We have become used to discussing unemployment as though it were a traffic signal that we are waiting to turn green. However, a more serious and dangerous issue is emerging beneath the surface. What if, even when opportunities appear, there aren't enough individuals with the necessary skills to take advantage of them? That is the true risk.
I'm not talking about the absence of academic qualifications or certifications. It's the increasing divide between what our economy needs and what our population is capable of offering. This discrepancy could pose a greater challenge to Ghana than inflation or currency changes ever would.
The Longstanding Issue Has Changed
We have long dealt with a problem of youth unemployment. However, this discussion is starting to evolve. Ghana is experiencing modernization in certain areas. Agriculture is becoming more technology-focused, logistics is becoming more digital, and even informal retail is shifting online. Nevertheless, our education systems, training pathways, and national attitudes have not yet fully aligned with these changes.
Think about this:
- Agritech requires data analysts, not only agricultural workers.
- Renewable energy initiatives require electricians who possess programming skills.
- Logistics firms currently need digital tracking systems and personnel who manage inventory software.
- Online marketing is gradually taking the place of traditional print media, yet many individuals lack the knowledge to handle advertisements, monitor data, or develop a strong brand image.
- Customer service is moving towards digital channels such as chatbots and CRM tools, but how many individuals are we preparing for these positions?
Throughout this time, numerous of our graduates continue to come out with old-fashioned concepts, minimal hands-on experience, and limited understanding of tackling real-life challenges. I am not blaming our schools of education. I am simply encouraging us to address this discrepancy.
When It Became Clear to Me
I manage businesses in multiple industries including agriculture, logistics, technology, insurance, finance, hospitality, and others. I have observed a recurring trend in all of them: we get resumes, yes. We conduct interviews with graduates, yes. However, there is often a deficiency in technical or operational proficiency.
We hire individuals who are assumed to have particular skills because they earned specific qualifications. However, we frequently end up training them from the beginning. This is not an isolated incident; it occurs regularly throughout our organization. Each year, we bring on new employees to perform basic tasks. Rather than being prepared, they often require several weeks, and occasionally months, of guidance on matters they should have already understood.
It hinders the company's progress, raises expenses, and postpones project results. This isn't due to the recruits lacking intelligence, but rather because their education did not equip them with the tools that are truly utilized in the industry.
Some time ago, I ended up instructing our best accounting intern on how to determine a moving breakeven point, taking into account variable expenses such as rent. I shouldn't be the one doing this. Yet, that's the situation we're in. He had learned the standard breakeven formula: fixed costs, variable costs, unit price, and unit cost, which was all he was familiar with. It was straightforward, simple, and unchanging.
However, real-world finance does not operate in this manner. Expenses vary, income changes, and the break-even point is not a static goal; in an actual business, it changes along with the business. What impressed me was not only the lack of understanding but also the attitude that finance is something you input into a formula instead of examining closely.
Honestly, it's a key part of our enthusiasm for the Africa School of Entrepreneurship. If we don't address complexity from the start, we wind up with highly skilled individuals who aren't prepared for real-world challenges. And that comes at a much higher cost than just time.
Important Findings I Have Identified
- Credential Inflation vs. Competency
There is an increasing number of individuals with degrees, but this doesn't automatically imply a more skilled workforce. Qualifications are becoming more widespread, yet essential skills—the actual ability to carry out job responsibilities—are not keeping pace. Employers go through numerous resumes only to discover that the abilities they require are lacking. We should begin to place equal importance on portfolios, internships, and hands-on experience as we do with traditional education. I am not dismissing the value of education. I have simply come to understand that a certificate is only as valuable as the skills it represents.
- Missing Potential in the Informal Sector
In Ghana and across much of Africa, the informal sector is populated by people who tackle everyday challenges daily, yet they go unnoticed by the formal employment system. The trotro mate who computes change quicker than a point-of-sale machine. The market vendor who keeps track of changing stock in their mind. Abochie who holds a bundle of cash and can instantly detect how many notes are missing. These are highly skilled individuals with no official acknowledgment. If we established systems to recognize and train this talent, we would be amazed at the economic value we are currently overlooking.
- The Value of Soft Skills Has Become a Crucial Advantage
No longer are communication and teamwork considered optional. They now play a crucial role in whether an organization thrives or fails. I have witnessed more projects come to a standstill because of weak collaboration or a lack of drive than because of an inability to code or use equipment. Skills like emotional intelligence, flexibility, and negotiation should be taught with the same level of dedication as technical subjects. We need to start viewing soft skills not as supplementary, but as essential.
- The Syllabus Isn't Faulty. It's Simply Delayed.
Our educational materials continue to be very valuable. However, we must respectfully say that it is not quick enough, and this is not due to their fault, as the world is changing rapidly. The market changes every quarter, but curricula take years to be updated. This lag is causing us losses. Picture a scenario where university course outlines are updated every two years, incorporating feedback from private sector collaborators and employers. This would help close the gap between education and practical relevance.
- We're Giving Too Much Attention to Jobs, and Not Enough to Problem-Solvers
We frequently advise young individuals to "find a job," yet what we genuinely require are those capable of generating value within intricate and unpredictable settings. Builders. Problem-solvers. Pioneers. Individuals who recognize a flawed system and discover a method to improve it. The Africa School of Entrepreneurship (ASOE), for example, prepares students for both employment and business ownership. In today's unstable environment, this approach could be our most crucial national asset.
What Actions Can Companies Take Immediately
As we await public policy to evolve, companies have the opportunity to take initiative.
Mentorship, apprenticeships and support are crucial for individual and career development. These should not be considered as acts of kindness but as contributions towards building future abilities.
Upskill your current team.Don't merely recruit: develop! Establish in-house initiatives that boost their worth.
Work together with organizations such as the Africa School of Entrepreneurship (ASOE), the MIG Impact Platform, and local technology hubs that are preparing the next generation of workers.
Create real learning environments.Allow interns and entry-level employees to attend strategic discussions. Have them observe client interactions. Encourage them to make quick mistakes and accelerate their learning.
At Maxwell Investments Group, we have directly observed how investing in practical, hands-on training establishes a cycle of trust, efficiency, and commitment that resumes alone cannot convey. We have integrated training into our processes, not solely for adherence or effectiveness, but for our own continued success and development.
The Coming Era Will Be for the Prepared
No time should be squandered. Nations that start preparing immediately will dominate the coming decade. Others who fail to act will find themselves struggling to keep up—assuming they manage to catch up at all.
Let's begin getting individuals ready for change. It's challenging, but it's the sole method to create a workforce that is strong, up-to-date, and prepared. Let's focus less onreadiness. Let's treat employability with the same significance as employment. Because when chances arise, and they inevitably will, we will either have the individuals ready to seize them, or we'll see them slip away.
The shortage of skilled individuals is approaching. However, we still have the ability to alter the prediction.
I trust you found this article informative and engaging. Your input is highly appreciated. I would be happy to hear any topic suggestions you have for me to explore or offer perspectives on. You can arrange a meeting with me via my Calendly atwww.calendly.com/maxwellampong. Alternatively, get in touch with me via multiple platforms on my Linktree page atwww.linktr.ee/themax. Subscribe to the ‘Entrepreneur In You’newsletter here: https://lnkd.in/d-hgCVPy.
I hope you have a very productive and successful week coming up!
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The writer, Dr. Maxwell Ampong, holds the position of CEO atMaxwell Investments GroupHe also serves as an Honorary Curator at the Ghana National Museum and acts as the Official Business Advisor for Ghana's largest agricultural trade union within the framework of Ghana's Trade Union Congress (TUC). Founder ofWellMax Inclusive Insurance and WellMax Micro-Credit, Dr. Ampong contributes to discussions on pressing economic issues and offers broad commentary.‘Entrepreneur In You’functions under the sponsorship of theAfrica School of Entrepreneurship, a project by Maxwell Investments Group.
Note: The opinions, ideas, and perspectives shared in this article belong exclusively to the author, Dr. Maxwell Ampong, and might not align with the official policies, positions, or views of Maxwell Investments Group or its related entities. Any mention of policies or regulations is based on the author's understanding and should not be considered as the formal position of Maxwell Investments Group. This material is for informational use only and should not be considered as legal, financial, or investment guidance. Readers are encouraged to consult independent professionals before making any decisions relying on this information. Maxwell Investments Group will not be held accountable for any mistakes or missing details in the content or for actions taken based on the provided data.
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