• The survey shows that compared to their global peers Kenyans are more unlikely to settle for less just to make a living.
• In Kenya 33 per cent of job seekers, would refuse an attractive job offer if they had a bad experience during the interview process.
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Kenyans remain selective while seeking employment despite the high unemployment rate with a majority unwilling to settle for jobs that don’t have any employee benefits.
A new study by Boston Consulting Group (BCG) shows that, 50 per cent of Kenyans agree that they won’t work for companies that don’t offer mental health support, compared to global average of 40 per cent.
The survey shows that compared to their global peers Kenyans are more unlikely to settle for less just to make a living.
It says that Kenyan workers are clear about what they don’t want, for instance in Kenya 33 per cent of job seekers, would refuse an attractive job offer if they had a bad experience during the interview process.
This is way below the 54 per cent of job seekers globally who would refuse a job because of how they are treated during an interview.
Only 22 per cent of Kenyans would withdraw from a negotiation, based on a negative experience during recruitment.
The more significant concerns for Kenyans are working for employers with harmful products or services (51 per cent), those without family-friendly benefits (42 per cent), and companies lacking diversity or inclusion (42 percent).
Titled 'How Work Preferences Are Shifting in the Age of GenAI', the survey shows that 77 per cent of Kenyans feel they hold the upper hand when negotiating for jobs as opposed to 64 per cent of their global counterparts.
The study further shows that more than 80 per cent of Kenyans believe Generative AI will create some level of disruption and are willing to reskill to remain competitive.
The findings released jointly by BCG, and The African Talent Company (TATC), shows that despite uncertain times, they remain confident about their place in the labour market with 82 per cent of Kenyans willing to be retrained in any case and 18 per cent if necessary to stay ahead in their careers.
“There is an evolution and maturation in Kenyan employee perspectives on AI, along with a critical understanding that a dedication to ongoing re-skilling is essential for ensuring long-term employability,” said BCG Managing Director and Partner, Zoë Karl-Waithaka.
She says that by prioritising reskilling and development, employees are not only preparing to adapt to technological changes but also expressing confidence in their ability to thrive in an evolving labour market.
“In a competitive labour market where talent is a critical and scarce commodity, it's crucial for employers to source talent from diverse channels and resources,” added Waithaka.
“Organisations should increasingly consider re-skilling current employees, recruiting talent internationally, or seeking individuals with unconventional backgrounds as viable solutions.”
The study is based on survey data from more than 150,000 workers from 188 countries and is the second instalment in the 2024 edition of the Decoding Global Talent series, the previous editions having been published in 2014, 2018, and 2021.