Kenyans’ return from abroad gives shine to labour market

Others reckoned that this would be a good time to return and contribute to the development of their home country.

But the real question remains: Have the return of Kenyans from the Diaspora had any effect on the labour market and economy?

Do the returnees have anything unique or superior to offer the Kenyan economy and labour market?

Are their aspirations and expectations different from Kenyans who have not had the opportunity to live and work abroad?

Do they have a more disciplined individual work culture?

And do Kenyan employers understand what appeals to potential employees who have returned after many years abroad?

Potential benefits

It is often argued that recruiting from the diaspora has a number of potential benefits.

For example, a global approach to hiring is said to boost an organisation’s reputation and image with external stakeholders.

This is because the organisation is seen as having a global approach to its operations and is deemed to recognise the importance of a diverse workforce.

It has also been argued that employees with international experience may offer skills and knowledge that is not available locally.

These may include technical knowledge and experience in unique disciplines and fluency in foreign languages—skills which are likely to improve an organisation’s ability to deliver goods and services, add value and provide sustainable competitive advantage.

Employees with global experience are often regarded as more creative in their approach to work and life in general.

Working and living in a different and diverse environment helps one develop social skills, flexibility and adaptability to new and challenging situations.

On the other hand, it may be argued that an employee with local education and experience has a better understanding of the regional and local business environment and the resulting issues.