Kyari: Redefining Transparency with NNPC Recruitment

Ifeanyi Onuba

The Nigerian National Petroleum Corporation Limited (NNPCL) has long been a cornerstone of Nigeria’s energy industry. Over the years, it has weathered criticism, celebrated achievements, and undergone significant transformations. However, under the leadership of the Group Chief Executive Officer, Mele Kyari, NNPCL is making headlines for an entirely new reason—its transparent and merit-based recruitment process.

In a country where nepotism and favoritism often overshadow merit in the public sector, Kyari’s emphasis on transparency is a breath of fresh air. This bold shift is not just about filling vacancies; it’s about redefining how a national institution operates, restoring public confidence, and setting a standard that other sectors can emulate.

Recruitment in Nigeria’s public sector has often been a lightning rod for criticism, with accusations of nepotism and favoritism undermining confidence in the process.  These practices erode trust in public administration, breed inefficiency, and diminish the morale of competent professionals.  Against this backdrop, Kyari is charting a transformative path with a transparent recruitment process that has drawn widespread commendation.

Just last Saturday,  NNPCL commenced the Computer-Based Aptitude Test for its recruitment process at various centers across the country.

The GCEO visited the Ansar-Ud-Deen Society Centenary Resource Centre in Maitama, Abuja, to ensure the process was smooth, transparent, fair, and credible.

As an equal opportunity employer, the national oil company said it has made special provisions to ensure that applicants with disabilities can take the test without any hindrance.

The GCEO reiterated that only the most qualified candidates among the 45,689 applicants will be selected for employment.

Earlier in June this year, NNPCL opened a portal for qualified Nigerians to apply for various job opportunities in the organisation. The NNPCL is not just another entity; it is a national institution with vast responsibilities for the oil and gas sector, which is pivotal to Nigeria’s economy.

Historically, NNPCL has faced criticism for opacity in its operations, including hiring practices that many believed were cloaked in secrecy and subject to undue influence. Kyari’s leadership has signalled a new era of openness, one that aligns with global best practices and reinforces NNPCL’s credibility.

Within days of his appointment in 2019, Kyari unveiled his “Roadmap to Global Excellence” anchored on the TAPE Agenda. TAPE represents Transparency, Accountability, and Performance Excellence. This concept was hitherto unknown in the company.

With a vision boldly anchored on the principle of Transparency, Accountability, Performance and Excellence (TAPE), Kyari, under the defunct NNPC, demonstrated a fundamental grasp of what he needed to do to reposition the oil company.

Kyari’s leadership has been characterised by innovation and a push for global best practices. His focus on transparency in recruitment is consistent with broader efforts to reposition NNPCL as a world-class energy company. For instance, the 2020 transformation of NNPCL from a corporation to a limited liability company was a landmark achievement that enhanced its operational autonomy and accountability. The recent recruitment process exemplifies these principles. For the first time in decades, the organisation openly advertised its vacancies, used clear criteria for evaluation, and engaged third-party consultants to ensure fairness. These steps not only levelled the playing field but also increased public trust in the organization.

Under Kyari’s stewardship, NNPCL has taken steps to make its recruitment process transparent, merit-based, and inclusive. The company now conducts a structured hiring process that involves clear job advertisements, standardized assessments, and interviews conducted under fair and competitive conditions. This approach demonstrates a commitment to ethical practices that transcend the organization and resonate across Nigeria’s public sector.

A transparent recruitment process is not just about filling vacancies. It is a statement of values that underscores fairness, competence, and equal opportunity. By adopting such a system, the NNPCL under the visionary leadership of Kyari is ensuring competence over connections. The best-qualified candidates are hired, ensuring high performance and innovation within the organization. Through a transparent recruitment process, Nigerians can also trust that the country’s resources and institutions are managed by capable and ethical individuals.

Employees hired through transparent processes are more likely to be motivated, knowing their selection was based on merit rather than patronage.  Transparent hiring practices are more than just a moral imperative; they are also good for business. The energy sector, especially in a country as resource-rich as Nigeria, demands high levels of competence and ethical integrity. By prioritising merit, NNPCL has positioned itself as a credible player in the global energy market.

Moreover, the recruitment process serves as a morale booster for Nigeria’s youth. It signals that hard work and talent can triumph over entrenched systems of patronage. This ripple effect could inspire a culture of meritocracy across other sectors of the economy. Kyari’s transparent recruitment strategy at the NNPC leverages technology to reduce human interference and bias. For instance, the process of online applications ensures that every applicant has an equal chance to compete, regardless of their background or location. Digitised assessments and automated shortlisting further eliminate opportunities for manipulation, creating a level playing field for all Nigerians.

Moreover, the NNPCL recruitment process now includes external audits and public announcements of results, reinforcing accountability. These measures not only deter malpractice but also set a benchmark for other public institutions in Nigeria to emulate.

Kyari’s reforms at NNPCL are emblematic of a larger shift that Nigeria desperately needs. For too long, the public sector has been plagued by inefficiency driven by nepotism and favoritism. By institutionalizing transparency in the employment process at the NNPCL, Kyari has offered a blueprint for other agencies to follow. The ripple effects of thias change could be profound, inspiring a culture of meritocracy that accelerates Nigeria’s socio-economic development.  

Kyari’s transparent recruitment process at NNPCL is not just a managerial achievement; it is a national milestone. It signals a break from the past and offers hope for a brighter, more accountable future for Nigeria’s public institutions. By prioritising competence and fairness, Kyari has demonstrated that it is possible to set new standards in governance. His leadership is a testament to the transformative power of transparency and a call to action for other leaders to follow suit.

Kyari’s reforms at NNPCL are more than just a commendable effort—they are a blueprint for sustainable development. By championing transparency, he has turned a critical corner for the organization and set Nigeria on a path toward greater accountability and excellence. This is not just a win for NNPC; it is a victory for every Nigerian who dreams of a country where merit is celebrated, and opportunities are open to all.

Onuba is a chartered accountant. He writes from Abuja.