Recruitment and Selection Process and Employee Performance in County Government: A Case of County Government of Uasin Gishu, Kenya.
Abstract
The study examined the effect of the recruitment and selection process on employee performance in the County Government of Uasin Gishu, Kenya. Anchored on the Human Capital Theory, the study posits that effective recruitment and selection process represents strategic investments in human capital that enhance productivity and organizational success. A descriptive research design was employed, targeting 216 employees across key departments including Human Resources, Finance, Logistics, Supply Chain, and Information Technology. Primary data were collected using structured questionnaires, while secondary data were sourced from relevant literature and institutional documents. The data were analyzed using descriptive statistics, correlation, and multiple regression analysis with the aid of SPSS Version 23. Findings revealed a strong and statistically significant positive relationship between recruitment and selection processes and employee performance (r = 0.697, p < 0.001). The regression analysis indicated that recruitment and selection accounted for 57.7% (R² = 0.577) of the variation in employee performance, with an unstandardized coefficient (B = 0.407) and a standardized coefficient (Beta = 0.401), confirming that improvements in recruitment and selection directly enhance performance outcomes. The results affirm that structured, merit-based, and competency-oriented recruitment systems characterized by fair advertising, skills assessment, and referrals lead to better employee engagement, productivity, and organizational effectiveness. The study concludes that effective recruitment and selection practices are critical for building a high-performing workforce in the public sector. It recommends that the County Government of Uasin Gishu enhance its recruitment framework through technology integration, diversity promotion, and emphasis on cultural fit to sustain high levels of employee performance and institutional resilience.
Keywords: Recruitment, Selection, Employee Performance, Human Capital Theory
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