Employers in Kenya have been urged to invest more in internships, practical training and entry-level recruitment to bridge the gap between academic qualifications and workplace expectations.
The call was made by Betty Mutua, HR and Strategy Consultant at BM Azure Solutions, Nairobi, during a panel discussion on employment and workforce development at the YORA Summit 2026.
The discussion highlighted the mismatch between graduates’ skills and employers’ needs, alongside generational differences over workplace expectations, internship stipends and professional development.
Mutua stressed the importance of giving young people opportunities to acquire practical experience rather than demanding extensive work experience from candidates entering the job market.
“We need a situation where more employers are keen on recruiting at internship level, so that people are coming to learn the jobs that you are preparing for,” the speaker said.
She noted that workplace experience does not always transfer directly between organisations because businesses operate under different systems and cultures.
“You may know how to do the job for one company, but you are not able to do the job for another company because the cultures are different,” she said.
The discussion also examined disagreements between employers and young job seekers over internship stipends.
Mutua observed that younger applicants increasingly assess opportunities against their immediate financial needs, while some employers emphasise the long-term value of workplace exposure.
“When I advertise for an internship position and I say I will pay a stipend of 15,000, they are quick to attack me and say 15,000 is too little,” she said, without specifying the currency.
She argued that internships should provide structured learning and practical experience that strengthen graduates’ CVs and improve their employment prospects.
However, the discussion also underscored the need for employers to communicate stipends, responsibilities and learning opportunities clearly.
The speakers called for stronger collaboration between educational institutions and businesses to help graduates translate academic knowledge into workplace competence.
They also highlighted mentorship and structured entry-level programmes as ways to develop talent and address skills shortages.
The central message was that improving graduate employability requires employers to invest in developing young talent while ensuring internship arrangements offer meaningful learning opportunities and realistic working conditions.
