Competence Vs Connection

This episode talks about the unemployment problem in Kenya and Africa as a whole. Most of those affected are the youth. It therefore begs the question, is it a competence problem or a lack of connection that led to this crisis?

Transcript

SPEAKER_00 0:08

Hi everyone and welcome to another episode of Living in Exhortation. My name is Maureen Wendua and today we're going to be talking about or asking ourselves, is unemployment a matter of competence or connection? We currently are in a scenario as a nation where unemployment is a huge concern, especially amongst the youth. According to the World Bank, almost forty percent of our youth in Kenya are unemployed. That is such a huge percentage and one that is depressing on many fronts. What might be the problem? Could it be a lack of competence? A lack of skills? Our country, Kenya, and Africa as a continent, in a broader perspective, has a large labor force which consists of mostly the youth. A lot of these youths have come to believe that there's no other way of securing a job in our country if you do not know someone in the organization who can give you that specific job you're looking for, or a friend who can assist you to get one. Is this true in all cases or are there scenarios where competency is key? Let's let us explore at all fronts and see how to go about it. Based on my own observation and assessment, some the perception that I've just talked about is true partly. There are instances where having a connection is advantageous in securing a job. I've heard of instances where people go for interviews in which the candidate had already been chosen, but the process continues as mere formality. Where the candidates shortlisted and interviewed are more qualified than the preferred choice is irrelevant at this point because of people's self-interest within the organization. Moreover, there are instances where even organizations advertise job opportunities in different media outlets so as to meet the recruitment process requirements, and yet a candidate has already been given the job opportunity. Now, I'm not saying all forms of having a connection are wrong. No, not at all. I know of many instances in which people meet in networking events and through conversations and getting in touch with the people they meet, they refer you to someone else, either in their organization or a different one, a gatekeeper who later on secures you a job based on your qualifications and competencies showcased in an interview process. This is possible. The frustration created with the notion that one has to have a godfather, a connection, is mostly based on corruption. Yes, but more so the government not having created a friendly environment for businesses to thrive. Thus many organizations decide to open businesses elsewhere, leading to a huge chunk of job opportunities going somewhere else as well. Now, this is not to say that the government is responsible in creating jobs, as many of us believe. I do not share that idea. I am a firm believer that if a business-friendly environment is created by the government with favorable policies to enable businesses to thrive, then this will help more businesses to bird within the marketplace and more jobs created for its citizens. However, this is a debate for another day. On the other hand, having been a recruiter sorry, having been a recruiter myself, I believe the other aspect of competence is worth discussing. I have met candidates who are very bright based on their academic credentials. They dress up well for the interview and even show up on time. Nevertheless, they find it difficult expressing themselves during the interview. Whether it is due to a lack of training or exposure of the essentials of an interview process or lack of preparation of it, they are in the best position to explain. I have also encountered those that really do not take their personal brand seriously. You call them up for an interview, they show up late, and sometimes not even apologize for their lateness. I kid you not. I once encountered one who was offended that we would not continue with the interview after she was one hour late without her communicating that she was not going to be on time. I know some of you might say maybe I should have, or maybe we should have found out the reason why she was late and maybe given her a chance. At the context or in the context that we were in, honestly, there was nothing much out of it to showcase a reason why she was late, and she was not willing even to tell us. This might seem to be very basic aspects to most of us, but I can guarantee they are not simple interview etiquette to many of us and should not be brushed aside. It is important for these same youths to understand that especially when they are looking for job opportunities, their personal brand is important. It needs to be consistent. From the moment one answers their phone to their demeanor when they enter the office for the interview, the time they arrive, the way they talk to the receptionist or even the security guard, how they are dressed, how they sit as they wait to be called, the manner in which they engage with the interviewer, it is all part of their personal branding. These aspects most times are not brought out as significant, but they are.