Determinants of Employee Recruitment and Selection among Non-Governmental Organizations in Busia County, Kenya

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Daniel, Oruputo Obwana
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Kenyatta University
Non-Governmental Organizations have in the recent past decade encountered challenges in so far as recruitment and selection in Kenya is concerned primarily due to the global financial crisis, changing donor priorities, socio-political dispensations among the population, and competition amongst themselves thus calling them to run sustainably with an appropriate recruitment and selection policies. The purpose of this study, therefore, is to analyze the determinants of recruitment & selection among Non-Governmental Organizations in Busia County in Kenya. Previous studies have focused on Western countries while this study closes the gap by analyzing the determinants of recruitment and selection Vis a viz availability of openings, education levels, and equality. Any organization's workforce development strategy must include the recruitment and selection of talented and effective workers. Recruitment and selection involve more than just selecting the best applicant. The selection process can also have an impact on a candidate's likelihood of accepting a job offer and consequent commitment to remaining with the company. Poor selection choices can have several unwanted outcomes for the organization and the employee consisting of better costs of turnover, decreased performance effectiveness, diminished activity pleasure, and reduced work motivation. The purpose of this study was to determine the variables of recruitment and selection that Non-Governmental Organizations in Busia County confront when hiring new workers. The precise goals are to determine the impact of selection procedures, training, and personal qualities on employee selection in Non-Governmental Organizations in Kenya's Busia County. A descriptive survey was used in this investigation. The study's population consisted of 20 non-governmental organizations (NGOs) in Busia County with a total of 220 employees, 80 of whom were in management positions, using a stratified sampling strategy; a sample size of 60 respondents was achieved. Primary data was collected through questionnaires. In the data analysis, descriptive and factor analysis were used. Tables and figures were used to present the findings. According to the survey's findings, Non-Governmental Organizations in Busia County prefer the use of personal interviews as a policy for personnel selection. It also established that academic credentials are the ultimate desirable formal training. Personal discipline was also proven to be the most desired personal and interpersonal attribute in the survey. As a result, selection procedures, prior training, and personal qualities were identified as important obstacles for Non-Governmental Organizations when it came to personnel selection. According to the report, Non-Governmental Organizations should organize their staff selection rules because they are crucial when hiring people for these organizations. Second, Non-Governmental Organizations must consider the job seekers' communication abilities. Finally, the study suggests that the experience of job applicants is highly essential in the selection process in Non-Governmental Organizations and that all Non-Governmental Organizations should consider the prior experience of job applicants when hiring personnel. This study should be replicated in other Kenyan counties, such as Kisumu and Nairobi, where many Non-Governmental Organizations are located. The outcomes may then be compared to the current one to see whether there are any significant differences in the recruiting and selection processes for Non-Governmental Organizations in Kenya.
A Research Project Report Submitted to the School of Humanities and Social Sciences in Partial Fulfillment of the Requirements for the Award of the Degree of Master of Arts in Public Policy and Administration of Kenyatta University
Determinants--Employee Selection and Recruitment, Non-Governmental Organizations, Busia County, Kenya