EDUCATION

How Employers in Nigeria View Polytechnic vs University Graduates

In Nigeria’s competitive labour market, how employers perceive qualifications can influence hiring decisions, job placement, promotions, and long-term career development. Among the most discussed comparisons is the one between polytechnic graduates and university graduates. This debate isn’t new, but as the job market evolves, employers’ views on these two categories of graduates are also changing.

At the surface level, many employers still lean toward hiring university graduates, largely due to the prestige associated with a BSc or BA degree. This preference stems from a long-standing belief that universities offer a more rounded academic education, better preparing students for professional and managerial roles. In contrast, polytechnics are known for their technical and practical training, which some employers associate with lower-tier or support roles.

However, the situation is not entirely black and white. The value placed on a candidate’s educational background often depends on the industry, the role in question, and the mindset of the employer. In industries like engineering, technology, and construction, polytechnic graduates are highly regarded for their hands-on experience and practical competence. Employers in these sectors sometimes even favour HND holders over BSc graduates for certain roles because they tend to require less on-the-job training.

The difference in perception is more evident during recruitment. Job postings often specify “BSc only” or “BSc preferred,” which automatically filters out polytechnic graduates. This is particularly common in the banking, oil and gas, consulting, and corporate business sectors. Employers in these areas argue that university graduates have better communication skills, a broader understanding of business environments, and more exposure to theoretical foundations that influence strategic thinking.

Despite this bias, many HND holders continue to prove their worth in the workplace. Over time, employers begin to see that performance, work ethic, and innovation matter more than paper qualifications. In small and medium-sized enterprises, startups, and tech hubs, the emphasis is shifting toward what applicants can do, not just where they went to school.

This shift is especially noticeable in the tech space. Employers recruiting software developers, digital marketers, data analysts, or graphic designers are more interested in portfolios, certifications, and problem-solving skills than formal degrees. In this environment, polytechnic graduates who have honed their technical abilities often compete favourably—and sometimes outperform—university graduates.

Another factor shaping employer perception is job readiness. Polytechnic education includes industrial training (SIWES), which exposes students to real work environments during their studies. This gives them an edge in adapting quickly to workplace expectations. University graduates, in contrast, often experience real-world challenges for the first time during NYSC or after graduation.

Still, employer preferences are influenced by outdated stereotypes. Some hiring managers assume that university graduates are more “refined” or “better trained,” even when evidence shows otherwise. These assumptions have been reinforced over time through public policy, corporate hiring practices, and even internal promotion structures.

In the public sector, this bias is formalised. Government ministries and agencies still differentiate between HND and BSc holders in terms of job grade and promotion eligibility. For instance, a university graduate might enter at Grade Level 8, while an HND holder starts at Level 7, despite both candidates working in the same role. This institutionalised inequality feeds into employer attitudes in the private sector.

However, it’s not all bleak for polytechnic graduates. Some employers are beginning to adopt inclusive recruitment practices, removing qualification-based filters and focusing on competence. Recruitment platforms are encouraging companies to assess applicants using skill tests, portfolios, or aptitude assessments rather than school background. This merit-based approach allows HND graduates to stand out where it truly matters—performance.

Furthermore, employers are now more open to professional development and certification. Polytechnic graduates who pursue courses in project management, accounting, programming, or business development enhance their profiles and stand a better chance at getting hired or promoted. In many cases, these certifications hold more weight with employers than the original degree or diploma.

Internally, some companies are also taking steps to eliminate bias. HR departments are reviewing outdated policies that unfairly limit the growth of non-university graduates. Training, mentorship, and leadership programmes are being made available to all staff, regardless of educational background. This inclusive mindset is gradually changing the narrative.

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Employers also value loyalty, creativity, and adaptability—traits not exclusive to any qualification. Polytechnic graduates who consistently show up, deliver results, and contribute positively to team goals eventually earn the trust and respect of their employers. Over time, their achievements challenge the stereotypes.

The global trend towards entrepreneurship and freelancing is further breaking down educational biases. Employers working with contractors or freelancers often care more about efficiency and turnaround time than where someone studied. This means polytechnic graduates with in-demand skills are just as competitive as their university-trained peers.

In recruitment interviews, how a candidate presents themselves can influence employer perception. HND holders who articulate their experience clearly, highlight technical competence, and demonstrate problem-solving abilities can shift the conversation away from qualifications and toward capabilities.

Some forward-thinking employers now even run internship and graduate programmes that combine polytechnic and university graduates, allowing both groups to prove their value on equal footing. In such environments, performance, not background, becomes the ultimate decider.

To improve their standing, polytechnic graduates should continuously upskill, build professional networks, and remain current with industry trends. While employers may start with a bias, excellence often rewrites the story. The more HND holders rise to leadership roles, build successful careers, or become employers themselves, the more perception will shift across the board.