Hiring in Manufacturing: Solving the Skilled Labor Crunch

The manufacturing sector in Kenya is growing again, but a critical challenge looms large—where are the skilled workers? From machine operators to quality control experts, many factories across the country are feeling the pinch. Despite a rise in demand, the local talent pipeline is struggling to keep up.

So what is causing the skilled labor shortage, and how can Kenyan manufacturing companies respond with smart, people-first hiring solutions?

Understanding the Skilled Labor Gap

Before you fix the problem, you need to understand it. The skilled labor shortage in Kenyan manufacturing is the result of several key issues:

• Aging Workforce: Many experienced workers are nearing retirement, with fewer young people entering the trades to replace them.
• Perception Gaps: Manufacturing is often seen as outdated, risky, or lacking career growth, especially by younger generations and in urban centers.
• Skills Mismatch: Rapid automation, digitization, and the introduction of smart technologies have changed job roles, creating a gap between what TVET institutions teach and what factories need.

Ignoring this gap will not just delay production. It threatens quality, innovation, and trust with both local and international buyers.

Smart Hiring Moves That Work

To overcome the crunch, Kenyan manufacturers must think differently about how they attract, assess, and retain talent.

1. Partner with TVET Institutions

Forge stronger links with Technical and Vocational Education and Training (TVET) institutions, polytechnics, and local industrial training centers. Co-create curriculums that reflect your factory’s equipment and standards. Offer apprenticeships and attachments that lead to full-time employment.

2. Rethink Employer Branding

A job in manufacturing today is not what it used to be. Use storytelling, employee testimonials, and factory tours to show that your company is safe, innovative, and purpose-driven. Highlight real career growth opportunities and the national impact of your products.

3. Upskill from Within

Sometimes, the talent you need is already on your floor. Invest in internal training programs to grow junior staff into skilled technicians or line supervisors. This not only addresses skills gaps but boosts loyalty and reduces turnover.

4. Offer Flexible Pathways

Not everyone will follow a traditional path. Embrace flexible shifts, phased onboarding, or on-the-job training to attract women, youth, and returnees to the workforce. People want jobs that fit their lives, not the other way around.

5. Use Data to Hire Smarter

Review your retention trends, exit interviews, and hiring funnel data. Identify which departments or job roles experience the most churn and why. Combine this insight with industry benchmarks to refine your hiring and development plans.

People Are the Heart of Production

Hiring in manufacturing is not just about filling roles. It is about building a future-ready workforce, investing in people, and creating sustainable, dignified careers.

As the sector modernizes, so must its approach to hiring. Kenyan manufacturers that adapt now will not only beat the skilled labor crunch—they will lead the next wave of inclusive industrial transformation.