Abstract:
This study sought evaluate the impact of recruiting practices on police officer behaviour
performance using Tanzania Police School – Moshi as a case study. The study was guided by
specific objectives, including identifying the recruiting practices employed by the institution,
examining their relevance to police officer behavior performance, and analyzing the challenges
facing recruiting practices at Tanzania Police School - Moshi. Drawing from Social Learning
Theory and Job Embeddedness Theory, the case study research design employed a mixed
approach and included a population of 3,000 enrolled police officers. To achieve this, the study
utilized both simple random and purposive sampling methods, collecting primary data through
closed-ended questionnaires and interviews, in addition to secondary data from document
reviews. Quantitative data were analyzed using descriptive statistics with the aid of the
Statistical Package for the Social Sciences (SPSS) version 26 software, while qualitative data
from interview responses were subjected to content analysis. Findings revealed that Tanzania
Police School - Moshi employs a transparent and well-defined recruitment process with aligned
criteria. Furthermore, the study found that recruiting practices moderately influence police officer
behavior performance and moderately align with desired behavior outcomes. Moreover, findings
showed that administrative and logistical challenges and limited resources hinder the efficient
execution of the recruitment process to a very large extent. As a recommendation, the study
suggests that the institution should establish a dedicated committee or task force to address
and mitigate these challenges. Also, future research endeavors should explore the relationship
between actively seeking candidates from diverse cultural backgrounds and its potential impact
on police behavior and community relations.
