Document Type

Conference Paper

Book Title or Conference Proceedings Title

EAMARC 2

Conference Name

EAMARC 2 Conference

Department

Libraries

Conference Location

Nairobi, Kenya

Abstract

Universities in Kenya are faced with the challenge of slow staffing and this is continually highlighted as a plight by both accrediting bodies and overstrained existing employed staff. The recruitment processes which vary with institutions remain to be seen as major barricades to consistent and timely staffing. The main purpose of the paper is to highlight factors that contribute to slow faculty recruitment in institutions of higher learning in Kenya with particular reference to United States International University - Africa (USIU -A). The objectives of the study were to find out the institutional factors that contribute to slow faculty recruitment processes and to investigate the factors relating to current employed faculty that contribute to a slow recruitment process at the University. The study adopted a survey research design focusing on USIU – Africa faculty members whereby purposive sampling technique was used to select the sample. The sample of the study was 100 respondents. Information was collected using questionnaires and data collected was analyzed using descriptive statistics. The findings show that respondents disagreed that there was lack of competent Human Resources Officers to conduct the recruitment exercise at USIU- Africa or that USIU-Africa lacked credible and ethical standards in recruitment in its recruitment process. Findings of the study also show that the faculty disagreed that the Human Resources Officers are involved in faculty recruitment. The recommendations that were made in the areas of improvement are that there is a need for USIU to be proactive in order to remain competitive in its recruitment agenda. This can be done by having frequent and tactful reviews on recruitment policies which will guarantee sustainable recruitment process. This study concludes that institutional factors such as recruitment process and procedures, compensation and competition from other institutions affects recruitment process. The study further concluded that existing faculty have a big role in the recruitment process and thus must be fully engaged all the time to ensure a success of the process. The study also recommends employee involvement in the recruitment process to enable an effective and efficient process. Moreover the study recommends that the Human resource department should take charge of recruitment process working closely with the existing faculty members.

Comments

This work was published before the author joined Aga Khan University.

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