The findings were released on Monday as thousands of hopeful candidates lined up across the country to compete for 10,000 available police constable positions.
According to the report, the recruitment process is heavily affected by bribery, political influence, and outdated procedures, making it difficult for the country to hire qualified and motivated officers.
The report is based on a study carried out between February 10 and June 13 this year. EACC found that the recruitment of police constables has repeatedly ignored official rules.
Advertisements were sometimes biased, selection criteria were unclear, and many centres did not have proper channels for complaints.
These weaknesses created space for corruption to thrive, with some candidates paying bribes to secure positions.
The commission noted that these problems reduce confidence in the National Police Service (NPS) and make it harder to attract strong candidates.
The report also highlighted similar issues in the recruitment of cadets. In 2021, for example, serving officers with university degrees were not allowed to participate in the cadet recruitment exercise.
Instead, around 300 new cadets were picked directly from the public, leaving experienced officers feeling overlooked and discouraged.
EACC stated that such practices weaken morale within the service and make officers feel that their hard work and qualifications do not matter.
Recruitment of specialist officers, especially within the Directorate of Criminal Investigations (DCI), also faced problems.
The commission found that there were no clear rules for selecting candidates for units such as forensics and cybercrime.
This lack of structure opened doors for favouritism and corruption, with some officers selected based on personal connections rather than merit.
Because these units handle sensitive investigations, EACC warned that unfair recruitment could weaken Kenya’s ability to fight complex crimes.
The report further pointed out major gaps in identifying and admitting talented individuals in sports and the arts. Without clear guidelines, the recruitment of such candidates was inconsistent and vulnerable to bias.
This meant that some talented Kenyans were denied opportunities because the system was not transparent.
EACC also raised concerns about the treatment of civilian staff within the police service.
In November 2023, some applicants received job appointment letters, resigned from their previous jobs, but later had their appointments downgraded.
This caused them financial and emotional harm. Additionally, when about 1,000 civilian staff were hired in January 2025, most of them reported to duty stations without proper training or orientation.
Many did not understand the structure, rules, or expectations of the service, leading to confusion and slow performance.
Another issue was the poor deployment of staff. The report highlighted a case where an accountant was posted to Busia County even though all financial functions were handled at the county treasury.
This showed a lack of planning and wasted human resources. EACC also noted that the police service has not yet completed a Human Resource Policy and Procedures Manual for civilian workers.
Without this manual, decisions on hiring, deployment, and promotions can be unfair or influenced by personal interests.
To fix these issues, the commission recommended a complete overhaul of the recruitment system.
It urged the Inspector General of Police and the National Police Service Commission (NPSC) to speed up the creation and implementation of the HR manual.
EACC also called for complaint desks at all recruitment centres so that citizens can report misconduct immediately.
The commission further recommended automating parts of the recruitment process to reduce human interference and increase fairness.
The findings come at a crucial moment, as thousands of Kenyans are currently seeking to join the police service.
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