Analysis of Factors Affecting Staff Recruitment in Private Hospitals in North Rift: A Survey of Uasin Gishu County

Abstract

The recruitment process in organizations are not exemption as they are usually faced with challenges and their vacancy rates, staff turnover rates, the extent of use of temporary staff, absence rates, and the level of overtime/excess hours working. The study therefore sought to analyze the factors affecting recruitment in health institutions. The study adopted descriptive survey and 8 major private hospitals in Eldoret were sampled. Census sampling method technique was used. The collected data was then coded and analyzed using the SPSS version 17 computer program. Descriptive statistics such as frequencies, percentages, standard deviations and Inferential statistics such as Pearson’s Product Moment Correlation, Analysis of Variance (ANOVA), and Multiple Regression Analysis(MRA) were used in the qualitative and quantitative analysis of data. Multiple Regression Analysis results showed the extent of the effect of the independent variables on the dependent variable. Pearson’s Product Moment Correlation was used to ascertain the interrelationship between variables. Findings showed a positive significant relationship between Policies & Procedure characteristics and Effective recruitment of staff (r of 0.507 (50%) with a p value of 0.00); findings also indicates a strong relationship between Job analysis and Effective recruitment (0.421, p value of 0.000 (p<0.005)); findings indicates a strong relationship between Labour market and Effective recruitment (0.593, p value of 0.000 (p<0.005). The study provides some precursory evidence that policies and procedures; job analysis; labour market and competition play an important role in recruitment process. The study recommended that Private hospital management need to understand the benefit of having effective recruitment in the organization. It was important to employ high quality employees because they could achieve the goals of the company. This would reduce the risk of having incompetent employees that affected the organization in achieving its long term goals. Effective recruitment was beneficial because vacancies were filled quickly and performance was maintained.

Keywords: Policies and procedures; job analysis; labour market and competition