the owner of Moniepoint, opened a massive internship program targeting first-class graduates. He could hire one or two foreign experts and place them on a contract where they must mentor these graduates for three years, transferring their full knowledge base before their tenure ends.

If he starts with five top-tier hires who each train three more people, within six months the talent pool begins to multiply. In three years, you’ve built a powerhouse of intellectual capital. You create a self-sustaining workforce so deep that even the "japa" syndrome or brain drain wouldn't be able to shake the company's foundation.

IyaTola:
Nigeria has talent. That is not in doubt.
But talent alone is not enough in a global market.

Recently, the CEO of Moniepoint mentioned they had over 500 open roles they struggled to fill with Nigerians who meet global standards. That statement may sound harsh, but it reflects a reality many recruiters quietly deal with every day.

The jobs exist. The opportunities exist.
But there’s a gap between available talent and job readiness.

Let’s be honest about why.

Yes, our education system is struggling. Many graduates leave school without practical, job-ready skills. But beyond that, there are patterns we need to confront ourselves.

Take social media, for example.
Entertainment dominates attention. Comedy, gossip, and viral trends outperform thoughtful, educational content almost every time.

And no—it’s not just “the algorithm.”
The algorithm amplifies what we consistently choose.

When serious conversations struggle to gain traction, while light content spreads rapidly, it reflects a deeper preference. Over time, that preference shapes our thinking, our habits, and ultimately, our competence.

We are living in an era where the internet gives us access to world-class knowledge—for free.
Yet many people spend hours consuming content that adds little to their growth.

That is not just a technology problem.
It is a discipline problem.

But that’s only one side of the story.

Recruiters hiring Nigerians often highlight additional challenges:

- Skill mismatch: Degrees that don’t align with industry needs, especially in tech, finance, and operations.

- Poor communication skills: Difficulty expressing ideas clearly, both in writing and speaking.

- Lack of problem-solving ability: Many candidates struggle with practical thinking beyond theory.

- Inconsistent work ethic: Not necessarily laziness, but lack of structure, focus, and follow-through.

- Entitlement mindset: Expecting high pay or senior roles without demonstrable skills or experience.

- Weak digital literacy: Basic tools like spreadsheets, email etiquette, or documentation are often underdeveloped.

- Poor interview preparation: Candidates showing up without researching the company or role.

- Limited accountability: Blaming external factors without actively improving personal capacity.

These are uncomfortable truths, but ignoring them doesn’t make them disappear.

At the same time, it’s important to acknowledge systemic realities—unemployment pressure, economic instability, and limited access to quality training also play a role. Not everyone starts from the same position.

Still, personal responsibility remains a powerful lever.

So what can you actually do?

1. Be intentional about what you consume.
If your screen time doesn’t challenge you, it is limiting you.

2. Engage with content that stretches your thinking.
The most valuable insights are often not the most popular.

3. Learn how money works.
Financial literacy is no longer optional.

4. Build a practical digital skill.
It doesn’t have to be advanced—start with competence, then grow.

5. Strengthen your communication.
Clear thinking and clear expression will set you apart.

6. Develop consistency and discipline.
Talent without structure rarely scales.

7. Work on your character.
Skills may get you hired, but reliability, attitude, and integrity keep you employed.


There are opportunities out there. Real ones.
But opportunity does not automatically translate to access.

Preparation is the bridge.

The seats may be empty.
The real question is: are you becoming the kind of person who can sit in one?