Recruitment strategies adopted by Barclays Bank of Kenya in response to employee related frauds
Makamigoya, Hillary O
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The role of human resource procurement is critical to the overall fabric of an organization. It forms the basis of human capital advancement and also an avenue for propagating organizational culture. As a factor integral to business success, recruitment of employees continues to be quite dynamic in its approaches and strategies. Employee value system and personality disposition are key elements in the development of the core principles of integrity and trust which are important for the reputation of the organization. Cases of employee -related frauds in the banking industry continue to evoke pertinent concerns on the manner in which human resourcing is undertaken. Fraud is a significant challenge in the industry which has been responsible for huge losses in the financial sector and the inter-linked industries. Barclays bank of Kenya is a leading and dominant bank with a significant presence in the country. It has a network of 113 branches and over three thousand employees. The bank also enjoys a rich history spanning about 100 years of presence in the local market and an international network. The objective of the study was to establish the recruitment strategies adopted by Barc1ays Bank of Kenya to respond to employee- related frauds. The researcher used case study design since the research is descriptive in nature. Both primary and secondary sources of data were used to obtain information for the study. Semi-structured interview guide was used to obtain information from three recruitment officers at Barc1ays Bank. This was administered through a face to face interview. The researcher used content analysis because it involves observation and detailed description of objects, or things and the errors which occur during the study are easily detected and corrected. The research findings reveal that Barclays bank has a clear recruitment plan and policy which are well elaborate. The recruitment strategies adopted by the bank however do not significantly analyze employee related frauds hence are quite generic and replicates largely the industry practice. The bank puts much emphasis on selection where screening of applicants is given huge attention. The bank has put in place global standards which clearly spell out the screening procedure. Diversity and inclusion is also a major aspect of the recruitment policy and the bank strives to remain an equal opportunity employer. In conclusion, with the dynamic business environment, organizations should undertake to align their strategies to the ever changing demands of external environment. Recruitment strategies should therefore be tailored in such a manner as to attract the most qualified candidates with the desirable values.