Some companies want experienced, qualified professionals but aren't willing to offer salaries that match the demands of the job.
And then they wonder why finding the right candidates is so difficult.
“Can you help us get experienced cashiers?”
That was the message a client sent me again yesterday.
I had turned down the role before because the offer was ₦70,000 per month for a job with no proper accommodation.
Just a layover space where almost 10 people sleep in one room.
Today, I told him the same thing.
Increase the salary. 🤷♀️
Because let's be honest.
How is someone supposed to survive on ₦70,000 in 2026 after paying for transportation, feeding and other basic needs?
What will be left?
His response was:
“The company is also struggling with the economy.”
And honestly, I understand that many businesses are facing economic challenges.
But here's the thing:
You cannot expect experienced talent while offering a salary that doesn't match the demands of the job.
Experienced professionals are not necessarily sitting at home waiting for an opportunity. Many are already working, and they need a good reason to consider another role.
If you want to attract them, your offer must make sense.
And if your company genuinely cannot afford a full-time salary that meets the demands of the role, consider alternatives:
📌 Reduce working hours.
📌 Offer part-time opportunities.
📌 Introduce flexible shifts.
📌 Make the workload match the compensation.
📌 Improve other benefits where possible.
Must you overwork someone's child? 🤷♀️
Cheap labour is not always a cost-saving strategy. When an offer keeps attracting unsuitable applicants or employees leave quickly, the company may end up repeating the recruitment process and spending more time trying to fill the same position.
Sometimes, the problem isn't the availability of talent.
It's the offer.
This is also why I paid attention to the conversation around the Moniepoint CEO's hiring offer. When a company is looking for highly experienced professionals, the compensation needs to reflect the level of expertise, responsibility and expectations attached to the role.
Businesses have budgets to manage, and professionals have bills to pay.
Both realities matter.
But employers must understand that the salary, workload, working conditions and benefits all influence whether a qualified candidate will accept an offer.
You cannot demand premium performance while consistently offering less than the role requires.
