I agrre with you things are getting thicker and thicker,the problem lies with people wanting to get employed which in itself isnt wrong but tends to limit there thinking capability,we need to work with new business models that are out of the box come up with new ways of thinking and doing business that in themselves will be productive,there are a lot of untapped areas of business which can be worked on resulting in jobs to scores of the unemployed graduates...

Funny,

The problem for the CEO today is retaining top talent. In your case, you will only appreciate the talent pool when you shortlist your preferred candidates and experience the rejection rate, and their mobility once they gain some experience.

At my work this is a real nightmare for us, despite the fact that the salaries in our industry are without question amongst the highest in Kenya.

I hear you. But, unfortunately, when you advertise for a job in kenya, you get applicants CVs detailing their qualifications... as you may realise, if they are young - all young, there are high chances that they do not have much experience and the only basis you can sort them one from the other is by their qualification.... otherwise, you'd have to invite all the 500 people to come work in your organisation for you to pick out the "hidden" talent which is impractical by any means.

You are right, not all jobs require a degree and not everyone can get a degree especially because of the restrictions in our public universities capacities and the high cost in the private universities.... but as it is, we are already swamped by problems because even the "few" that have degrees cant even get jobs... why would i high a fourth form person when you can get a graduate of finance as a teller for the same pay? See where our problem lies? it is not with the employers, it is with the system that produces only "employable" products and does not train them much on how they can be employers themselves. if only we appreciated the small SMEs and gave the entrepreneurs as much support (banks, insurance industries, government, corporations etc) then am sure we'd be much better than where we are now.

@ProverB et al.

Glad to hear someone shares the same concern. I've been considering this challenge for a while now. I honestly believe the solution is multifaceted and calls for a more proactive approach of key players....

At the company level -

1. HR policy that recognizes and incorporates the various levels of education. I've seen companies where majority of staff don't have a degree, but the ideas that are generated are amazing! Allocate a percentage of all posts to cater for degree, diploma, certificate level.

2. Vibrant internship program
It's a shame for a company not to take this seriously. Interns can be re-hired where there's a heavy influx of work to be done. Or where an employee is absent.

3. Change in recruiting strategy
Depending on a recruitment agency to fill in your posts is easy and faulty in the long-run. Stop depending on CV's alone. Have a mix of interview and vetting procedures e.g. CV, telephone interview, one-on-one/group, written essays. Use the company website to develop a generic format for all applicants.

4. Concerted efforts at training and orientation
If you don't properly orient the newly hired employee, they won't assimilate well. No/Low sense of ownership causes pple to look for a job elsewhere. And you'll be back to recruiting again. Simple really.


- At the individual level

Volunteering, volunteering, volunteering!!! I can't stress this enough for job seekers. Find an organization that's within walking distance of where you live and offer to help for a couple of months. There's no such thing as irrelevant experience, only individuals who don't know how to connect the dots!!!


- Recruitment firms/Colleges and other tertiary institutions
Offer to teach students how to carry themselves during an interview/what to expect without charging extra/too much. You'd be SHOCKED to hear how job-seekers respond to a telephone interview.

- Professional Associations offer a great networking opportunity, however, the cost is prohibitive. They already make money from corporates and professional members, it wouldn't hurt them to allocate a percentage of their overall membership to unemployed, job-seeking individuals with no experience but an interest in the field. Free membership, free attendance to meetings and conferences...etc.

CSR isn't always about painting a building or handing out stationery to a rural school in front of the cameras!!

@wendz most sme's start in throws of serious challenges..and somehow the staffing needs have much more weight and intimacy than contemporary employer..thus egotistical money hungry dreaming graduates cannot "stoop so Low" to work in such
.. most SME seeking not just an employee but someone who clearly buys into the vision and is willing to stay on board even bila pay too.. we hardly see them recruiting..the only time you see them is when they've become sort of established..e.g Linksoft.. Parapet..

..i think it goes back to what we WERE NOT TOUGHT IN SCHOOL!! ..

@Savant.. splendid! just splendid!

..interesting case..
..applicant..Bcom, CPA4 Msc Fin, PGD HRM Oracle certified.. worked all over including CBK, KRA.. and a couple of banks.. awesome c.v ..recomendations are excellent too..
..on third interview..realization comes that the person was let go from all jobs.. has a history of mental breakdown and is on constant medication..once in awhile..they freak out everyone.. nothing in applic/c.v/testimonials etc highlighted this.. just a thought to get referral from someone who has been in their life within past 6 months.

i think applications should be an opportunity to disclose who we are..
..