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

Abstract

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.

Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1

“…The essence of this process is to make sure that those to be hired meet up with the standard and expectations of the organization. Furthermore, Omisore and Okofu [19] identified two methods of selection: a selection from within the service embracing reassignment and promotion; and selection from outside the service recruitment. However, Ahmad and Schroeder [17] differing slightly in semantics with Omisore and Okofu [19], agreed that there are two methods of recruitment: External and Internal recruitment.…”

Human Resources Recruitment and Selection Practices in Nigerian Organisations

“…First, it strengthens the bonds that already exist between the employee and the employers since applicants are existing members of the organization. Also, it reduces the cost of hiring and training that is needed for new entrants; eliminates the cost of advertisement in national newspapers since adverts are easily placed on the company's notice board or circulated through internal memo to inform interested applicants of available job vacancies within the organization (Omisore & Okofu, 2014). Internal recruitment provides opportunity for career progression and development, increases employee retention and a strong support for succession planning (CIPD, 2016).…”

“…Selection is the process of generating a small pool of people who have the highest probability of success on their job. It has to do with making final decision on the most suitable candidates to fill vacant job positions based on relevant qualifications, experience and aptitude (Naveen & Raju, 2014;Omisore & Okofu, 2014). In today's work place, managers must be extremely careful in the selection of candidates for job positions because the end result of selection may either make or mar the success of an organization.…”

“…Albeit, several studies have been conducted on human resources recruitment and selection practices in Nigeria workplace (Adeola & Adebiyi, 2016;Adeyemi, Dumade & Fadare, 2015;Anyim, Ekemefuna & Shadare, 2011;Briggs, 2007;Chidi & Okpala, 2011;Ekwoaba et al, 2015;Mustapha, Ilesanmi & Aremu, 2013;Olatunji & Ugoji, 2013;Onyeaghala & Hyacinth, 2016;Omisore & Okofu, 2014;Oyetunde & Ayeni, 2014;Zirra, Ogbu & Ojo, 2017) but there seems to be paucity of theoretical contention that explicitly captures current issues on human resources recruitment and selection practices in Nigeria. Most of these studies embraced quantitative research method while very few utilized qualitative strand.…”

Public Sector Performance in the Nigerian Downstream Oil Sector: A Critical Reflection

“…It is not unusual for some within the civil service to ascribe political meanings and prejudices to government activities, policies and projects based on primordial, religious, ethnic and regional sentiments. The adoption of a quota system for employment and promotion, adherence to the federal-character principle 3 and the government’s constant interference in the operations of the public sector (especially through recurrent alterations in higher positions and infringing on its recruitment processes) revealed that political considerations in place of merit have played a central role in the public institutions (Omisore and Okofu, 2014). It is challenging for strong institutions to emerge when senior officials of these government institutions are appointed on the basis of class affiliation, ethnic cleavages, religion and inter-personal relations, as well as other primordial allegiances (personal communication, 4 July 2014).…”