To win big on the international scene, I always tell people you need to export your own culture and package it properly in the form of art. It is your culture that the international scene doesn’t have.

You can’t go and expect a Nigerian rapper to go far rapping in English; how does he expect to compete with a Kendrick, Cole, Kanye or Hov? Or expect to do a movie in English and expect it to compete favorably with the likes of movies having a Bullock or Aniston? Our culture is what they don’t have, and it’s the only thing that keeps them looking into us because our culture is our uniqueness that we ought to sell to the world.

I write this because of the recent disqualifications of some Nigerian movies by the Oscars due to language barriers. Perusing through the list of African Grammy Winners, one thing is certain, all of them hardly or never sing in English and they all won under the World TRADITIONAL Music Category – this is evident that foreigners need to learn more about our culture because they love it. It is already evident with the collaborations between foreign musicians and the Nigerian musicians: we only get to win big locally internationally when we export our cultures.

The same goes for movies; check out movies that have performed very well on the international scenes, they are all deeply talking about happenings in Africa that the outside didn’t know about.

Check out a few of those movies:

1. Cairo Station (Egypt, 1958) …
2. Sambizanga (1973, Congo/Angola) …
3. Chronicle of the Year of Embers (Algeria, 1975) …
4. The Wind (Mali, 1983) …
5. Hyenas (Senegal, 1992) …
6. Guelwaar (Senegal, 1993) …
7. The Silences of the Palace (Tunisia, 1994) …
8. Keita, The Heritage of the Griot (Burkina Faso, 1996)

I was just watching the British 2019 Sports Personality of the Year Awards, and was thinking to myself, how much of this really goes on in Africa.   

Considering that the most populous sport on the continent happens to be football, I crave your pardon for the bias on this sport. However, I must acknowledge the the Cricket Nations such as South Africa and Zimbabwe and Athletics (notably marathon) Nations such as Ethiopia and Kenya. 

In the case of cricket, the likes of Dwaine Pretorius are more recent acknowledgments, as his decision to stay with the team rather than pursue a career with Nottinghamshire in English county cricket is a ringing endorsement for South African cricket’s apparent new dawn. 

Similarly in Zimbabwean cricket of the late 1990s and early 2000s, Henry Olonga, the country’s first-ever professional black cricketer,  stands tall as one of the most audacious figures of the game having played 30 Tests and 50 ODIs in a career spanning eight years, picking up 126 wickets across both formats. 

Coming back to Football, there have been numerous vilifications of unpatriotism as far as commitment to the National Teams goes, such as “the boys are not as committed to the country as they are to their club sides.” This goes to those that have managed to venture to higher paying British and North American club sides.

Staring with the most recent case of  the Golden Ball winner at the 1987 U17 World Cup, Philip Osondu, who passed away recently, there has neither been any detailed reporting on the cause of death or national support for the family. 

What exactly is the message for African Sports and especially the African Football. Obviously, this requires a situation of “all hands of deck”, and not just the football or other sports federations but also the media and opportunities for documentaries and possibly even movie scripts to celebrate these unsung heroes. 

In my 2016 article on the Nigerian Football league, I mentioned the dismal use of brand ambassadors citing the likes of the late Stephen Keshi as a case in point. 

So there we have it, African personality of the year award is a worthy imperative. Recognition comes in numerous forms and we are well aware that financial remuneration at the country level is clearly no match for what obtains at the club level and especially in the case of those that ply their trade in the West. 

Moving on, it is looking very likely that there would be more convergence between Africa and the Middle East from 2020 onwards hence more research attention should be paid to such a looming convergence imperative.

AfriOne has launched its latest smartphone into the Nigerian market. The phone, Cygnus X came as bait in the company’s quest to win more market space in Nigeria.

The phone came with a large 6.53-inch-high resolution water drop full display with Lumia Gradient cover. It is powered by a strong octa core 2.0 Ghz processor with 4GB RAM and 64GB internal memory for a smooth and fast multitasking switch operation and supports up to 256GB expandable storage. Cygnus X came under the Cygnus series, and is designed with customers’ satisfaction in view.

Among the exciting features of Cygnus X are a high-end AI camera with 20mp selfie camera and rear dual 20mp plus 2mp camera, a 4000mah battery capacity, facial unlock ID, finger sensor.

The brand manager, AfriOne Nigeria Limited, Bunmi Yagba said the new designed was produced with customers’ satisfaction in mind.

“Cygnus X is making its debut in the market and we are confident it will meet our customers’ needs that will be a delight experience for them and satisfy the users in many ways. It is one phone that consumers will enjoy and they won’t regret owning it,” she said.

The phone also came with attractive price, at N44, 600, it is affordable to attract end users with low budget.

Sahir Berry, CEO AfriOne Nigeria Limited, noted that affordability together with features that will meet modern trend is a way to ensure customers’ satisfaction.

“Customers’ satisfaction remains our key focus while maintaining upgraded technology, quality and after sales service across the nation through our wide network of Service Centres which is our key strength by servicing our customers on any post sales challenge they may face with a minimum Turn Around Time,” he said.

Berry also stated that the company is expanding its market share with music accessories through the introduction of ‘Afrione Beats.’ A range of music gadgets rolled out to target the youth; they include Bluetooth speakers, headsets, wireless ear pods, earphones, power banks etc.

Yagba also disclosed the company’s vision to localize and expand the use of cutting-edge technology for manufacturing in mobility space in Nigeria. She said the vision when implemented in the near future will create job opportunities for the Nigerian youth.

AfriOne Limited was incorporated in 2016. It’s the first mobile device, tablet PC assembly plant in Nigeria under the brand name AfriOne is Situated in Lagos in a 20, 000 sq.ft. factory. The company is equipped with sophisticated lab for testing and quality control. The brand has partnership with the Federal Government of Nigeria under the N-power umbrella.

In April 2017, the company was inaugurated in Lagos as the first phone assembling plant in Nigeria, with the capacity of producing 300, 000 products in a month on its four production lines.

Upon its inauguration by the former Governor of Lagos State, Akinwunmi Ambode, the managing director Contec Global, Rohen Berry, said that the firm will not only serve as a tech corporation, but also as education center for entrepreneurship empowerment for Nigerian youth.

“In adherence to the AfriOne and Contec Global in-house Agenda, young men and women have the opportunity to be involved in product development and strategic management programmes.

“We are tangibly investing in Nigeria’s future through AfriOne, while providing a valuable skill set to its workforce that will facilitate continued innovation in Nigeria’s emerging markets,” he said.

Over the past two years, AfriOne has produced many brands of phones and increased its workforce beyond the 5oo it used to be. Sahir revealed that the company will soon extend its space of work to assemble computers, an addition that will make room for further opportunity of employment.

However, the challenge remains lack of capacity to go beyond assembly to manufacture the actual components needed to produce smartphones in their entirety. But Sahir said that plan is underway to facilitate the production of the components in the near future.

“For now, we import components to assemble the mobile devices, but that is going to change in the nearest future, even closer than anybody anticipated. For instance, the plastic battery cover of the phones can be produced right now in Nigeria, and we will start there,” he said.

Who is Leke Oshiyemi?

Leke Oshiyemi is the Founder & CEO of Rekrut Consulting Limited, a Human Capital Development Company. Leke is a Human Capital Strategist. An accomplished Trainer & Recruiter.

An astute Human Resource Professional of about two decades in the trenches, who has held Senior HR Leadership roles with Multinational and conglomerate companies, FMCG, HR-Consulting, Private Equity & Financial Services in Nigeria. He has consulted for various Nigerian Businesses. Previously, Human Resources Business Partner and Career Development Manager with Nigerian Breweries Plc. Former Head Human Resources at Verod Group, Strategic HR Business Partner (HRBP) at Honeywell Flour Mills PLC. Former staff of Smart Mark Ltd, Nadina Industries & Transcon Group. He holds a Certificate in Advanced Strategic HR Management from Cornell University, USA. Master’s degree in Public Administration (HR) from the prestigious University of Lagos, Akoka and Bachelor’s Degree (Honors) in Philosophy from Olabisi Onabanjo University, Nigeria.

Mr. Leke, you mentioned that you founded Rekrut Consulting Limited, what experiences led you to this decision?

Actually, Rekrut Consulting Limited was registered as far back as 2012 while I was in paid employment. The idea was birthed the day I asked myself the big question “What If your employee STATUS ends today, how will you feed your family?”. You see, as an HR guy, I’ve witnessed countless number of redundancies, downsizing or whatever you wish to call it. The motto of Boys Scout says “Be Prepared”. And then, I’ve always been the go-to guy whenever it comes to Human Capital Development, Training facilitation, public speaking, recruitment etc. I’m usually the MC at many corporate events wherever I worked. My colleagues and bosses would always commend and encourage me to imagine a future in Human Capital Development and that’s how it all started. And today, we’re grateful to God.

In your introduction, you used the phrase ‘in the trenches’, can you help our reader understand what you mean, and perhaps the dynamics of the trenches – is it hardwork, hardships, rejections or failures? What exactly do you mean?

In the trenches for me means: 20 years experience of working with amazing teams, long hours, hard work, hardship, rejections, the good, the bad and some uglies. Contending with industrial unions, working far away from home, dealing with Lagos traffic situation, pouring myself into developing people around me, giving appraisals and receiving appraisals. But the greatest of them all is every opportunity I got for storytelling, sharing information, ideas and training and developing people.

Ok. Thank you for telling us the way it is. So, drawing from your experiences in the past 20 years, what would you say about the nature of the Nigerian job market?

To my mind, the landscape of the job market in Nigeria is driven by macro and micro economics. I hear people say there are no jobs around. They are right and also wrong. According to one of the many business reports 2,877 firms in Nigeria have shut-down operations within 4 years. That’s massive loss of jobs and income for the employable youths of this country. Yes, we’ve seen loads of companies downsizing and rightsizing. We have also seen the emergence of new employers like Ridesharing companies Opay, Gokada, Max NG, etc. While we’re also seeing a rise in small scale entrepreneurships and entertainment industry thus creating employment in their own right. I can predict we’re about to see a huge jump in contract staffing and outsourcing of employees to third party agencies by big corporations in Nigeria. Many organizations are inventing various ways to save cost these days.

There has been this popular belief by Nigerians especially job seekers that ‘there are no jobs out there’, Are there truly no job opportunities in Nigeria?

Let’s look at the stats. Youth Unemployment rate in Nigeria averaged 23.63 percent from 2014 until 2018, reaching an all time high of 38 percent in the second quarter of 2018 and a record low of 11.70 percent in the fourth quarter of 2014. As at date, we have well over 170 Universities in Nigeria, churning out graduates every year. Indeed, the opportunities are shrinking very fast. Some people have chosen to blame the government for the unemployment but I belong to the group that says what can I do about this reality. Hence, I chose to be an employer of Labour.

What three key steps would you advise every job seeker to take between now and the wake of 2020 in order to have the harvest of jobs they desire? (If you have more than three key steps, kindly add)

Step 1. SOCIAL MEDIA VISIBILITY. A job seeker who is permanently offline has reduced their probability of getting a job by a wide margin. Job Seekers must be on LinkedIn as part of their job search strategy. There are 610 million LinkedIn users. According to a recent survey, 89% of recruiters have hired someone through LinkedIn. 10.2 Million Applicants found their job through LinkedIn. 1 out of 3 professionals are on LinkedIn. There are over 10 million job postings. Users get access to experts in every area of expertise. Job seekers should be visible by following potential employers, sharing meaningful content and finding creative ways of projecting why anyone should employ them.

Step 2. SKILLS FIRST, THEN EDUCATION. I tell everyone that cares to listen. Marketable skills are becoming more valuable than school education. Add to your academic status powerful skills like Digital marketing, content writing, copy writing, Website development, coding, graphic designing, video editing, photography, PowerPoint, MS Excel etc. One day, you’ll thank me for this.

Step 3. NETWORKING & VOLUNTEERING. A job seeker must be prepared to attend corporate and social events. Ask for opportunity to volunteer with SMEs. You might be surprised where this small experience will speak for you. Job seekers should volunteer because It gives you a place to go. It keeps your skills fresh and teaches you new ones. It takes your mind off your own troubles. It gets you out of your own head and reminds you of the things you’re good at. You also get to learn how to build working relationship with people.

You have really dealt with this subject even with verifiable statistics, thank you. So looking at your profession, the Human Resource, what sure secrets have you discovered that can help or accelerate the growth of young HR professionals or those intending to move into HR?

Here’s my advice to young HR Professionals and those intending to venture into Human resources management. Practice what I call “CANEI” Constant And Never Ending Improvement. It’s the philosophy of betterment or refinement. It’s the idea that nothing is ever finished, or declared perfect; there is always room for improvement. Readers are leaders. Show me your investment into HR books, CDs, Mp3, HR articles, videos, TEDx talks etc and I can predict your HR future. Be updated as per HR trends. Be adaptable. Seek knowledge. Seek wisdom. Be mentored. Update your knowledge.

Build your Dream. It is very important to think about your dream and the vision for your own life and career. Believe in Yourself. Never Stop Learning. Sharpen your People Skills. Expand your Network. Find a Mentor. Build your Reputation. Stop Telling & Start Selling. Don’t be old school. Improve your public speaking skills. Learn marketable skills. I won’t say these are some great secrets, but these are powerful stuff if you have the WILL to ACT on them.

Wow! I’m also being fired up here! Thank you. What are or is the major project you are working on now that you would like job seekers, job changers and professionals to know about that would help them get a job or link them to the process of getting a new job or a promotion at work?

My life’s work now is Project Rekrut Consulting Limited. We’re essentially a Human Capital Development Company. We help you HIRE GREAT EMPLOYEES & HELP YOU TRAIN THEM RIGHT.
We TRAIN RIGHT. Our learning solutions are adaptable to groups of all sizes. Open and in-plant courses. We are flexible to facilitate training sessions for your teams wherever you are located. Distance is not a barrier. World-class trainers. Well researched, rich content, excellent delivery. Check out our training calendar for 2020 at: www.rekrutconsulting.com/Training.

Also, we’ve developed a CV Writing /LinkedIn profile makeover service. Let’s convert your CV/LinkedIn Profile to a recruiter magnet or business lead magnet. For more details check out our website: https://www.linkedinwriter.com.ng

In case anyone would like to know more about what values you offer and perhaps want to reach you for mentorship, how can they reach you? Any website, or SM address or phone number?

You can reach us on:
+2348076844991
info@rekrutconsulting.com
www.rekrutconsulting.com

Think Rekrut Consulting Limited: Think Recruitment, Training & Consulting.

Mr. Leke, it has definitely been a good time together. Thank you for your time and responses to all the questions.