By Junias Erasmus
In many recruitment processes in Namibia, there is an unspoken belief that those who speak confidently and fluently, especially in polished English are more capable.
At the same time, candidates from rural areas are sometimes overlooked because they may speak more slowly, with an accent, or with less confidence in interviews.
The assumption is often that they may not perform well. But this belief is not only unfair, it is incorrect.
If we look at national examination results, some of the best performing schools in Namibia are not in the city.
They are in small towns and rural areas. These schools often have fewer resources, yet they produce outstanding results year after year.
This clearly shows that excellence is not limited to urban areas. It also proves that performance is not about exposure, but about discipline, hard work, and commitment.
However, when learners from these schools enter the job market, the standard seems to change.
Their strong academic results are sometimes overshadowed by how they perform (Speak) in an interview. A candidate who speaks softly or struggles to express themselves under pressure may be judged as less capable.
Meanwhile, someone who speaks confidently may be seen as more competent, even if their actual knowledge is average.
But being quiet does not mean you do not know. It may simply mean you think carefully before you speak. It may mean you are respectful and reflective. On the other hand, being loud does not mean you know everything, nor does it mean you will perform well.
As the saying goes, “Empty cans make the loudest noise.” Another important reminder is this: “Confidence can open the door, but competence keeps you in the room.”
Many young people from rural areas grow up facing challenges that build strength and responsibility. Some walk long distances to school. Others balance schoolwork with family duties.
These experiences build resilience, focus, and determination. These are valuable qualities in any workplace. Yet, resilience does not always show itself in a short interview. It shows in daily performance, reliability, and commitment to doing the job well.
When employers choose candidates mainly because they “speak well,” they may unintentionally exclude talented individuals. Language skills are important, especially for roles that require communication.
But communication is more than speaking fluently. It also includes listening, understanding, thinking clearly, and solving problems. A person can speak beautifully but struggle to deliver results. Another person may speak quietly but produce excellent work.
Namibia needs all its talent from city, towns, and villages. Excluding rural candidates because of how they express themselves limits our national growth. It sends a message that style matters more than substance. This is dangerous for any organisation.
Recruitment should focus on the skills and abilities required for the job. If a role requires public speaking, then assess that skill clearly and fairly.
But if the role requires technical knowledge, analytical thinking, or discipline, then those qualities must carry more weight than presentation style. Otherwise, organisations risk hiring people who impress in interviews but struggle in performance.
We must also remember that fairness is a core value in our society. Every candidate deserves to be evaluated based on ability, not background. True equality means giving people a real opportunity to prove themselves.
Performance is not measured by how loudly someone speaks. It is measured by results. Namibia’s rural schools have already proven that talent exists beyond the city. It is now up to employers to recognise that talent in their recruitment practices.
Being quiet does not mean you lack knowledge. Being loud does not mean you have it all. Real excellence is not always dramatic, it is consistent, disciplined, and dependable. And sometimes, the most capable professional in the room is the one who speaks the least but delivers the most.
Junias Erasmus is a financial sector professional and an Artificial Intelligence expert, serving on the AI Skills Development Advisory Committee. He is a management scientist and operational researcher, a strategic scholar, and a motivational speaker. This article is written in his personal capacity. For enquiries, he may be contacted at Junias99@gmail.com.
