Abstract

The purpose of this study was to assess the effects of the recruitment process on organisational performance in commercial statutory corporations in Malawi. The objectives of the study were to analyse the process of recruitment in statutory corporations, to assess the recruitment strategies used by statutory corporations in Malawi and to examine the relationship between recruitment and organizational performance and to analyse challenges of recruitment practices in statutory corporations. The study was conducted in commercial statutory corporations in Lilongwe. The study adopted a mixed methods research design whereby both qualitative and quantitative methods were used. All human resource officers in sampled twenty parastatals were targeted as study population. Convenience sampling method was used in the selection of commercial parastatals and purposive sampling method was used to select 80 human resource officials from the various commercial parastatals. Statistical Package for Social Sciences programme was used to obtain descriptive statistics, regression analysis was done to ascertain the relationship between recruitment process and organisation performance. The results show that there is no statistical significant relationship between recruitment process and organisation performance. The findings show recruitment process lead to the employment of competent staff through a systematic recruitment process, skills gap analysis and implementation of competency-based systems. It also found that recruitment process affects performance of the organisation by influencing bottom line business outcomes. Furthermore, it revealed that nepotism, tribalism, favouritism and politics divert formal recruitment process in commercial parastatals. The study recommends that management should put in measures and strategies that ensures merit and fairness in the recruitment process. It also recommends that independent recruitment consultants need to assist the recruitment process in commercial parastatals. Furthermore, it recommends that constant interference in the process of recruitment from political office holders and other top government functionaries should be completely discouraged to ensure formidable recruitment that will lead to qualified staff in parastatals to ensure effective formulation and execution of strategy.

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School	: School of Law, Economics and Government
Issued Date	: 2022

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