Effect of Recruitment Practices on Employees’ Performance in Public Universities in Nyanza Region, Kenya

Employee performance is integral to organizational success, yet public universities in Kenya have faced challenges in achieving satisfactory performance despite implementing human resource management (HRM) practices. This study aimed to investigate the effect of recruitment practices on employee performance in public universities in Nyanza region, Kenya. The target population comprised of 3,129 individuals, and the sample size of 355 teaching and non-teaching staff were determined using the Yamane formula, employing random sampling techniques for data collection. A structured questionnaire was utilized as the primary data collection tool in a quantitative research design. Cronbach's alpha was calculated for each scale in the questionnaire. Data analysis was conducted using both descriptive statistics and inferential statistics with the aid of SPSS version 23. To ensure reliability, the results were as follows: recruitment practices have a significant positive effect on employee performance ((β = 0.165, p<0.05). The study concluded that recruitment practices have a significant positive effect on employee performance. The study recommended that hiring decisions in universities should always be made on the basis of a person’s potential to do a job. The study recommended that hiring decisions in universities should be made on the basis of a person’s potential to do a job. The recruitment process should continue to be done in a transparent manner and the recruitment processes in the universities should keep on being improved to enhance employee satisfaction. The employee selection process should always be done in an ethical manner and in a manner that is fair.