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Lead Consultant and co-founder at Talent Expert Solutions, Grace Oluwalola, had stated that there is a paradigm shift in Nigeria’s employability space as the talent hub is challenging entrenched beliefs about Nigerian youth and the job market with the mission to bridge the widening gap between job seekers and the real demands of the modern workplace.

The convener of the Tech Hire-a-thon Employability Conference 1.0 disclosed that there exist opportunities for youth, graduates, undergraduates, and even experienced hires.

Speaking at the event organised by Techxpat in partnership with The American Corner, Oluwalola said “We want the youths to showcase their skills and learn how to properly position themselves for employment opportunities.”

She stressed that the initiative is the Tech Hire-a-thon, a platform where job seekers pitch their skills directly to potential employers to address the job employability conundrum a mix of underprepared candidates and a mismatch of expectations from employers.

“Everybody is employable, given the right training and exposure, this conundrum is what we are solving with this expo.” she asserted.

Oluwalola while addressing the current state of job readiness among many Nigerian youths, some people’s CVs are nothing to write home about. And in interviews, some can’t even communicate their thoughts clearly, we want to change that”

Beyond the conference, the founder revealed plans to launch bootcamps and training programs aimed at equipping job seekers with both technical and soft skills.
“Communication, emotional intelligence, and relationship management are just as important as hard skills,” she explained.

A strong advocate for digital literacy, Oluwalola emphasised that understanding the basics of tech is no longer optional—it’s essential.

“You don’t have to code. But knowing how to send emails, use Canva, or leverage AI tools it’s crucial, people say AI will take jobs. I say no, it’ll only take the jobs of those who are unprepared,” she said.

Oluwalola believes that when individuals combine artificial intelligence with their own intelligence, they become superintelligent.

She called attention to vital tech competencies including AI usage, machine learning, software development, digital marketing, and graphics design. For her, the goal is to democratize access to these skills, particularly through self-learning and online platforms.

“There’s so much out there. Explore, experiment, and find what works for you.”

For aspiring tech professionals, Oluwalola underscored the importance of having a portfolio as tangible proof of skills.
“If you say you’ve built a website, I want to see it. A CV without a portfolio is just talk, your portfolio tells your story. It’s the evidence that you are who you say you are.”
She also addressed perceptions around Gen Z in the workplace noting both their strengths and areas for growth.

“I’ve worked with some fantastic Gen Zs. They’re incredibly intelligent. But if not managed well, that intelligence can turn against the organisation
“They can become over-demanding. Still, if you manage them right, you’ll get the best out of them,” she noted.

She further flagged a worrying trend among applicants, a lack of preparedness and unprofessional behaviour during interviews
“Many aren’t ready. I’ve had to call candidates multiple times to remind them of interviews. That’s unheard of, Sometimes it’s overconfidence, or just plain laxity. Either way, it needs to change.” she said.

She urged candidates to take interviews seriously: “Show up. Be present. Be prepared.”
Speaking on how Nigeria can sustain and grow its tech talent pool to remain globally competitive, Oluwalola offered a clear solution:
“We need to create more opportunities for people to learn tech skills. And then encourage them to leverage digital platforms and remote work.”

Commenting on interview preparation and winning strategies, Business Day, Chief Economist, Dr Oluyemi Adeosun said, “Undervaluing background is a major pitfall that many candidates fail to recognise the value in their own story or background – e.g calling a parent a petty trader instead of showcasing the entrepreneur. “neurial and partnership experience involved.

He reframed personal experiences as professional skills for instance, managing inventory or credit in informal business settings (like a local shop) can be positioned as inventory management, debt management, customer service, and negotiation skills.

Hence, translating lived experience into career-relevant skills in student leadership, church groups, and even family businesses develops real-world competencies like resilience, people management, organisation, sales, and communication.

According to him, always connect experience to business value. Everything is relevant if you can connect it, whether your background is economics, botany, or engineering, you can align it with the job through critical thinking, pattern recognition, or attention to detail.

Every interview question ultimately links to four key employer interests which are Revenue generation, Cost reduction, Quality improvement, and Time efficiency
Use your introduction to address these four needs not just listing where you schooled or worked, but how those experiences taught you to solve problems and create value.

He stated, “Competency-Based Interviews Focus on skills and proficiencies relevant to the job (e.g., data analysis, use of Excel, reporting tools) while Situational-Based Interviews assess candidates handle real-world scenarios based on the organisation’s core values”

He further urged job-seeking applicants to always review company values before any interview.

He added, “Behavioural Question Response Techniques Use the STAR Technique which means Situation, Task, Action and Result. While ending every story on a positive note, even when describing difficult people or challenges focus on lessons learned, personal growth, and value created.

The expert said, “Preparation is the winning edge while excellence is often a result of systematic preparation not chance. but with Mock interviews this reduces anxiety and boost confidence.

He urged the applicants to avoid negativity, especially about previous employers or workplaces even if your past was toxic.

In her presentation, Managing Partner at Starguide HR Consulting, Lady Mercedes Ifon,
emphasizes the critical importance of crafting a tailored, impactful CV calling it a marketing tool and the key that stands between the applicant and the job.
She explains that CVs should not be generic or overloaded with responsibilities but must highlight relevant achievements, impact, and clearly aligned skill sets. Six seconds,” she stresses, is all recruiters often spend scanning a CV so clarity, relevance, and presentation are vital.
She distinguishes between a résumé and a CV insisting that both must reflect the role being pursued. Mercedes critiques common mistakes such as vague professional summaries and misaligned applications urging candidates to ensure their experiences and goals mirror job requirements.