Challenges to Finding the Right Technical Talent: 5 Top Solutions

Hiring for technical roles can feel like searching for a needle in a haystack, right?
You find candidates with impressive CVs, but when it’s time to get hands-on, things don’t connect.

If you’ve experienced this, you’re not alone. Many HR teams across Kenya deal with the same challenge — especially when it comes to technical skills like software development, machine operations, cybersecurity, and engineering.

So, how can you make sure you’re picking the right person — not just the best CV?
Here are five tips to help you find (and keep) great technical talent:

1. Partner with Technical Training Institutions

Not every great candidate is scrolling through job ads. Many are sharpening their skills at training programs.

Building relationships with reputable institutions like Moringa School, ALX Africa, NITA, KIHBIT, and Andela Kenya can connect you directly to skilled, motivated talent.
Many of these institutions even offer career placement support — meaning they’ll recommend top students for your roles.

Tip: Reach out, introduce your company, and set up a referral pipeline, especially for entry-level and junior positions.

2. Focus on Competence, Not Just Qualifications

A degree sounds nice. But can the candidate actually do the job?

Real-world skills should carry more weight than just certificates. Technical assessments, coding challenges, or short trial projects can reveal true ability.

Reality check: Many experienced machine operators, network engineers, or system admins learned everything hands-on.
They might not have fancy papers, but they know how to keep things running — fast and smooth.

Example:
Hiring a data analyst? Instead of just asking for a BSc in Statistics, give them a messy dataset to clean and visualize.

3. Always Run Background Screening and Credential Checks

Hiring without verification is like playing roulette.

When you’re trusting someone to operate heavy machinery or manage sensitive systems, one wrong hire could cost you serious money — or worse.

Peleza makes background checks easy. We help you confirm education records, work history, and licenses faster and more accurately.
You get clear hiring decisions — and protect your brand from avoidable risks.

Example:
Before hiring a factory machine operator, a simple credential and past employment check could save you from costly production downtime.

4. Be Specific in Your Job Descriptions

“Hiring an IT Specialist” isn’t specific enough.

Are you hiring for network setup? Cybersecurity? Cloud infrastructure?

Spell it out: list exactly which skills and tools candidates should know — Python, AWS, SQL, Adobe Creative Suite, and so on.
This way, you attract better matches and waste less time.

5. Offer Upskilling Opportunities

The best hire isn’t always the one who knows everything — it’s the one who can learn fast.

Highlight how your company supports employee growth: sponsorships for courses, internal training programs, mentorships.

Top technical talent loves employers who invest in their future.

Bonus tip:
Some institutions even offer short-term corporate training for your existing teams — worth exploring!

Finding the right technical candidate isn’t luck — it’s about using smart strategies and strong partnerships.

Start working with top institutions, test real skills, and protect your hiring choices with proper background checks.

Ready to maximize your hiring confidence? Peleza helps you verify candidates faster and more accurately. Talk to us today