Abstract:
Efficiency in recruitment and selection has a positive bearing on service delivery. This study established the effect of recruitment strategies of employees on service delivery in local authorities in Nyamira County, Kenya. The objectives of the study were to identify the major recruitment strategies used by the municipal council of Nyamira in employment of employees, to establish the effect of the recruitment strategies of the employees on service delivery to the public in Nyamira Municipality and to determine the challenges facing the Nyamira Municipality in recruitment process of the employees. This study adopted a case study research design as it had the potential to generate rich subjective data that could lead to the development of a theory. It provides baseline information on the structure of the municipality of Nyamira and examines its middle level staff in their effective delivery of services to the residents of Nyamira town. The target population comprised of 200 employees from within the municipal council. For getting a representative sample, the researcher stratified the employees into three groups basing on the salary grade and the area of working. All the five members of the management and all the ten supervisors were included in this study purposively. Simple random sampling was used to select 85 employees in scale 13-20. This method was appropriate to give employees equal and independent chance of being selected. The researcher collected data directly from the respondents by use of research instruments basically questionnaires and oral interviews. Data was then be analyzed, interpreted and presented by use descriptive statistical techniques. This study revealed the reasons for poor delivery of services as laying on recruitment strategies employed. It therefore recommended to the ministry of local government to establish causes of poor service delivery by the local authorities in relation to recruitment strategies. Corrective measures may be taken with regard to the local authority Act. Key
