Nigeria’s hiring crisis isn’t just about unemployable graduates or stingy employers. Here’s how skills gaps and salary gaps really shape jobs in Nigeria.

If you sit in on a typical job interview, you’ll notice something interesting. On one side of the table is a graduate who feels lucky to have made it to the shortlist. They probably paid for several certifications, attended webinars, polished their CV, and still believe the real problem is that companies don’t want to pay.  On the other side is an employer who has sifted through hundreds of CVs, feeling deeply frustrated that most candidates cannot demonstrate basic problem-solving, communication, or digital skills. They are convinced the real problem is that graduates are unemployable. Both sides walk away annoyed. The candidates are saying that they are being offered peanuts, while the employer complains that nobody is qualified. And the vacancy remains open for months. 

So what is really stopping employers from hiring? Is Nigeria facing a skills gap, a salary gap, or a messy combination of both? 

This article explores that tension from both sides of employers and job seekers, using current data and real labour-market trends. We’ll unpack what’s happening in Nigeria’s job market, what skills gap actually means, how low pay and rising costs fuel the salary gap, and what both sides can practically do about it. And if you’re serious about navigating this reality, we’ll also show how Delon Jobs can help you bridge that gap in real life, not just in theory. 

 The Nigerian Hiring Paradox: High Need, High Frustration 

On paper, Nigeria’s unemployment rate does not look as catastrophic as the headlines suggest. Recent labour force surveys from the National Bureau of Statistics (NBS) put overall unemployment at about 5–6% in 2023–2024, with youth unemployment around 7–9%.  But if you’ve spent more than five minutes on Nigerian LinkedIn, X, or job-hunting WhatsApp groups, you know that statistic hides a painful reality: 

-Most Nigerians are working in the informal sector; over 90% of employment according to NBS.  

-Many employed youth are underemployed;doing low-paying, low-skill work far below their qualification or potential. 

-A significant portion of young people are NEET (Not in Employment, Education or Training), with one estimate putting this at roughly 1 in 4 youths. 

At the same time, employers across sectors complain that they can’t find suitable talent. BusinessDay recently reported that over 70% of Nigerian employers struggle to fill roles because candidates lack job-ready skills, especially in technical and digital areas.  

So we have: 

-Graduates and mid-career professionals insisting that there are no good jobs, and the salaries are terrible. 

-Employers insisting that there are good jobs, but we can’t find people who can actually do them. 

This is the heart of the skills gap vs salary gap debate. 

 The Skills Gap: Employers’ Side of the Story 

When Nigerian employers talk about a skills gap, they don’t just mean that people lack degrees. In fact, they often see too many degrees and too little capability. 

A recent analysis by MyJobMag on Nigeria’s hiring struggles points out that multiple reports have highlighted a serious skills gap, driven especially by weak technical and digital skills. One National Information Technology Development Agency (NITDA) report even suggests that about 85% of Nigerian graduates lack basic digital competencies needed in modern workplaces. 

Another research on Nigeria’s skills gap paints a similar picture. A 2025 insight from Nexford notes that many graduates lack job-ready skills, things like communication, teamwork, problem-solving, and adaptability, alongside core technical ability. Academic reviews of skills mismatch in Nigeria have been raising this alarm for over a decade: what universities teach and what the labour market needs are often misaligned.

Across Africa, employers say similar things. A World Economic Forum piece on African employers highlights that companies are desperate for workers who are AGILE and not only technically competent, but able to learn, think critically, and collaborate, with emotional intelligence and leadership potential. 

When Nigerian HR managers say that most graduates are unemployable, they typically mean at least three things: 

1. Digital basics are missing. Simple tasks like using spreadsheets, productivity tools, CRM or HR software, or even writing clear emails are often weak.  

2. Soft skills are underdeveloped. Many candidates struggle with communication, teamwork, handling feedback, and problem-solving under pressure.  

3. Practical exposure is low. Graduates may have theoretical knowledge but lack real-world project experience, internships, or portfolios that show they can execute.  

From this perspective, the problem looks simple and the employers would gladly pay more if they can find people who can truly do the job. But that’s only one side of the story. 

 The Salary Gap: Candidates’ Side of the Story 

Talk to recent graduates or early-career professionals and you hear a very different narrative. 

They will tell you about: 

• Job adverts demanding 3–5 years of experience for entry-level roles. 
• Graduate trainee programs offering salaries that barely cover transport and feeding. 
• Offers of ₦80,000–₦120,000 in major cities where rent, transport, feeding, data, and family responsibilities make that wage unrealistic. 
• Companies that want candidates to know Excel, Power BI, customer service, sales, social media management and still pay them less than the new minimum wage. 

Nigeria’s official national minimum wage was raised to ₦70,000 per month in 2024 under the National Minimum Wage Amendment Bill. But many workers (especially in the informal and small-business sectors) still earn well below this, and labour unions argue that ₦70,000 is no longer sustainable given inflation and the rising cost of living. 

So while employers say that they are unable to find skilled people, the candidates’ response is that they cannot survive on what they are being offered  

For many job seekers, there is a genuine salary gap between what employers are willing or able to pay and what it realistically costs to live. That gap is one reason so many professionals dream of leaving the country, or “japa,” for better pay abroad. Brain drain then worsens the skills shortage for local companies. 

In other words, a poorly paid job market and rising global competition for talent means Nigerian employers are trying to hire into a shrinking pool of skilled candidates, while still offering pre-inflation salaries. 

 So Which Is It: Skills Gap or Salary Gap? 

The honest answer is: both, intertwined with deeper structural issues. 

A recent publication titled Nigeria’s Skills Gap: Beyond the Rhetoric argues that the conversation is often too binary; blaming either lazy youths or stingy employers. Instead, it highlights a more complex reality involving weak education quality, underfunded vocational training, rapid technological change, brain drain, and poor working conditions. 

On the skills side, the evidence is strong: 

-Employers report difficulty filling roles despite large volumes of applications.  

-Studies show widespread gaps in digital skills, problem-solving, and soft skills.  

-Vocational and technical training systems struggle to keep up with modern industry needs.  

On the salary side, there are equally real constraints: 

-Macroeconomic conditions, inflation, and currency depreciation squeeze business margins, especially for SMEs. 

-The new minimum wage raises the floor but doesn’t magically fix the cost-of-living crisis. 

-Many companies face global competition: skilled Nigerians can now work remotely for foreign firms, so they compare local offers with international earning potential.  

The question for the Nigeria’s labour market is, how do we narrow both the skills gap and the salary gap enough for quality hiring to actually happen? 

That’s where deliberate action from both sides comes in. 

 What Employers Can Do Differently Beyond Complaining 

Many employers are genuinely frustrated but simply repeating that graduates are unemployable doesn’t fill vacancies. Companies that are winning the war for talent in Africa and globally are doing a few things differently. 

First, they are clearer and more realistic about requirements. Instead of posting job adverts that demand 2:1 from a top university plus 5 years’ experience plus 10 different tools for a junior role, they define the few core skills that really matter and hire for potential rather than perfection. World Bank and other development agencies working on skills in Africa emphasise outcome-based training and hiring focused on what workers can actually do rather than only on certificates. 

Second, they invest in training and onboarding. In many markets, leading companies accept that they won’t find “ready-made” employees and instead build structured graduate programs, apprenticeships, and on-the-job training. Across Africa, some employers are paying training providers based on how many graduates actually get jobs and stay in them; aligning training with real labour-market needs. 

Third, they match salary with expectations. If a role truly requires advanced Excel, financial modelling, client presentations, and weekend work, it cannot be paid like an entry-level receptionist job. When pay is wildly out of sync with responsibilities, skilled candidates leave or never apply. 

Fourth, they tap wider talent pools and platforms. Instead of relying only on referrals or a single job board, smart employers use specialised recruitment partners and job sites that understand the Nigerian market like Delon Jobs, Nigeria’s top job portal and IT recruitment agency, consistently listed among the best job websites in Nigeria. Through a platform like Delon Jobs, employers can reach not just fresh graduates but also mid-level and senior professionals across multiple Nigerian cities and other African countries. 

Finally, they build attractive workplaces, not just job titles. Gen Z and young millennials in Nigeria care about growth, work–life balance, respect, and learning, not just salary. Employers that offer clear progression, feedback, and a healthy culture will find that skilled people are far more willing to accept and stay in roles, even if the starting salary is not perfect. 

 What Job Seekers Can Do Differently Beyond Blaming Nigeria 

On the other side, job seekers also have agency. The economic system is tough, no doubt but there are practical steps that significantly improve your chances of being hired and paid better over time. 

The first is to get honest about your skills vs the market. It’s not enough to study accounting or have an HR degree. Employers want to see proof that you can use tools, solve real problems, and communicate clearly. Can you demonstrate Excel or Google Sheets competence, basic data analysis, customer handling, or project coordination? If not, that’s a starting point. 

Second, focus on job-ready skills that Nigerian employers keep mentioning: 

-Digital literacy (spreadsheets, email, online collaboration tools).  

-Communication (writing clear emails, making presentations, listening well). 

-Problem-solving and critical thinking. 

-Professionalism and reliability (showing up on time, meeting deadlines, owning mistakes). 

You don’t need an expensive degree to build many of these. There are free and low-cost online courses, and many Nigerian organisations offer free training and webinars for job seekers that focus on real employability, not just theory.  

Third, try to gain practical exposure, even if it’s small at first. Internships, volunteering, freelance gigs, campus leadership, and side projects all count. Employers want to see that you’ve applied your skills somewhere, even in a small NGO, campus project, or family business. A short internship that leads to strong references can sometimes matter more than a generic certificate. 

Fourth, build a CV and online presence that speak the employer’s language. This means highlighting outcomes and skills, not just listing courses. Writing that you handled customer escalations and resolved 90% within 24 hours says more than just putting down Customer service officer.  

Finally, be strategic but realistic about salary. Your first job may not pay what you hope, but it should not trap you in exploitation either. The goal is to balance three things: gaining real experience, surviving financially, and positioning yourself for better-paying roles later. Negotiation is easier when you can clearly show the skills and results you bring. 

 Bridging the Gap Together 

Nigeria’s hiring crisis cannot be solved by one side pointing fingers at the other. Employers who complain about unserious youths but refuse to train or pay decently will continue to struggle. Job seekers who only complain about stingy companies but refuse to upgrade their skills or adjust their expectations will remain stuck. 

The reality is that skills gaps and salary gaps feed each other. When skills are weak, employers hesitate to pay more. When salaries are low, talented people either leave the country, switch industries, or give up on formal employment altogether. Over time, this keeps productivity low and wages stagnant, and the cycle repeats. 

Breaking that cycle requires a different mindset: 

-Employers need to treat talent development as an investment, not a favour. 

-Job seekers need to treat upskilling as a continuous process, not a one-off event before NYSC. 

-Government and training providers need to align education and vocational programs with real labour-market demand, not outdated syllabi. 

Between these players sits one powerful connector: the job marketplace, the platforms that link talent with opportunities and see both sides of the frustration up close. 

As Nigeria’s top job portal and #1 IT recruitment agency, Delon Jobs works daily at the intersection of skills and salaries, helping employers find qualified candidates and helping job seekers discover roles they may have thought were out of reach. Through jobs.delon.ng, you can explore thousands of jobs in Nigeria, from graduate and entry-level vacancies to specialist and management positions. 

If you’re an employer struggling to fill roles, or a job seeker tired of hearing “we’ll get back to you,” it’s time to move beyond blame and start using platforms designed to close both the skills gap and the salary gap. Visit Delon Jobs today, post your next vacancy, or create your candidate profile, and take a deliberate step toward turning Nigeria’s hiring paradox into real opportunities.