So many jobs but no one to fill them

A primary factor underpinning this paradox is the skills mismatch. While employers continue to post vacancies, many applicants lack the competencies these roles demand. Fields such as ICT, engineering, and entrepreneurship require specialised, often technical or practical, skills.

Unfortunately, many graduates possess theoretical knowledge with limited exposure to real-world application. The deficit in soft skills — particularly communication, critical thinking, and adaptability — further compounds the problem.

Kenya’s formal employment sector is not expanding at the same pace as its graduate output. As universities and colleges continue to produce degree-holders, the jobs aligned to their areas of study remain scarce. This raises a fundamental question: Are our tertiary education curricula aligned with market realities or anchored in outdated models?

Another pressing issue is the poor quality of CVs and job applications. Many candidates submit generic, poorly written résumés that fail to align with the advertised roles.

Basic grammar issues, lack of tailoring to specific job descriptions, and weak personal branding are widespread, hindering even potentially qualified applicants from being considered.

There is an urgent need for career-readiness training, starting as early as secondary school, and reinforced through tertiary education. Modules on CV writing, professional etiquette, and job search strategy should be institutionalised across all disciplines.

Employers often cite lack of experience as a key hiring barrier, even for entry-level roles. Yet, many graduates leave school without having pursued internships, volunteer roles, or practicum placements.

These early exposures — however informal — signal initiative and provide foundational workplace understanding. The absence of such experience becomes a disqualifier in competitive job markets.

Interview performance is another consistent challenge. Employers often encounter dissonance between a candidate’s CV, phone presence, and in-person presentation.

Read: Red flags in interviewing: How they lead to hiring ill-qualified workers

Some applicants arrive unprepared, unfamiliar with the company, or unable to articulate their value proposition clearly. Nervousness is natural, but a lack of preparation and confidence is avoidable — and frequently disqualifying.

In today’s professional world, networks matter. Yet many job seekers operate in silos, underestimating the value of industry associations, alumni forums, or digital platforms like LinkedIn.

As the adage goes, “Your name needs to be in rooms you’re not in.” Professional networks not only facilitate referrals but also expose individuals to opportunities and industry insights. Failure to engage limits visibility and access to job openings that often bypass formal channels.

Beyond personal preparedness, systemic issues such as nepotism and corruption significantly undermine merit-based hiring. Candidates are sometimes asked to pay for referrals, or jobs are awarded based on tribal or familial affiliations rather than competence.

Recent statistics confirm that when senior management is from a particular ethnic group, the workforce often mirrors that identity — raising questions about diversity and equity in employment.

A growing trend among job seekers is a sense of entitlement — expecting senior roles without first proving themselves. While holding certifications and internships is commendable, they are not automatic gateways to top-tier jobs.

Career progression typically requires time, experience, and consistent performance. Rejection of entry-level roles delays this journey unnecessarily.

On the employer side, economic pressures — especially among SMEs — limit hiring capacity. Many businesses operate under tight margins and resort to hiring only when absolutely necessary. In some cases, roles remain unfilled to avoid stretching already burdened teams.

Many job seekers enter saturated or declining fields due to inadequate career guidance. For instance, courses like traditional secretarial studies, once essential, are now obsolete in an age of AI-powered administrative tools. Without foresight into labour market trends, many students graduate into unemployment by default.

The Kenyan labour market’s paradox — vacant jobs alongside high unemployment — signals a deeper structural disconnect. Skills development, realistic expectations, systemic integrity, and institutional reforms must converge to address this imbalance.

Job seekers must evolve, but so too must our education systems, hiring practices, and regulatory frameworks. For those already in employment, the message is equally clear: upskill or risk redundancy. As technology advances and market demands shift, professional adaptability is no longer optional — it is essential.

The writer is HR, training coach and Diskavary Me Solutions founder.