The Analysis of Effective Recruitment towards Organizational

Performance and Competitiveness in Rwanda

Obed Nahayo

Human Resources Development, Postgraduate School, Universitas Airlangga, Indonesia

Keywords: Effective Recruitment, Organizational Performance, Competitiveness.

Abstract: Effective recruitment contributes to the organizational performance and competitiveness in various ways.

Having the right person in the right place of work and at the right time is crucial to organizational

performance and competitiveness. Hiring a person is easy, but hiring the right person takes more efforts and

makes a huge difference. The quick hire can require hours of supervision and time spent in discipline,

retraining and worst-case termination. The main objective of the study was to showcase how effective

recruitment can lead to organizational performance, to know more about effective recruitment process, to

identify challenges if any, discuss, and provide recommendations. This study used purposive sampling

technique, and 30 respondents from numerous Recruitment Officers in Rwanda were selected.

Questionnaire and in-depth interviews were used to obtain primary data. The secondary data were collected

from different sources such as books and journal articles from several authors to know recruitment and

organizational performance deeper. The results showed that Effective recruitment plays a vital role on

organizational performance together with competitiveness. The research hypothesis states that there is a

positive correlation between effective recruitment and organizational performance and competitiveness in

different parameters. HR practitioners should stay tuned to changing environment especially in technology;

the recruitment process should be flexible, adaptive and responsive to the immediate requirements.

1 INTRODUCTION

Over the decades, organizations’ economic

development, performance, profitability and

competitiveness had been relying on employees’

performance, skills and knowledge while carrying

out their jobs. In Rwanda, employee performance is

also a pillar to organizational performance and

competitiveness. Worldwide, some organizations

had been suffering from loss, bankruptcy, cease or

early termination due to poor performance of their

employees and themselves as well. Some Rwandan

government or private companies had also

experienced this problem. In order to make an

organization successful and well-performed, there

should be a proper way of recruiting and retaining

the right person, in the right place, at the right time,

and doing the right job. Shall it be successfully done,

then it is an Effective recruitment. This contributes

to the performance and competitiveness of the

organization in various ways. This study aimed to

gather the analytical baseline data on the role of

effective recruitment towards organizational

performance and competitiveness, to know what is

effective recruitment and how does it affect

organizational performances and competitiveness, to

show steps, types, and sources of recruitment that

may lead to organizational performance and

competitiveness, and to identify the challenges faced

by organizations in an effective staff recruitment to

achieve organizational performance and

competitiveness.

Recruitment and selection practices are the

fulcrum in which all HRM functions operate.

Without the right staff, selected using the right

methods, none of the other functions will operate

successfully. Therefore, it is crucial that HR

professionals, frontline, middle and senior managers,

and HR consultants to continuously analyze and

refine their recruitment and selection systems and

competencies to ensure their effectiveness in

providing the organizations with the best

employees concerning their qualifications,

competencies, and work behaviors. (Robert-Leigh

Compton, 2014)

Nahayo, O.

The Analysis of Effective Recruitment towards Organizational Performance and Competitiveness in Rwanda.

DOI: 10.5220/0007537100410044

In Proceedings of the 2nd International Conference Postgraduate School (ICPS 2018), pages 41-44

ISBN: 978-989-758-348-3

1.1 Problem Statement

This study was initiated to know the cause of poor

organizational performance and competitiveness of

several organizations whether or not it was due to

recruitment process. Most organizations face

constant change in their competitive business

environment and need to find ways of maintaining a

competitive advantage over rivals. One way of doing

this is to build up the organization's core

competencies. These competencies comprise the

organization's business strengths. They are the

resources that managers use to counter threats from

competitors and to help them to take advantage of

any arising opportunities. Although organizations

use many physical resources, their most important is

often Human Resources (HR). This is particularly

important for reputable organizations to have highly

skilled workforce in order to maintain high quality

output.

1.2 Recruitment

According to Wikipedia, recruitment is the action of

finding new people to join an organization or

support a cause. Recruitment has many requirements

to make it successful and effective. A successful

recruitment process can be lengthy and costly but an

unsuccessful recruitment can be a burden for the

organization. If the recruitment and selection are

unsuccessful, it brings an inefficient and ineffective

employee pool for the company. An inefficient and

ineffective employee pool can’t help the company to

achieve its goal, rather the pool increases the cost of

the organization (Sharmin, 2015). But, an effective

and successful recruitment can be costly and time-

consuming.

Attracting highly qualified and skilled employees

is important, failing to do so will result in further on

job training and high labor turnover. A well-

motivated and skilled workforce is crucial for

organizations to compete effectively, both for

national and global markets. Khan emphasized the

importance of recruitment process by stating that

mismatch between the candidates and job can cost

an organization a great deal of money, time and

energy and later lead to failure of the organization

(Khan, 2008). That’s why Becker and Gerhart

(1996) found that growing empirical evidence

linking HRM activities and organizational

performance as human resources are the most

valuable resources for the successful functioning of

an organization (Khan, 2008).

1.3 Effective Recruitment

Effective recruitment is the process of finding and

hiring the best-qualified candidate from within or

outside an organization for a job opening in a timely

and cost-effective manner. The recruitment process

includes analyzing the requirements of a job,

attracting applicants to that job, screening and

selecting applicants, hiring, and integrating the new

employee to the organization in an effort for the

employee to perform well.

The purpose of effective recruiting is to attract

strong applicants prepared to perform successfully on

the job. Recruiting is an on-going process. It is not a

phase nor is it something to do when new employee is

required. Recruitment is a function that requires

business perspective, expertise, and ability to find

and match the best potential candidate for the

organization, diplomacy, marketing skills (as to sell

the position to the candidate) and wisdom to align

the recruitment processes for the benefit of the

organization.

1.4 Organizational Performance

Organizational performance can be measured by

looking at the actual output or results with its

intended goals and objectives, based on its actual

investment. Performance management is one of the

key elements to organizational performance, which

is commonly applied to employee performance and

development. Having the right person, in the right

place, at the right time, and performing the right task

is crucial to the organizational performance and

competitiveness. Today’s businesses face

unprecedented challenges caused by ineffective

recruitment. Leaders are confronted with increased

competition, globalization, and demand for growing

social responsibilities, technological changes and

new strategic thinking.

1.5 Sources of Recruitment

Internal sources are primarily divided into three:

Transfers, Promotions (through Internal Job

Postings), and Re-employment of ex-employees etc.

While External recruitment sources has to be

solicited from outside the organization. External

sources are external to a concern. But it requires

significant of time and money. External recruitment

sources includes employment at the factory gate,

advertisements, employment exchanges,

employment agencies, educational institutes, labor

contractors, recommendations etc. Selecting the

ICPS 2018 - 2nd International Conference Postgraduate School

incorrect strategy may result in too many or too few

applications. Efficient recruitment strategies produce

the required results in the shortest time.

1.6 Effective recruitment in Rwanda

Rwanda has a good international reputation about

effective recruitment especially for local authorities’

recruitment. In order for the government to success,

it has created a recruitment system called IPPIS e-

recruitment used for public employees and applicant.

It is monitored online so that everyone can access

without any delay. It would reduce queue and

possible nepotism or corruption during recruitment

that will make it effective.

2 METHODOLOGY

During this study, purposive sampling method was

used to obtain a sample of respondents who are

working as recruitment officers. It was selected from

different areas where 30 respondents were selected

randomly. The researcher used primary and

secondary data. The researcher used questionnaire

and in-depth interview for recruitment staff

throughout Rwanda as primary data. The primary

data were analyzed using SPPS and MAXQDA

software. Correlational Test was performed to

analyze the interconnection between effective

recruitment and organizational performance. This

enabled the researcher to assess the relation between

effective recruitment and organizational

performance and competitiveness. Primary data

collected from different districts in Rwanda. The

researcher also used books, documents, and archives

concerning previous recruitment in Rwanda as the

secondary data.

3 RESULT OF THE STUDY

Research findings showed that there is a positive

correlation between effective recruitment and high

performance and competitiveness of the companies

in their day to day activities. This paper provided

detailed information for those who are interested in

improving their knowledge about the contribution of

effective recruitment on organizational performance,

how effective recruitment is conducted, and the

effective recruitment processes towards

organizational performance and competitiveness.

Effective recruitment is derived from various

steps. Job specification and description, call for

applicants, receive and screening applications, invite

qualified to attend written test, invites the successful

ones for interview, signing employment agreement,

induction and orientation time are required to be

done. This helps to identify and make every step

clear. Nowadays, all of mentioned above are done

by system to save money and time.

According to the obtained findings, 95% of

respondents stated that organizational performance

and competitiveness is the main fruit of effective

recruitment. Organizations have been successful in

their daily businesses because they made it through

effective recruitment. The respondents stated that

organizational performance comprises the actual

output or results of an organization as measured

against its intended outputs (or goals and

objectives). However, some failed to effectively

recruit employees mostly because of time and

money. Though recruitment department faces

challenges during recruitment, 100% respondent

know recruitment and its processes very well. As

some are not implemented during recruitment, it

resulted in a poor performance and incompetency.

4 DISCUSSIONS

As respondents stated, an effective recruitment has

been the cutting edge to on organizational

performance and competitiveness in Rwanda.

Effective recruitment is the key to success and

effectiveness of organizations. Following the main

recruiting steps and processes makes it effective.

Having the right person in the right place of work

and at the right time is crucial to organizational

performance and competitiveness. According to

respondents, the key of successful recruitment is to

ensure that the criteria of suitability are overt and

relevant to the job. Once these criteria are agreed

and shared, it is possible to make rational decisions

concerning employee’s suitability based on

evidences, and this is called as effective recruitment.

Organizational performance relies on employee

performance and skills, which comes from effective

recruitment. It should be conducted in a smooth,

positive, and productive way towards the

organizations’ goals and objectives. Effective

recruitment is the main root of the organizational

performance and competitiveness.

The Analysis of Effective Recruitment towards Organizational Performance and Competitiveness in Rwanda

5 SUMMARY AND CONCLUSION

The study showed that effective recruitment helps

organizations performances and their employees to

raise their standards of living as well as helping

them to achieve their expected objectives and goals.

Organizations highlight challenges such as lack or

shortage of qualified applicants during the

recruitment process, adaptability to globalization

and technology, and lack of motivation to recruiters,

ignorance of job applicants, and time and cost

consuming. Recruiters should know about the job

and external factors such as unemployment and the

applicants’ education level. Recruitment continues

to be the driver for organizational performance since

it is the main source of the companies’ workforce.

This is the activity that should be taken care of in

order to maintain company’s reputation and

performance. All respondents agreed that technology

should be utilized in conducting a recruitment

because it makes it easy, convenient, and fast.

To conclude, an effective recruitment looks like

a computer motherboard to the organizational

profitability as it is the key to the organizational

performance and competitiveness. But, this study

showed that there are challenges that may hinder

effective recruitment and recommended some

solutions to overcome these challenges in order for

the organizations to achieve better organizational

performance and competitiveness in Rwanda and

abroad.

RECOMMENDATIONS

The research findings showed that there are still

many things to be conducted to achieve effective

recruitment considering there are challenges that

affect recruitment process. These recommendations

are directed to people whose positions are related to

recruitment. HR professionals are expected and

required to keep in tune with the changing times, i.e.

the changes taking place across the globe. The

immediacy and speed of the recruitment process are

the main concerns of the HR in recruitment. The

process should be flexible, adaptive, and responsive

to the immediate requirements. Recruiters should

also adapt recruiting system technology because it

saves money and time and such system is convenient

and trustable.

REFERENCES

Khan, M. (2008). Are acruals mispriced?. Journal of

Accounting and Economics.

Robert-Leigh Compton, B. M. (2014). Effective

Recruitment and Selection Practices. ISBN: 978-1-

925091-15-1.

Sharmin, S. (2015). Recruitment and Selection Process in

the Public and Private Universities of Dhaka City in

Bangladesh. International Journal of Management &

Business Studies.