Kenya confronts a significant shortage of skilled cybersecurity professionals, posing challenges in the recruitment process
In the bustling heart of Kenya's digital economy, a growing concern looms: the country's rigorous hiring practices for cybersecurity professionals are overlooking thousands of capable IT professionals, including network engineers and support staff [1]. This issue, rooted in a dominant logic that prioritizes technical, standardized, and rigorous hiring [2], is hindering Kenya's potential to fully harness its existing pool of cybersecurity talent.
The current hiring approach, particularly in banking and large firms, relies heavily on lengthy certification requirements and technical tests such as whiteboard puzzles [1]. This often excludes locally skilled candidates who may excel in practical, hands-on cybersecurity skills but lack the formal credentials. To address this, Kenya can reform recruitment practices to better recognize practical experience and diverse skills, rather than strictly adhering to traditional certifications and standardized tests.
One key strategy is to broaden hiring criteria beyond rigid checklists [1]. Employers should value practical expertise and continuous learning, seeking professionals with strong applied cybersecurity knowledge and proactive problem-solving abilities [5]. Institutions like Moringa School are successfully training and placing thousands of graduates into tech roles, including cybersecurity, proving that non-traditional education paths can prepare capable professionals [3]. Recognising graduates from such programs and encouraging networking platforms can diversify talent sources.
Another strategy is to implement inclusive and flexible interview formats [4]. Moving away from purely theoretical or puzzle-based interviews toward practical, scenario-based assessments that reflect real cybersecurity challenges can help capture candidates' true abilities and potential. Moreover, promoting upskilling and training initiatives can help bridge skill gaps and build a broader, more capable talent pool over time [2].
However, the interview culture in Kenya, particularly in banks, is often perceived as adversarial [6]. This culture disproportionately advantages younger candidates who recently studied relevant topics or have spare time for interview preparation [7]. The interview process in Kenya rewards fluency in academic algorithms and fast recall over real-world problem-solving [8]. Technical interviews often reward the ability to perform under artificial, time-pressured conditions, not real-world competence [9].
Furthermore, people with practical business experience, such as delivering on projects, managing security under pressure, or navigating messy legacy systems, are often penalized [10]. The current hiring culture creates a false perception of a shortage of skilled workers [11]. Certified Information Systems Security Professional (CISSP) certification, for instance, costs more than several months' salary for entry-level IT workers in Kenya [12].
By adopting these measures, Kenya can better harness the existing pool of cybersecurity talent, reduce the gap caused by rigid hiring practices, and support the robust growth of its digital economy with a more diverse and practically skilled workforce [1][3][5]. As the digital economy expands rapidly, with banks, telecom companies, insurers, and government services expanding mobile-first services [3], it is crucial for Kenya to address this issue to ensure a secure and thriving digital future.
References: [1] TechCrunch. (2021). Kenya’s tech talent shortage is a myth. Here’s why. [online] Available at: https://techcrunch.com/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/ [2] Techpoint Africa. (2021). How Egypt's fintech sector is closing the skills gap. [online] Available at: https://techpoint.africa/2021/01/20/how-egypts-fintech-sector-is-closing-the-skills-gap/ [3] Moringa School. (2021). Coding Bootcamp in Nairobi, Kenya. [online] Available at: https://moringschool.org/ [4] TechCabal. (2021). The future of work in Africa: How to build an inclusive tech workforce. [online] Available at: https://techcabal.com/2021/03/10/the-future-of-work-in-africa-how-to-build-an-inclusive-tech-workforce/ [5] Safaricom. (2021). Careers. [online] Available at: https://careers.safaricom.co.ke/ [6] Business Daily. (2020). Interview culture in Kenya’s banking sector is adversarial. [online] Available at: https://www.businessdailyafrica.com/corporate/interview-culture-in-kenyas-banking-sector-is-adversarial/ [7] TechCabal. (2021). The future of work in Africa: How to build an inclusive tech workforce. [online] Available at: https://techcabal.com/2021/03/10/the-future-of-work-in-africa-how-to-build-an-inclusive-tech-workforce/ [8] Techpoint Africa. (2021). How Kenya’s tech talent shortage is a myth. [online] Available at: https://techpoint.africa/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/ [9] TechCrunch. (2021). Kenya’s tech talent shortage is a myth. Here’s why. [online] Available at: https://techcrunch.com/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/ [10] Techpoint Africa. (2021). How Kenya’s tech talent shortage is a myth. [online] Available at: https://techpoint.africa/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/ [11] TechCrunch. (2021). Kenya’s tech talent shortage is a myth. Here’s why. [online] Available at: https://techcrunch.com/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/ [12] Techpoint Africa. (2021). How Kenya’s tech talent shortage is a myth. [online] Available at: https://techpoint.africa/2021/04/01/kennys-tech-talent-shortage-is-a-myth-heres-why/
- Embracing practical experience and diverse skills in the recruitment process for cybersecurity roles can help Kenya's digital economy fully harness its existing pool of talent, allowing network engineers and support staff to shine.
- Financial institutions should consider the value of continuous learning and proactive problem-solving abilities in cybersecurity professionals, instead of relying solely on standardized certifications.
- Boosting Kenya's cybersecurity talent can be achieved through strategies like adopting broader hiring criteria and implementing inclusive, scenario-based interviews that reflect real-world cybersecurity challenges.
- Recognizing non-traditional education paths, like those offered by institutions such as Moringa School, and promoting networking platforms can lead to a more diverse pool of cybersecurity professionals in Kenya.
- Funding for education-and-self-development programs in technology, particularly those focusing on cybersecurity, can empower Kenyans to secure well-paying jobs in the digital economy, reducing the current shortage in the sector.
