The recruitment of different human resources in Tanzinia local government authorities is centrally organized through the Tanzania Public Service Recruitment Secretariat. The aim has been to facilitate the recruitment of competent personnel to fill identified vacant posts in different local authorities. Despite the positive contributions of centralized recruitment including the recruitment of competent staffs, the system has been blamed for causing labor turnover among centrally recruited staffs. However, little was known as to how centralized recruitment influenced labor and therefore this aim of this article is to show how centralized recruitment influence labor turnover in local authorities. The study employed case study design whereby Moshi Municipal Council was chosen. Documentary review and in depth interviews were used to collect data whereby a total of six respondents were interviewed. Findings shows that centralized recruitment influence employees turnover because employees are recruited from different places to work in a new areas which they are not familiar with something which later affect their relationships with employers and therefore decides to leave. Conclusively, this paper calls for government attention to revisit the decision of recentralizing human resources recruitment and build the capacity of local authorities to recruit their employees.
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