Influence of Electronic Recruitment Technologies on the Organisational Performance of the Telecommunications Sector: A Perspective from the Western Region of Kenya
TL;DR
It is concluded that electronic recruitment technologies are essential for enhancing performance, but their implementation must be balanced with strategies to address regional digital divides to ensure a robust and inclusive talent pipeline.
Abstract
The study investigated the influence of electronic recruitment technologies on the organisational performance of the telecommunications sector in Western Kenya. Despite the sector's GDP contribution rising to 3.1% in 2019, 75% of Kenyan CEOs reported significant challenges in sourcing talent with the necessary technical skills. The research was primarily underpinned by the Technology Acceptance Model (TAM) and the Theory of Strategic Human Resource Management, with a focus on how the adoption of digital hiring tools drives institutional outcomes. A mixed-methods approach was adopted, combining descriptive survey and cross-sectional research designs within a positivist philosophy. A census was conducted on 210 employees from Safaricom, Airtel, and Telkom across six counties in Western Kenya, yielding 178 valid questionnaires (84.76% response rate) and 12 semi-structured interviews with Regional Sales Managers. Data analysis included Pearson correlation and linear regression, with diagnostic tests confirming the assumptions of normality, linearity, and the absence of multicollinearity (VIF range: 1.783–2.053). Correlation analysis revealed a significant positive relationship between electronic recruitment technologies and organisational performance (p < 0.01). Regression results indicated that these technologies were the strongest individual predictor of performance (beta = 0.638, R2 = 0.407, p = 0.000). The use of digital platforms and automated systems explained 40.7% of the variance in organisational performance, leading to the rejection of the null hypothesis. Respondents particularly highlighted the efficiency of social media and web-based platforms in accelerating the recruitment cycle. Thematic analysis corroborated the quantitative data while highlighting critical qualitative nuances unique to the region, specifically digital equity concerns. While technology improved hiring speed, persistent challenges such as internet connectivity and infrastructure gaps in Western Kenya created barriers for some candidates. The study concludes that electronic recruitment technologies are essential for enhancing performance, but their implementation must be balanced with strategies to address regional digital divides to ensure a robust and inclusive talent pipeline.