Abstract
The chapter describes INGO HRM policies and practices, specifically the recruitment strategies used by participant organisations, tracing agency hiring through the recruitment process to selection. An examination of the recruitment process relies on Boxall and Purcell’s (2008, Strategy and Human Resource Management. Hampshire: Palgrave Macmillan Publishers) evaluative model. A picture emerges of the recruitment strategies practised by INGOs in Kenya. Open search methods are the most widely used job-posting procedures. INGO recruitment strategies are considered to have high levels of management capacity to recruit a diverse workforce and low levels of labour market power to attract and retain candidates. According to the model, the INGOs can be classified as “flexible” organisations (Boxall and Purcell 2008). Classification as “flexible” organisations suggests that, in comparison to HR practices in small and medium enterprises (SMEs), INGOs in Kenya demonstrate greater management capacity.
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Brunt, C. (2016). Recruitment. In: Human Resource Management in International NGOs. Palgrave Macmillan, London. https://doi.org/10.1057/978-1-137-57306-3_2
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DOI: https://doi.org/10.1057/978-1-137-57306-3_2
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