Recruitment and Selection in the Nigerian Public Service: Nature, Challenges and Way Forward

Yaro, Ibrahim

doi:10.9734/bjemt/2014/7941

Cited by 17 publications

(26 citation statements)

References 4 publications

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“…During this process, efforts are made to inform the applicants fully about the selection criteria of the required competencies that will lead to effective performance, as well as career opportunities the organization can provide the employee. Clear knowledge of the job helps the potential employees to put in their best when employed because it is only when you know what you are going to do that you can understand not only how to do it but how to do it best (Yaro, 2014). ISSN 2162-3058 2014 www.macrothink.org/ijhrs Recruitment and selection of staff is often conducted in a series of stages known as the resourcing cycle.…”

Section: Study Questionsmentioning

confidence: 99%

“…(a) by a letter written under the direction of the Federal Civil Service Commission; or Yaro (2014), direct appointment to the Public Service may be made in any of the following categories; (a) As trainee or pupil; (b) On probation in a pensionable post; (c) On non-pensionable contract to a non-pensionable post or against a pensionable post; and (d) On temporary basis.…”

Section: Kind Of Appointment In the Nigerian Public Servicementioning

confidence: 99%

“…Eligibility for Appointment Yaro (2014), states that prospective employees of the Public Service are expected to satisfy the following conditions; (i) Be over sixteen (16) years of age; (ii) Possess such minimum qualification as are specified from time to time; (iii) Be certified by a government medical officer as sound in health and medically fit for the government service; and (iv) Possess a testimonial of good conduct from his last employer or if not previously employed, from the last school or college he/she attended. However, every applicant for employment by government must state:…”

Section: 24mentioning

confidence: 99%

“…Public servants are those that work in the public service of any country or state. In Nigeria, public servants are made up mainly of senior and junior staff, as well as executive, technical and administrative cadres who are largely distinguished based on their educational qualifications, training, skills, ranks and the duties they discharge (Yaro, 2014). The term Public Service covers agencies of government (federal or state) civil service, the legislature and judiciary as well as their agencies and parastatals.…”

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confidence: 99%

“…It also includes local governments, the military, the police and other security or paramilitary agencies. The Public Service is a dynamic structure of government which operates based on rules that are reviewed every five years in Nigeria so as to keep in tune with changing times to serve the current needs of society and to provide for the future requirements of the people (Yaro, 2014). The indigenization of the public service that accompanied independence in the 1960s, which was coated with the perpetuated problems of sectionalism, nepotism, tribalism and religion, could be traced from the rationalization and popular purges which gave birth to competitions among ethnic groups in the country who want to favour their ethnic cleavages.…”

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confidence: 99%

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Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?

Omisore¹,

Okofu²

2014

ijhrs

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The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization. This is so because it is the staff that turns the vision and mission of the organization into reality. Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource (staff) of the organization. This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria. Five relevant research questions were raised and addressed. Descriptive statistics was used to analyse the data collected from respondents to the questionnaire designed for this purpose. The results obtained showed that merit is often jettisoned on the altar of ethnicity and religion in recruitment into the public service in Nigeria. Since the public service is directly controlled and regulated by the government, the Nigerian Federal Character Principle was largely complied with. The study also reveals that though there are stipulated periods for recruitment and selection into the public service, these are often sidelined. This paper concludes by recommending that for government to operate the most efficient administrative service that would be beneficial to all, her recruitment and selection policies into the Nigerian public services should be unfettered. It should be able to absorb the most qualified, technically sound, disciplined and committed human resource that would in turn help government achieve the objectives of governance.

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Section: Study Questionsmentioning

confidence: 99%

Section: Kind Of Appointment In the Nigerian Public Servicementioning

confidence: 99%

Section: 24mentioning

confidence: 99%

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confidence: 99%

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confidence: 99%

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