Abstract:
The recruitment of different human resources in Tanzania local government authorities is
centrally organized through the Tanzania Public Service Recruitment Secretariat. The aim has been to facilitate the recruitment of competent personnel to fill identified vacant posts in different local authorities. Despite the positive contributions of centralized recruitment including the recruitment of competent staff, the system has been blamed for causing labour turnover among centrally recruited staff. However, little was known as to how centralized recruitment influenced labour and therefore the aim of this article is to show how centralized recruitment influences labour turnover in local authorities. The study employed a case study design whereby Moshi Municipal Council was chosen. Documentary review and in-depth interviews were used to collect data whereby a total of six respondents were interviewed. Findings shows that
centralized recruitment influence employees turnover because employees are recruited from different places to work in new areas which they are not familiar with something which later affects their relationships with employers and therefore decides to leave. Conclusively, this paper calls for government attention to revisit the decision of recentralizing human resources recruitment and build the capacity of local authorities to recruit their employees.
