When Ikenna, founder of Coded Studios, a Lagos-based tech startup, was hiring junior developers for a new mobile app project, he was inundated with applications boasting degrees from top universities and portfolios filled with cloned GitHub repositories. But one candidate, Ifeoma, caught his attention, not because of her résumé, but because of her story.
She had no formal tech training. In fact, she had dropped out of university after her father passed away, taking on odd jobs to support her family. But in her spare time, she taught herself to code using free online resources and built a budgeting app to help market women manage their daily earnings. It wasn’t flashy, but it worked, and it was being used by over 300 traders in her local community.
Chuka didn’t hesitate. He hired her immediately. Today, Ifeoma leads the UX team at Coded Studios, designing intuitive tools for underserved communities across West Africa.
Read also: Gig economy in Nigeria: Blessing or curse for recruitment?
The problem with polish
It’s time to rethink how we identify and nurture talent because the hiring process is often flawed.
Across industries, there’s mounting criticism of traditional recruitment practices that favour surface-level polish over substance. Fancy backgrounds, flawless resumes, and perfectly scripted answers have become the currency of interviews, often at the expense of authenticity. Yet, as many employers are discovering, these markers rarely predict job performance or character.
In Nigeria, where youth unemployment remains high and access to elite education is uneven, this bias can be particularly damaging. It sidelines candidates with grit, creativity, and potential, qualities that don’t always fit neatly into a two-page CV.
There seems to be a loss of human connection in hiring, because although AI can be a useful tool, its overuse has made recruitment feel impersonal. Employers need to go back to the basics and start caring more when hiring.
Read also: Where AI helps in recruitment, and where it falls short
Hiring for heart, not just skill
A growing chorus of voices is advocating for human-centred hiring, an approach that prioritises attitude, humility, and emotional intelligence over rigid qualifications. A sales and recruitment executive, puts it plainly, “Mindset, grit, and heart go so much further than a perfect resume ever will.”
This shift is especially relevant in Nigeria’s dynamic business landscape, where adaptability and resilience often matter more than formal training. Entrepreneurs have built successful teams by trusting instinct and valuing lived experience.
People can be trained, but being an honest-to-God good human cannot be.
The AI dilemma
While technology has streamlined many aspects of recruitment, it has also introduced new challenges. Applicant Tracking Systems (ATS), designed to filter candidates based on keywords and algorithms, often exclude those who don’t “play the game” well. ATS software tends to screen out candidates who may lack polish but possess real potential.
In Nigeria, where digital literacy varies and access to high-speed internet is uneven, this reliance on automated systems can inadvertently reinforce inequality. Candidates who submit applications from cybercafés may be suffer for formatting issues or missing buzzwords.
Interviews as a two-way street
Another emerging idea is that interviews should be mutual evaluations, not interrogations.
This perspective empowers candidates to assess whether a company aligns with their values and aspirations. It’s a shift from desperation to discernment, and it’s gaining traction among Nigerian jobseekers who are increasingly prioritising workplace culture and growth opportunities.
Breaking the mould
Many professionals are also pushing back against outdated practices like cover letters and motivational essays. Some recruiters call them unnecessary hurdles, especially when the real value lies in conversation and connection.
Some job applicants, reflecting on their best interviews, say they felt more like genuine dialogues than formal assessments. “No Q and A. No need to defend yourself. Just talking. The less formal, the better.”
This informal approach allows both parties to gauge compatibility beyond credentials. It’s especially effective in Nigeria’s entrepreneurial sector, where roles often evolve and adaptability is key.
A call to action
As Nigeria continues to build a future driven by innovation and inclusion, its hiring practices must evolve too. Employers are being urged to look beyond the resume and embrace a more holistic view of talent, one that values mindset over metrics, potential over polish, and heart over hype.
The best hires may not come with perfect grammar or Ivy League degrees. They may come from humble beginnings, with stories like Ikennas employee, unpolished, unqualified on paper, but brimming with purpose.
