DR Congo: Recruiting in Rural Areas: Between Challenges and Opportunities

By Arnold Mutombo, P&C Coordinator

Recruiting in rural settings remains a complex reality, often overlooked in human resources management policies. Yet, it is a major strategic issue, especially in contexts where projects aim to have a direct impact on local communities. After five years of experience as a Coordinator in the People & Culture Department of World Vision across four major provinces, most of which are rural, in the Democratic Republic of Congo, Arnold Mutombo shares a thoughtful reflection on this challenge.

 Major Structural Challenges

 “Recruiting in rural areas is like running an obstacle course,” says Arnold Mutombo. 

Far from large urban centres with modern infrastructure, rural zones suffer from geographical isolation, which significantly complicates Human Resources operations.

The inaccessibility of target areas, poorly maintained roads, lack of airports, and the absence of suitable transport options cause delays and disrupt recruitment schedules. Added to this is the ongoing insecurity in some regions: “Between armed groups and ethno-tribal conflicts, the recruiter’s safety can be seriously compromised.”

But the obstacles are not only logistical. The lack of professionalism among applicants is a recurring issue: poorly written CVs, incorrect contact details, or applications submitted without a cover letter. 

“Many are applying for the first time and have never worked in a structured organisation. For them, the recruitment process is entirely new,” Arnold reveals.

Another major challenge is the scarcity of specific technical skills. In the absence of qualified training institutions or specialised education, finding candidates suited to project needs becomes difficult. “Even when schools do exist, the quality of graduates remains problematic. That’s another debate, but it has real HR consequences.”

 Human and Cultural Considerations

 Recruiting in rural areas also requires an understanding of local social and cultural dynamics. A project’s integration into a community heavily depends on the sense of belonging it generates.

“A project that employs no one from the community can be seen as external, even hostile. This compromises not only its acceptance but also its effectiveness.” Hence, the importance of prioritising local employment, even if it requires extra effort in training. Refusing an inclusive approach can create tensions, leading to physical or verbal aggression against recruitment staff.

 Towards Impactful Recruitment

 Despite these challenges, Arnold Mutombo emphasises the tangible benefits of local recruitment. 

“I prefer to see the glass half full rather than half empty,” he says. 

By recruiting locally, projects encourage community acceptance and facilitate activity implementation.

Recruitment in rural areas thus brings an added advantage: it represents a source of pride, achievement, and success for organisations and institutions in terms of delivery.

Recruiting locally in rural contexts goes beyond simply hiring someone to fill a position. It is an opportunity to transfer skills from employer to employee and to empower staff from rural communities who lack prior experience to begin acquiring it.

The impact is also economic: “Hiring locally means injecting money into often vulnerable households. It’s a powerful lever for socio-economic stabilisation.” 

This process also fosters the emergence of new local talent who, with experience, can become highly sought-after professionals beyond the rural context.

Conclusion

Rural recruitment cannot be reduced to a mere adaptation of urban HR policies. It requires a tailored approach, marked by patience, commitment, and flexibility. 

“Even in rural areas, you can find skills and turn them into the talents of tomorrow,” 

concludes Arnold Mutombo. He calls for greater attention to these often-marginalised areas, which nevertheless hold significant human potential.