However, with the current transformations across economies worldwide, having just a degree, diploma or a certificate is neither a guarantee nor sufficient enough to gain employment that will see one through the changing future.
Instead, having relevant job experience and skills will, as it will address the instant issue of organisations having more work and jobs to offer but can’t find the right people to take these jobs.
This is a reflection of a recent survey by the global staffing and talent solutions firm, Adecco Group, which notes that talent scarcity is a growing concern in various economies and is expected not to end anytime soon.
This, according to the report will only be addressed if leaders and business owners adjust towards skills development and career empowerment.
According to the firm's chief marketing officer, Valerie Beaulieu, organisations are recording more people leaving the workforce than the ones making entry as employers find it hard to access relevant skills needed.
“The ones leaving could be because of the age pyramid, but also on fears of becoming irrelevant in the future if they are not being empowered skills-wise,” Beaulieu says.
The report notes that globally, of all people surveyed, about 77 per cent say they do not have the skills for the future, majority of them now looking at their companies to see whether they will offer them the ability to grow their skills to stay relevant.
This is one of the major reasons why current employees could opt to stay at a company as there is need for skill development amidst the changing job market requirements, the firm notes.
It puts this reason ahead of other common ones that would enhance employee retention such as salary increment.
The report notes that although previous researches have shown salary as one aspect why people leave one company for another, it ranks nearly position six today, overtaken by aspects such as career and skills development.
In Kenya, experts and various surveys mirror the reports findings saying skills shortages are negatively impacting recruitment in Kenya and leaving holes in the job market that employers are struggling to fill.
According to a British Council survey conducted in 2017, Kenya has between 500,000 and 800,000 youths who transition from primary to post-secondary institutions and enter the labour market.
However, only 40 per cent of those who complete technical and vocational education and training find employment depicting some skills gap needed in the job market.
The 2018 TIFA employer survey further shows that there is mismatches between the knowledge graduates possess and market demands, with 30 per cent of Kenyan firms complaining about having a poorly skilled workforce.
Although the actual size of the skills gap in Kenya is unknown, industry executives have made it clear that they are struggling to fill posts, pointing to the likelihood that most Kenyan universities are not focusing enough on practical skills.
