Hiring the right person for your team in Kenya requires more than just reviewing CVs—it involves conducting structured, respectful, and culturally-aware interviews that align with both job requirements and your organisation’s values.
Whether you are hiring for a Nairobi-based tech company, a Kisumu-based NGO, or a Mombasa hospitality business, this 7-step guide will walk you through how to conduct an effective and professional employee interview within a Kenyan context.
Step 1: Prepare Well Before the Interview
In Kenya, where candidates often apply for multiple roles across different sectors, being well-prepared helps you conduct an efficient and focused interview. Do the following:
- Review the job description and know exactly what you’re looking for
- Read the candidate’s CV and note key areas to explore
- Prepare a standard set of questions aligned with the role
- Share interview schedules and expectations with all panel members
Tip: Kenyan candidates often list broad experience. Prepare to clarify specific duties and achievements.
Step 2: Create a Warm and Respectful Atmosphere
Respect and courtesy go a long way in Kenyan culture. Start the interview with a warm greeting like:
“Karibu sana. Please feel at home.”
You could offer the candidate water or tea, especially for in-person interviews. Explain how long the interview will take and who will be present.
Tip: In some Kenyan cultures, especially among elders, maintaining a respectful tone and formal address (like Mr./Ms.) is highly valued.
Step 3: Start With Easy, Conversational Questions
Ease into the interview with questions that allow the candidate to relax and share about themselves:
- “Tell us briefly about yourself and your background.”
- “What attracted you to apply for this position at our company?”
- “What do you know about our organisation and our values?”
Starting this way makes it easier for Kenyan candidates—especially fresh graduates or introverts—to open up.
Step 4: Ask Relevant and Localised Interview Questions
In Kenya, candidates may use rehearsed responses. Focus on asking practical, behaviour-based questions:
- “Tell us about a time you handled a difficult customer or team conflict.”
- “What would you do if you were given a tight deadline with limited resources?”
- “How have you handled reporting relationships with difficult supervisors?”
For roles involving fieldwork, sales, or community-based tasks, ask about experiences dealing with different regions and cultures across Kenya.
Step 5: Observe Communication and Cultural Fit
Kenyan workplace culture values humility, teamwork, and reliability. Pay attention to:
- How confidently but respectfully the candidate communicates
- Whether they ask relevant, thoughtful questions
- Willingness to work with people from different tribes, backgrounds, or age groups
- Their attitude toward teamwork, reporting structures, and handling pressure
Note: Be sensitive to differences in English fluency. Some strong candidates express themselves better in Kiswahili or Sheng, especially in entry-level roles. Consider asking follow-up questions in a more conversational tone to clarify meaning.
Step 6: Provide Details About the Role, Company, and Expectations
Be transparent about:
- Working hours (especially if there are weekends or shift work)
- Probation period and confirmation
- Location and expected reporting structure
- Salary range or allowance structure (Kenyans appreciate early clarity)
- Opportunities for growth, training, or promotion
Tip: In Kenya, candidates often consider job security, work-life balance, and reputation of the company as top priorities.
Step 7: Close Professionally and Share Next Steps
End by thanking the candidate with a warm:
“Asante sana for coming. We appreciate your time.”
Then:
- Let them know when they can expect feedback
- Offer a chance to ask final questions
- Ensure they leave with a good impression, whether or not they get the job
Follow-up is essential: In Kenyan recruitment culture, even unsuccessful candidates appreciate a courteous email or SMS update. It builds your reputation as a fair employer.
✅ Bonus Tips for Kenyan Recruiters
- Avoid tribal, gender, or age bias—always focus on skills and values.
- Be on time. Many candidates travel long distances (using matatus, bodabodas, etc.) to arrive punctually.
- Use a panel when possible, especially for government or NGO roles—this ensures transparency.
- Standardise your questions and scoring so you’re making fair comparisons across applicants.
- Take short notes or use interview scorecards for post-interview evaluation.
Final Thoughts
Kenya’s talent pool is vibrant, diverse, and full of potential. Conducting interviews professionally—with respect for culture, clarity, and structure—will help you attract and select top-tier candidates who will grow with your organisation.
Whether you’re a fast-growing SME in Nairobi, a restaurant in Nakuru, or a Sacco in Eldoret, getting your interview process right is a major step toward organisational success.