The Effect of Recruitment and Selection on Employee Performance in Microfinance: A Case Study of Express Credit Zambia Ltd

Human capital is vital for organizational success, with recruitment and selection shaping workforce quality. Express Credit Zambia faces challenges in attracting and retaining capable employees. The purpose of this study was to examine the effect of recruitment and selection practices on employee performance at Express Credit Zambia Limited.

The study adopted a quantitative research design underpinned by a deductive approach. Primary data were collected through structured self-administered questionnaires distributed online. The questionnaire was divided into four sections: demographic information, recruitment, selection, and employee performance, with responses measured using a five-point Likert scale. Reliability was tested using Cronbach’s Alpha, with coefficients exceeding the 0.70 threshold, confirming internal consistency. Validity was ensured through alignment with study objectives and Human Capital Theory. Data were analyzed using SPSS, employing descriptive statistics, correlation, and regression analysis to test research questions.

The findings revealed that recruitment had a statistically significant positive effect on employee performance, with regression results showing that recruitment variables explained 42% of the variance in performance outcomes (R² = 0.42, p < 0.05). Selection also demonstrated a strong positive effect, accounting for 47% of the variance in employee performance (R² = 0.47, p < 0.05). When recruitment and selection practices were combined, the predictive power increased substantially, with multiple regression results indicating that together they explained 61% of the variance in employee performance (R² = 0.61, p < 0.01). These results confirm that structured, merit-based recruitment and selection are critical drivers of employee productivity, efficiency, and achievement of work targets within Express Credit Zambia.