Someone recently walked me through a recruitment process she went through to get her current job and how it differed significantly from anything she had experienced in the past. And I thought, “Wow, this is what a recruitment process would look like if there were zero bias.

While I will not be mentioning the company’s name, let me run through the process and tell you what piqued my interest in it.

No resume!

First of all, no resume was required for the application. According to her, the job description was clear about what and what one would be required to do on the job, what skills and education one needed to have, etc. After reading through the JD, she created an account on the portal to start the application.

What I like about this is that the job focuses on the exact activities one would do in the role. Also, her explaining this process to me opened my mind to how resumes may have been introducing some biases into the recruitment process. When you consider the fact that people pay to get well-crafted resumes these days, then you will agree that shortlisting applicants based on the resumes may not necessarily give you the best candidate. Because, of course, the best candidate may not have the best resumes. And besides, why should resumes be the basis for judging when the person is not employed to write resumes for a living?

Testing the skills

After setting up the account and filling out brief information on her profile about her education and work history, she was required to take a basic English test. Now, even though the JD had specified that one needed to be fluent in the English Language to take on the role, this step ensures that the people who have applied actually have this fluency they claim to have. The test was graded with stars, and only those who scored four stars and above could proceed from the stage.

Reenacting a real-time workday

After the test of the English language, the next stage was to test the actual skills. This stage took 3 hours. The applicant was given a brief (of a task that she would typically do on the job) and had to work on it online and submit it within the stipulated time. This is a real-life task, and the way I see it, this stage shows the recruiter how the applicant can perform on the job in terms of the quality of tasks delivered, timeliness, and ability to follow instructions.

The second part of this task took 1 hour, and the applicant was given a task to rate work done (maybe from their archives) and explain why it is good, great, or bad and what they would do to improve on it. Again, this tests the person’s understanding of the expected results. If you are seasoned in a specific skill, you should be able to tell when it has been done right or wrong or what can be done to improve on a poorly done job.

Up to this point, the grading is done independently by parties who neither know the name, gender, or other specifics of the applicant they are grading.

Interview at last!

By the time the applicant gets to the interview stage, she has aced all the other stages and established the capacity to deliver on the skills for the job. At this stage, all left is a series of friendly chats with designated company executives to establish a culture fit and the applicant’s social/communication skills. Once this is done, the applicant can expect an offer. But not so fast; there is one more stage.

Are you who you say you are?

To confirm that an applicant did not have an imposter to help him through the previous stages and tests, the last test is to confirm capacity. In this stage, the applicant takes another test, which is designed to detect any fraud. Once this test starts, if the system detects any side conversation (suggesting help from a third party), light from another screen (suggesting the applicant is consulting other sources), or any other thing of such, the test will be submitted automatically. Also, the video feature has to be put on the whole time to be certain that the applicant is the one taking the test.

Conclusion

Last came the offer, and by the time she resumed the job, it was a smooth ride. The onboarding process went smoothly, and she could immediately get on with tasks and deliver within the given timeframe.

This, for me, is what a recruitment process without bias would look like, and I like every stage of it. No doubt, it may take some resources to set it up, but I think it is something hiring teams should consider. Also, given the high staff turnover rates resulting from people employing staff who cannot deliver on their job roles, it is truly worth considering. It also puts some responsibility on the recruiter to establish what the new employee would do daily before putting out an advertisement. There is no point in hiring for a role if you cannot figure out what a typical workday would look like.

The exodus of companies and de-industrialization of Nigeria continue with P&G joining the party: “Consumer goods giant Procter & Gamble (P&G) has announced plans to dissolve its on-ground operations in Nigeria and transition the country into an import market. The decision, outlined by P&G’s Chief Financial Officer, Andre Schulten, during a presentation at the Morgan Stanley Global Consumer & Retail Conference, is attributed to challenges in the volatile exchange market and other business-unfriendly issues.”

Nigeria has become a finance-first economy as we watch the old mantra of manufacturing-first playbook fade. Who wants to make anything that is not an app in Nigeria? People, these politicians should wake up because Nigeria is in an economic miry clay right now. This is not a political observation, but a message from a citizen.

Immediately that happened, the Financial Sector became the easiest way to become rich over making things. Between 1989-1992, IBB licensed dozens of finance houses and the leading new generation banks in Nigeria were born within that window (GTB, Zenith, UBA’s STB, Diamond/Access, etc) . As that was happening, SAP sapped Nigeria and rewired the economy to be finance-first, instead of manufacturing-first. From that 1989, the Naira started losing value to USD because our balance of payment and balance of trade began to deteriorate.

This was the outcome when GSK exited: “Following the recent announcement of GlaxoSmithKline’s (GSK) departure from the Nigerian pharmaceutical market, there has been a notable surge in the prices of GSK medications, with increases reported to be as high as 1000%.”

Do you know how many citizens who have to go off-med because of this? Floating the Naira is a sub-optimal policy and I hope Nigeria reverses it. Because you cannot float when you have no life jacket to swim in case something happens.

Context below…

P&G to dissolve ground operations in Nigeria – by Paul Ugbede

Procter & Gamble- P&G, one of the world’s leading consumer goods companies, has announced that it will cease its local manufacturing and distribution operations in Nigeria by the end of the year. P&G has a portfolio of well-known brands such as Ariel, Pampers, Gillette, and Oral-B. The company said that it will transition to an import-only business model, meaning that it will source its products from other markets and sell them in Nigeria through third-party distributors.

The decision comes after P&G faced several challenges in the Nigerian market, such as currency volatility, high inflation, low consumer demand, regulatory uncertainties, and infrastructural bottlenecks. The company said that these factors made it difficult to sustain a profitable and competitive business in the country.

Some of the challenges that P&G faced in Nigeria include:

– High costs of production and distribution: Nigeria is a large and diverse country, with poor infrastructure and logistics. This makes it difficult and expensive for P&G to produce and distribute its products across the country. Moreover, Nigeria has a high inflation rate and a volatile exchange rate, which increase the costs of importing raw materials and finished goods. P&G also faced high taxes and tariffs, as well as regulatory uncertainties and bureaucratic hurdles, which added to its operational costs.

– Low consumer purchasing power and price sensitivity: Nigeria has a large population of over 200 million people, but most of them live on less than $2 a day. This means that many consumers have low disposable income and are very price sensitive. They tend to buy cheaper alternatives or counterfeit products, or switch to other brands when prices increase. P&G’s products are generally perceived as premium or high-quality, but they are also more expensive than those of its competitors. This makes it hard for P&G to attract and retain customers, especially in the mass market segment.

– Intense competition from local and international players: P&G faces stiff competition from both local and international players in the Nigerian market. Some of the local players include Dangote Group, Unilever Nigeria, Flour Mills of Nigeria, and PZ Cussons. These companies have a strong understanding of the local market, consumer preferences, and distribution channels. They also offer lower-priced products that cater to the needs of the mass market segment. Some of the international players include Reckitt Benckiser, Colgate-Palmolive, Kimberly-Clark, and Johnson & Johnson. These companies have global brand recognition, economies of scale, and innovation capabilities. They also offer a wide range of products that compete with P&G’s portfolio.

P&G has been operating in Nigeria since 1992 and has invested over $300 million in its local facilities. The company employs about 1,000 people directly and indirectly and supports several social and environmental initiatives in the country. The company said that it will work closely with its employees, suppliers, customers, and other stakeholders to ensure a smooth and responsible transition.

P&G said that it remains committed to serving the Nigerian consumers with its portfolio of trusted brands, such as Ariel, Pampers, Always, Oral-B, Gillette, and Safeguard. The company said that it will continue to innovate and improve its products to meet the needs and preferences of the Nigerian market.

P&G also said that it will maintain its presence in Nigeria through its regional office in Lagos, which oversees its operations in West Africa. The company said that it will leverage its global scale and expertise to deliver value to the Nigerian consumers and society.

As Naira Hits Record Low, Nigeria Needs To Focus On The Root Cause