ABSTRACT The study on recruitment and selection procedures and employee performance was guided by four research objectives were set to determine the demographic characteristics of respondents in terms of gender, age, level of education, type of employment and length of service, the level of existing recruitment and selection procedures in the Ministry of Finance, Tanzania, the level of employees’ performance in the ministry of finance, Tanz2nia and the relationship between the existing recruitment and selection procedures and employees’ performance in the ministry of finance, Tanzania. Descriptive correlation research desi~nwas adopted to guide the study, 150 was the population size, purposive and stratified sampling techniques together with sloven’s formula were employed to reach at a sample size of 131 where a closed ended questionnaire was employed a basic instrument in collecting data from the field. Data analysis done using SPSS package proved that the level of existing recruitment and selection procedures and employee performance stand at a moderate level with(mean=3.14 and 2.75) respectively which are equivalent to agree on the answer range and pearsons’ linear correlation coefficient revealed that there is a positive and significant relationship between existing recruitment and selection procedures and employees’ performance at (r=0.940, sig=0.000). Furthermore regression analysis results indicated that of all the five aspects of recruitment and selection procedures, the aspect of interviewing shortlisted applicant has the biggest on employee performance when compared with the rest of the procedures (Beta=0.984). On the overall, all the five aspects on recruitment and selection procedures were found responsible for over 94% towards variations in the employees’ performance in the ministry of finance Tanzania. The researcher therefore recommends that there should be transparency in identification of the vacancy, advertisement, interview, recruitment and short listing of the candidates, recruitment and selection processes should be quick so as to rescue the best selected employees not to be recruited in other institutions so that the ministry takes the best targeted and not those after second selection and experience criteria should always be put as condition for those to be recruited. This criterion affects many good applicants and get discouraged to join the application process. Those already employed have suggested that, not all considering themselves as experienced can perform better; experience has proved them wrong sometimes. Therefore, fresh qualified applicants should be given priority to harness their new knowledge. In this section, the researcher gives conclusion to the study findings in relation to the study objectives and tested null hypothesis.
