Photo Credit:  Shubham Dhage

This year began with a viral tweet (see below) from an HR professional on Twitter, stating that despite reviewing 600 applications, they faced significant challenges in identifying 20 qualified candidates. Rather than analyzing this tweet from the standpoint of any specific party, I simply want to emphasize how exhausting it is to witness this ongoing cycle of finger-pointing year after year.

My aim is to address the issue of talent shortages in an objective manner, free from the trap of blame.

I intend to approach this discussion through the lens of systems thinking, a concept I discovered through listening to the Systems Thinking podcast by Mike Metcalfe and the Personality Hacker podcast by Joel Mark Witt and Antonia Dodge.

For those who are unfamiliar with this concept, let’s get into a brief class session on systems thinking 101 using a relatable scenario that resonates with many Nigerians.

Imagine you’re watching a football match. You see the players running around and kicking the ball, but what if I told you there’s more to it than that? Each player isn’t merely operating in isolation; they are integral parts of a larger system—the team. Their actions are interconnected, and the relationships they have with one another impact their performance and how the game unfolds.

Systems thinking is like taking a step back from the football field and seeing the bigger picture. It’s about understanding how different parts work together to create a whole, just like the players, referees, coaches, and even the cheering fans in the stadium all contribute to the game.

My favorite definition:

Systems thinking is multiple nodes working in tandem to create a desired or emerging result.

– Joel Mark Witt

We often approach issues in a superficial manner, seeking simplistic cause-and-effect relationships rather than recognizing the intricate complexity and interdependence of various factors at play. It is crucial that we move away from the blame game, where companies and HR professionals point fingers at job seekers for their perceived lack of preparedness, while job seekers and employees retaliate by criticizing companies for their inadequate training programs, unrealistic expectations, and flawed recruitment systems, as exemplified in the mentioned tweet.

While there may be some truth to these claims, the reality is far more nuanced, and it is essential that we acknowledge and discuss these complexities in order to find solutions and enhance our circumstances. It is time to abandon our narrow perspectives and adopt a multidimensional approach, looking beyond simple cause-and-effect relationships.

In Nigeria, the talent shortage is a multifaceted issue with interconnected causes and effects. By embracing systems thinking, we can adopt a comprehensive approach to comprehending and addressing this problem.

The talent shortage in Nigeria is influenced by various elements and interactions within the wider ecosystem.

Here are some specific factors that contribute to this issue:

• Education and Skills Mismatch: There is often a mismatch between the skills and knowledge acquired through formal education and the demands of the job market. The curricula of educational institutions may not align with the evolving needs of industries, leading to a gap between the skills job seekers possess and those required by employers.
• Limited Access to Quality Education: Unequal access to quality education, particularly in rural areas, can limit opportunities for individuals to acquire the necessary skills and knowledge for employment. Disparities in educational infrastructure and resources further exacerbate the talent shortage.
• Brain Drain: Nigeria experiences significant brain drain, where highly skilled professionals seek better opportunities abroad. This outflow of talent deprives the country of valuable, talented people and exacerbates the talent shortage.
• Lack of Industry-Academia Collaboration: Insufficient collaboration between educational institutions and industries hampers the alignment of curricula with industry needs. 
• Limited Investment in Workforce Development: Some companies may not prioritize investing in training and upskilling their employees, which can contribute to a lack of skilled professionals. 
• Inefficient Recruitment Practices: Flawed recruitment processes, such as excessive reliance on formal qualifications or inadequate assessment methods, can result in overlooking qualified candidates and perpetuating the talent shortage.
• Economic Factors: Economic challenges, such as limited job opportunities and unstable market conditions, can discourage individuals from pursuing certain career paths or remaining in the country, further aggravating the talent shortage.

 

We have identified the actors at play and how they interact.

 

But how do we approach this?

 

Well, here are some approaches to consider in applying systems thinking to the talent shortage in Nigeria:

1. Identify Interconnected Elements:

Education System: Evaluate curriculum relevance, invest in STEM education, and bridge the gap between graduates’ skills and industry needs.
Government Policies: Develop strategies to retain talent, incentivize skill development, and enhance infrastructure and living standards to attract and retain skilled individuals.
Private Sector: Foster innovation hubs and incubators, create appealing job opportunities, and invest in employee training and professional development.
Social Factors: Address brain drain by promoting positive narratives about career prospects in Nigeria and strengthening social safety nets to incentivize local talent.

2. Understanding Feedback Loops:

Brain Drain: The departure of talented individuals leads to a lack of role models and mentors, further discouraging future generations from pursuing local opportunities.
Skill Mismatch: Inadequate alignment between education and industry needs results in unemployment and underutilization of talent.
Low Wages and Incentives: Insufficient compensation and limited career growth prospects drive talent to seek opportunities abroad.

3. Focus on Leverage Points:

Invest in Early Childhood Education: Lay a strong foundation for critical thinking and problem-solving skills, nurturing talent across various sectors.
Promote Industry-Academia Partnerships: bridge the gap between theoretical knowledge and practical application; establish targeted internship and training programs.
Facilitate Public-Private Partnerships: Combine government funding and private sector expertise to invest in infrastructure, technology hubs, and skill development initiatives.
Empower Tech-Driven Solutions: Develop online learning platforms, remote work opportunities, and digital skills training to enhance access to education and employment.

4. Foster Collaboration and Shared Vision:

Engage stakeholders from all sectors: Encourage collaboration among government, private companies, educational institutions, NGOs, and community leaders to work towards a shared goal.
Promote entrepreneurship and innovation: Create an ecosystem that nurtures creativity, risk-taking, and the development of local talent and solutions.
Highlight success stories and role models: Celebrate the achievements of Nigerian professionals both within the country and abroad to inspire and motivate future generations.

5. Monitor and Adapt:

Continuously assess the effectiveness of implemented strategies: Collect data, track progress, and make adjustments based on feedback and emerging trends.
Embrace a culture of learning and adaptation: Recognize that the talent landscape is constantly evolving, requiring a flexible and responsive approach for long-term success.

By applying systems thinking, Nigeria can move beyond addressing the talent shortage as a linear problem and embrace a holistic understanding of the interconnected system. This shift calls for collaborative efforts, holistic development, sustainable solutions, and a shared vision for the future of Nigerian talent. And as an individual within the system, you can also find your niche and contribute to improving the broader problem, just like a player on the football field.

Similar to any other concept, the implementation of a system like this poses its own set of challenges. It can encounter various barriers and obstacles, particularly in the context of Nigeria.

 

Here are some potential challenges to consider:

• Limited Awareness and Understanding: One of the primary challenges is a lack of awareness and understanding of systems thinking among stakeholders, including policymakers, educators, and employers. Without a clear understanding of systems thinking principles and approaches, it can be challenging to gain buy-in and support for implementing systemic solutions.
• Siloed Approaches and Fragmented Efforts: Many initiatives to address the talent shortage in Nigeria often operate in isolation, with limited coordination and collaboration among different stakeholders. This fragmented approach can hinder the effectiveness of interventions and result in duplicate efforts or missed opportunities for synergies.
• Resistance to Change: Implementing a systems-thinking approach requires a shift in mindset and a willingness to challenge existing practices and structures. Resistance to change, particularly from entrenched interests or those benefiting from the status quo, can impede progress in adopting a holistic, interconnected perspective.
• Resource Constraints: Adequate resources, including funding, infrastructure, and technological support, are essential for implementing systemic solutions. Limited resources can pose a significant challenge, particularly in developing countries like Nigeria, where competing priorities and budget constraints may hinder the allocation of sufficient resources to talent development initiatives.
• Complexity and Uncertainty: Addressing the talent shortage as a complex system involves dealing with numerous interconnected factors and dynamic feedback loops. The complexity of the issue and the uncertainties associated with predicting outcomes and impacts can make it challenging to develop comprehensive strategies and measure success effectively.
• Policy and Regulatory Barriers: Existing policies and regulations may not be conducive to implementing systemic solutions. Outdated or rigid policies, bureaucratic hurdles, and regulatory barriers can inhibit innovation, collaboration, and the flexibility needed to address the talent shortage effectively.
• Limited Data and Monitoring Systems: Effective systems thinking relies on data-driven decision-making and robust monitoring systems. However, in some cases, data may be scarce, incomplete, or unreliable, making it challenging to assess the impact of interventions accurately and adjust strategies accordingly.
• Cultural and Social Factors: Societal norms, cultural biases, and social attitudes can influence perceptions of talent, career choices, and education. Addressing these deep-rooted factors requires comprehensive strategies that consider cultural nuances and engage with communities to bring about attitudinal and behavioral changes.

In conclusion, applying systems thinking to address the talent shortage in Nigeria presents a powerful opportunity for collective action and sustainable change. By embracing a holistic perspective and recognizing the interconnectedness of various factors, we can pave the way for a brighter future.

To HR professionals, I urge you to adopt a systems-thinking approach within your organizations. Consider the broader talent ecosystem, identify skill gaps, and invest in training and development programs that align with industry needs. By nurturing and retaining local talent, you can contribute to the growth and competitiveness of your business while positively impacting the larger talent landscape.

To business owners and founders, I encourage you to see your enterprises as part of a larger system. Embrace responsible practices by investing in employee training, supporting education initiatives, and fostering collaborations with educational institutions. By doing so, you not only contribute to addressing the talent shortage but also create a sustainable and thriving business environment.

To job seekers, I implore you to take a systems-thinking approach to your career. Continuously upgrade your skills, seek out opportunities for professional development, and consider the long-term impact of your choices. By aligning your skills with the evolving needs of the job market and embracing lifelong learning, you become a valuable asset to the talent ecosystem and open doors to fulfilling career prospects.

Together, we can create a positive ripple effect where each action amplifies the impact of others. By keying into systems thinking, we can collectively build a sustainable solution to the talent shortage in Nigeria.

Remember, change begins with the individual, and each one of us has a crucial role to play.

Thanks for reading.