TITLE:
Skills-Based Recruitment and Performance of Small and Medium-Sized Public Enterprises in the Democratic Republic of the Congo: The Moderating Role of Remuneration and the Mediating Role of Employee Effectiveness
AUTHORS:
Mutabunga Rugina Placide, Bahiga Bashangwa Jocky, Eligbelol Begakoma Felix, Alfred Akonkwa Amisi
KEYWORDS:
Skills-Based Recruitment, Organizational Performance, Fair Compensation, Managerial Ethics
JOURNAL NAME:
American Journal of Industrial and Business Management,
Vol.16 No.9,
September
18,
2026
ABSTRACT: The analysis of the influence of skills-based recruitment on the performance of public SMEs in the Democratic Republic of the Congo takes place within a context marked by low productivity, dependence on subsidies, deteriorating equipment, salary delays, and governance deficiencies. These constraints limit the operational capacity and competitiveness of public enterprises. They are exacerbated by recruitment practices based on favoritism, cronyism, nepotism, politicization, and opacity, which undermine equal opportunities, organizational justice, and trust in institutions. The study adopts a mixed-methods approach, combining quantitative analysis of 305 observations collected from 60 SMEs with interviews conducted with agents, human resources managers, and executives. The results show that 68.6% of respondents judge their company’s performance to be lower or significantly lower than that of its competitors. This perception varies according to socio-professional category, company size, and geographic location, the latter being the most decisive factor. Furthermore, the explanatory model of relational recruitment remains inconclusive, suggesting that informal networks and political loyalties largely escape observable variables. Qualitative data, however, reveals that a genuine match between skills and job roles fosters initiative, autonomy, and employee effectiveness. Conversely, inappropriate assignments lead to frustration, underutilization of skills, and a dilution of responsibilities. Skills only produce lasting results when supported by sufficient resources, appropriate supervision, ongoing training, rigorous evaluation, and regular, fair compensation. Therefore, professionalizing recruitment emerges as a key driver of performance, provided it is integrated into a governance framework based on competence, transparency, fairness, integrity, and accountability.