Best Recruitment and Selection Practices Among Tanzanian Commercial Banks

Abstract

Employees are viewed as significant resources who may help an organization’s operations in a variety of ways. To prevent “brain-drain” from the public to private sectors while preserving a healthy human capital. The purpose of this article is to investigate the best recruitment and selection practices across Tanzanian commercial banks. The study used a mixed research technique, which involves delivering questionnaires to respondents to obtain primary data and analysing secondary data. A case study for Tanzania Post Bank (TBP) is being undertaken to identify the elements that may influence the effectiveness of recruiting and selection procedures. The results suggest that Tanzania Post Bank’s recruiting and selection methods were still ineffective due to a variety of difficulties such as nepotism, corruption, favouritism, gender, and procedural violations. The study recommends that Tanzania Postal Bank management allocate adequate funds for recruitment and selection; this will help Tanzania Postal Bank become more appealing in the job market by attracting a larger number of competent candidates applying for vacant positions; and provide training for its human resource officers and heads of departments in order to equip them with relevant skills and expertise for competency-based recruitment and selection processes.