Abstract
Labour market processes in Tanzania constitute an important but an under-researched topic. This study investigates the recruitment methods of private companies in Mwanza, Tanzania's second largest city. It asks whether employers make use of informal methods more often than formal methods, whether the skills required for a job relate to the choice of methods and whether the vacancy period of a position is linked to a specific approach. A survey consisting of 81 face-to-face interviews with hiring authorities shows that employers prefer informal to formal schemes but tend to rely on formal ones for filling high-ranking positions. Statistically, no influence of the recruitment method on the vacancy period could be found. Additional insights are provided by 10 semi-structured follow-up interviews with respondents from the same group. They suggest an increase in solicited and unsolicited applications that might have caused some hiring authorities to avoid formal methods or modify informal methods. Moreover, it emerges that recruitment choices may be influenced by powerful actors outside or within companies. Future research should explore the benefits and risks of specific recruitment methods as related to the socio-economic context in which they are used, changes in the repertoire of recruitment methods and the role of various actors as potential codeterminants of recruitment methods, especially for lower ranks.
Notes
1. CitationKomba, “Background Paper: Building Coherent Employment and Growth Strategies.”
4. See CitationShekighenda, “Local Researchers Urged to Address Emerging Labour Market Challenges.” on the need for research in this area in Tanzania.
5. On the tourism sector, see CitationSaget and Yao, The Impact of the Financial and Economic Crisis, 10.
6. CitationSaget and Yao, The Impact of the Financial and Economic Crisis, 83. Our investigation took place prior to the 2009 crisis. Its effects are, therefore, not considered. However, one can assume that it caused managers to be more restrictive in hiring personnel.
7. CitationRees, “Labor Economics: Effects of More Knowledge,” 559.
8. CitationRees, “Labor Economics: Effects of More Knowledge,” 559.
13. CitationRees, “Labor Economics: Effects of More Knowledge,” 562.
21. In the context of the realism hypothesis, the classification of walk-ins as informal has sparked some debate. See CitationWanous, Organizational Entry: Recruitment, Selection, Orientation; CitationZottoli and Wanous, “Recruitment Source Research: Current Status”; CitationBreaugh and Mann, “Recruiting Source Effects: A Test”; CitationBreaugh and Starke, “Research on Employee Recruitment”; CitationDrentea, “Consequences of Women's Formal and Informal Job Search Methods”. We agree with Drentea and retain the conventional categorisation of walk-ins as informal.
25. See CitationArthur et al., “Human Resource Management in West Africa,” 352–3.
34. For similar results for another African country, see CitationCheater, The Politics of Factory Organization.
40. CitationMunga et al., “The Decentralisation-centralisation Dilemma.”
41. CitationMunga et al., “The Decentralisation-centralisation Dilemma.”.
49. Oral communication by National Bureau of Statistics, Mwanza. For 2008 internal statistics of the National Bureau of Statistics give 556,733 inhabitants for the two city districts of Nyamagana and Ilemela. The head of the office estimated a city population of approximately 700,000 people in 2009.
51. Seven advanced sociology students of Saint Augustine University of Tanzania in Mwanza assisted in the research process under the supervision of Fischer.
52. See, for instance, CitationDeVaro, “Employer Recruitment Strategies”; CitationMencken and Winfield, “In Search of the ‘Right Stuff’”; CitationRusso et al., “Employers’ Recruitment Behaviour”; CitationRusso et al., “Search Channel Use and Firms’ Recruitment Behaviour”; and CitationGorter and van Ommeren, “Sequencing, Timing and Filling Rates.” Four questions relating to methods used when filling the latest high-ranking and low-ranking position resemble those analysed by CitationRusso et al., “Employers’ Recruitment Behaviour”; CitationRusso et al., “Search Channel Use and Firms’ Recruitment Behaviour”; and CitationGorter and van Ommeren, “Sequencing, Timing and Filling Rates.” Two questions in respect of methods used for hiring the most recent employee and the vacancy period are similar to questions from the Multi-city Study of Urban Inequality (MCSUI) 1992–1994, see CitationDeVaro, “Employer Recruitment Strategies.” One question in our questionnaire asking about external versus internal recruitment is mentioned by CitationMencken and Winfield, “In Search of the ‘Right Stuff,’” who refer to the Chicago Metropolitan Employer–Worker Survey (MEWS) of 1981.
53. This question asked about the most important problem respondents face when employing new personnel and what strategies they use in order to solve these problems (for results, see Interpretation and conclusion section).
60. The number of total recruitment processes is inferior to 2 × 81 = 162 due to non-responses.
61. The Mann–Whitney test divides all vacancies into two groups, depending on which type of recruitment was employed in order to fill the vacant position. Then all observed vacancy periods are sorted in ascending order. The positions of the vacancies in the resulting series are added up over both groups. Then it is checked whether the sum is significantly larger for one group as would be expected under the null hypothesis of independence between vacancy and type of recruitment.
66. CitationMunga et al., “The Decentralisation-centralisation Dilemma.”
73. CitationMunga et al., “The Decentralisation-centralisation Dilemma.”
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