COMMUNITY SUPPORT AND INVOLVEMENT AS STAKEHOLDERS IN RECRUITMENT AND SELECTION AMONG NON-GOVERNMENTAL ORGANIZATIONS IN BUSIA COUNTY

Abstract

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, was to analyze the determinants of
recruitment and 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. 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,
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 NonGovernmental Organizations and that allNon-Governmental Organizations should consider the
prior experience of job applicants when hiring personnel.