Influence of Recruitment on Organizational Performance of Custom and Border Organizations in Kenya

Ruth Nyamoko, Mary Mbithi and Gladys Kituku
Additional contact information
Ruth Nyamoko: School of Business and Economics, Kenya Methodist University
Mary Mbithi: School of Business and Economics, Kenya Methodist University
Gladys Kituku: School of Business and Economics, Kenya Methodist University

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 7, 308-317

Abstract: Enhanced recruitment strategies can substantially improve workforce quality, employee satisfaction, and overall performance. Although recruitment plays an important role in boosting organizational performance, many firms have yet to fully optimize their recruitment processes. This paper sought to examine the influence of recruitment on the organizational performance of customs and border organizations in Kenya. The study applied a descriptive research design. The population for the study was 481 employees of customs and border organizations in Kenya (The Kenya Revenue Authority, The Kenya Ports Authority, and The Kenya Airports Authority). Stratified random sampling was applied in addition to the Taro Yamane formula to come up with a sample size of 218 participants from top executive positions, middle management positions, and lower management positions. The study gathered data through questionnaires which were administered both physically and electronically. Data collected was analyzed through both descriptive and inferential analysis. Results revealed a β of 0.344 and a p-value of 0.001, between recruitment and the organizational performance of customs and border organizations in Kenya. The study concluded that recruitment had a positive and significant influence on the organizational performance of customs and border organizations in Kenya. The study recommended that customs and border organizations in Kenya should maintain and reinforce their emphasis on hiring a highly qualified workforce. The study also recommended prioritization of the recruitment of staff who have completed the necessary training. Additionally, the study recommended that organizations’ recruitment practices should be strictly merit-based to promote fairness and transparency. Moreover, the study recommended regular interpersonal and communication tests should be administered to ensure potential recruits possess the necessary soft skills. Besides the study recommended that it is crucial to ensure that job specifications and role descriptions are well-defined and communicated. Finally, the study recommended a thorough evaluation process to assess the capabilities of candidates for different positions, consistently applying this practice to select the best candidates to ensure alignment with organizational goals and ultimately enhance the overall organizational performance.

Date: 2024
References: View references in EconPapers View complete reference list from CitEc
Citations:

Downloads: (external link)
https://www.rsisinternational.org/journals/ijriss/ ... -issue-7/308-317.pdf (application/pdf)
https://rsisinternational.org/journals/ijriss/arti ... anizations-in-kenya/ (text/html)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:bcp:journl:v:8:y:2024:i:7:p:308-317

Access Statistics for this article

International Journal of Research and Innovation in Social Science is currently edited by Dr. Nidhi Malhan

More articles in International Journal of Research and Innovation in Social Science from International Journal of Research and Innovation in Social Science (IJRISS)
Bibliographic data for series maintained by Dr. Pawan Verma ().