Electronic Recruitment (E-Recruitment) and Organizational Performance in Selected Commercial Banks in Nakuru City, Kenya

Abstract

Organizations across the globe are now operating in a dynamic environment with stiff competition which calls for improved performance for survival and continuity. Every department in these organizations is continuously improving its ways of operation in order to maintain a competitive edge. Human Resource Management department is not an exception and being the backbone of every organization, is doing everything possible to embrace new technology in delivering its services for enhanced effectiveness and efficiency. The objective was to compare the relationship between recruitment and organizational performance of selected commercial banks in Nakuru City before and after the adoption of technology. The study was guided by the Resource Based View theory and adopted a comparative research design on a target population of 105 employees from selected banks that have embraced electronic human resource management. The Census method was used which involved using the entire population as this is considered suitable for a small population. A self-administered questionnaire was adopted to collect primary data. The validity of the instrument was enhanced through professional expert opinion while reliability was achieved using the Cronbach Alpha coefficient where all items scored above 0.70. Inferential and descriptive statistics with the aid of SPSS software was used to analyse data. The hypotheses of the study were tested at a 0.05 significance level. The findings indicated that recruitment had a negative significant correlation with organizational performance before automation (β = -0.361, p = 0.000<0.05) whereas after automation, there was a positive correlation (β = 0.907, p = 0.000<0.05). The study recommended the integration of technology in organizational processes as a worthwhile undertaking that has positive returns on investment. Organizations should design and implement e-Recruitment systems for more efficiency and effectiveness in their HR activities. The findings may benefit both financial and non-financial institutions, policymakers, and the government. The findings may also add to the available literature