Ever been in an interview, feeling confident, then the panel hits you with, “Tuseme, your former boss atangaje nini kuhusu wewe?” That question, “What would your former employer say about you?” is a classic but tricky one. It’s a direct probe into your work ethic and relationships.
We’ll break down how to prepare a solid answer that reflects our Kenyan work culture. Knowing how to handle this can be your edge in a competitive job market, helping you move forward with confidence.
What This Question is Really Asking (And What It’s Not)
This question isn’t just about your past duties. It’s a clever way to assess your self-awareness, professionalism, and how you handle workplace relationships. A common misconception is that you should just say “They would say I was perfect.” That’s not believable and misses the point entirely. The panel wants to hear a balanced, honest reflection.
It’s a Test of Your Character, Not Just Your CV
Think about it: if you badmouth your former boss from that company in Westlands, the interviewer will wonder if you’ll do the same about them. Conversely, if you only give generic praise, you seem unaware of your own growth areas. They are listening for maturity and how you frame experiences, good or challenging.
The Kenyan Context of “Reference Checks”
Remember, many employers here, especially in formal sectors like banking or with parastatals, will actually call your referees. Your answer must align with what they might hear. Consistency between your story and your referee’s story is absolutely key. If you claim you were a star performer but your former supervisor at a school in Nakuru says otherwise, your credibility is gone.
How to Craft Your Winning Answer: A Step-by-Step Guide
Now that you know what they’re looking for, let’s build your actual response. This isn’t about memorising a script, but having a solid framework you can adapt. Think of it like preparing for a presentation at the office—you need structure and key points.
Start by doing an honest self-audit. Before the interview, ask yourself these questions about your last role:
- What was my main contribution? (e.g., “I streamlined the client onboarding process, cutting the time from 2 weeks to 3 days.”)
- What is a genuine strength my boss appreciated? (e.g., reliability, meeting deadlines for KRA submissions, training new staff)
- What was one area I improved in? (This shows growth, not failure)
Structure your answer using the STAR method (Situation, Task, Action, Result) for the example you choose. For instance: “My former manager at a logistics firm in Mombasa would say I’m a problem-solver. When our delivery tracking system failed (Situation), I was tasked with manually coordinating drivers (Task). I created a shared WhatsApp group with live location updates (Action), which kept 95% of deliveries on time that week (Result).”Finally, always end by linking it forward. Briefly state how that positive trait or skill makes you a great fit for this new role you’re interviewing for.
Common Pitfalls to Avoid (Don’t Learn the Hard Way)
Badmouthing Your Former Boss or Company
This is the fastest way to fail. Saying “My boss at that media house was totally unfair” makes you sound difficult and unprofessional. Instead, focus on the professional experience you gained, even in a tough environment. Frame any challenges as learning opportunities.
Being Too Vague or Generic
Answers like “He would say I’m a hard worker” or “She would say I’m good” add no value. They sound rehearsed and empty. You must back it up with a specific, brief example. Mention a project, a target you met, or a time you went the extra mile.
Claiming Perfection
No employer believes someone is flawless. If you say “They would say I was the perfect employee with no faults,” you come off as dishonest or lacking self-awareness. It’s okay—and smart—to mention an area you worked to improve, showing you are coachable and proactive.
Forgetting the Kenyan “Kuulizwa Referee” Reality
Many Kenyan HR departments, especially in corporates, banks, or NGOs, will actually call the referee you provided. Your story and their story must match. If you left on bad terms, it’s better to be diplomatically honest in your interview than to have a glaring contradiction emerge later.
the Kenyan Job Market Nuances
In Kenya, your professional network and reputation are everything. Before any interview, especially for roles in competitive sectors like telecoms or banking, do your homework. Silently reach out to a trusted former colleague, maybe from your time at a university or a previous company in Industrial Area, and ask them honestly what they think your former supervisor would highlight. This gives you a reality check.
Understand the cultural expectation of respect. Even if you had issues, framing your departure requires tact. Instead of “I left because of poor management,” you could say, “I sought a new challenge that aligned more with my growing skills in digital marketing, and I believe I left on good terms having completed a proper handover.” This shows heshima and professionalism.
A very practical tip: if you left your last job abruptly or under a cloud, and you know your referee might not be favourable, you have options. You can provide a referee from a different role, or a senior colleague instead of your direct supervisor. Just be prepared to explain this choice calmly if asked, focusing on who could best speak to your relevant skills for this new position.
The Bottom Line
The most important takeaway is that this interview question is a test of your character and self-awareness, not just a recap of your CV. Your answer must be honest, specific, and show that you are a professional who builds positive relationships, even when moving on. Getting this right can truly set you apart in our competitive market.
Your next step? Before your next interview, take 10 minutes to write down three specific examples from your last job using the STAR method we discussed. Practice saying them out loud until they sound natural. Usijisahau ku-prepare!
Frequently Asked Questions About What would your Former Employer say about You Interview Question in Kenya
What if I left my last job on very bad terms? What do I say?
Be diplomatic and focus on the professional experience you gained, not the conflict. You can say you learned a lot but were seeking a better cultural fit. Avoid badmouthing anyone at all costs.
It’s wise to use a different referee, like a senior colleague from that role or a previous employer, who can vouch for your skills positively.
Can an employer in Kenya legally give a bad reference?
Yes, they can, but most professional companies stick to factual information like your dates of employment and job title to avoid legal issues. However, informal feedback over the phone is common.
This is why maintaining good relationships is key. A former supervisor at a firm in Upper Hill is more likely to be neutral or positive if you parted ways respectfully.
Should I contact my former boss to warn them about a reference check?
Absolutely, it’s a professional courtesy. A quick, polite call or message to your former supervisor saying you’ve listed them as a referee is expected. It gives them a heads-up and shows respect.
Do this as soon as you get an interview, not after. It also allows you to subtly remind them of a key achievement you’d like highlighted.
What if I was fired? How do I handle that in the interview?
Do not lie. Frame it as a learning experience. You could say, “The role wasn’t the right fit, but it taught me valuable lessons about [specific skill or area], which I’ve since worked to improve.”
Immediately pivot to what you are doing now to add value and why you are a strong candidate for this new position. Honesty with a positive forward look is your best strategy.
Is it okay to use a referee from a job I had over 5 years ago?
It’s acceptable if that person can speak to relevant skills for the new role, but a more recent reference is always stronger. If you use an old reference, explain why in your interview.
For example, “I’ve included my manager from my early career at a Nakuru hotel because they can best speak to my foundational customer service training, which is core to this position.”
