Authors : Petia Suliman Loro; Dr. Joseph Micheal Okwadi Tukei

Volume/Issue : Volume 11 - 2026, Issue 7 - July

Google Scholar : https://tinyurl.com/5xtd6ad8

Scribd : https://tinyurl.com/5da2a727

DOI : https://doi.org/10.38124/ijisrt/26jul187

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Abstract : Recruitment being the onset of the talent management process are very crucial decision-making point in establishment of the work relation. The process generally involves an organization looking for the best fit individual (s) who are knowledgeable, skilled and or experienced to take up job vacancies with defined job specifications. This paper examines the relationship between Recruitment policies and employee’s performance at Action Africa Help International South Sudan. The study applied explanatory(quantitative) research design. Survey approach as research strategy was used to collect quantitative data from a population of 110 and sample size of 86 employees of AAHI-SS. Primary data was collected using closed- ended structured questionnaires distributed to the employees of AAHI-SS in Yei, Maridi, Juba and Yambio Counties in Central and Western Equatoria States. Data collected were furnished, coded, analyzed based on descriptive and inferential statistic of Pearson product’s moment correlation and regression using Statistical Package for Social Science (SPSS) 22.0. Results confirmed that, Recruitment and selection policy was found to be a significant predictor (t (82) =10.408; p<.01) of employee’s Performance at Action Africa Help International South Sudan. This implies, improving the recruitment and selection process causes improvement in the employee’s performance. Based on the findings, the study concluded that recruiting competent HR Officers, credible, merit-based employees, effectively utilize and adherence to the organization’s policies and procedures on recruitment improves performance of the employees and the organization. The study recommends that, senior Country management of the organization should pay keen interest in identifying policies areas relating to recruitment and selection that needs urgent improvements, Continuous capacity enhancement of the recruiting officers and department to adhere to the healthy onboarding policies of new competent staff and making every employee aware of the existing recruitment and selection processes and procedure in the organization and risks associated with recruiting incompetent and unmerited employee in the organization

Keywords : Recruitment Policies, Employee’s Performance, AAH-I South Sudan.

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