Abstract:
This research work assesses the effects of recruitment and selection procedures on the efficiency of the public service in Nigeria using Oshimili South Local Government as a case study. The study contends that the efficiency and effectiveness of any work place whether private or public largely depend on the calibre of the workforce. The availability of a competent and effective labour force does not just happen by chance but through an articulate recruitment and selection exercise. However, recruitment and selection procedures in the Nigerian public service have been severely politicized by both politicians and top bureaucrats. In other words, recruitment and selection procedures are subverted and replaced with informal processes which make employment of competent people difficult. The data used in this study was collected from both primary and secondary sources. The primary method or sources of data collection included the use of a research instrument, (the questionnaire) and interview. Some research questions were asked as guide to the respondents in order to elicit first hand information on the subject matter. The questionnaire contained twenty five structured questions designed in both open and close ended style. In addition, the questionnaire was validated and administered accordingly. Secondary sources of data collection on the other hand, included textbooks, journal, government documents and internet materials. The study adopted the use of simple percentage, tables and descriptive content approach for data analysis. The data analysis revealed that; the recruitment and selection procedures in public service in Nigeria are not strictly followed during employment of staff; politicization and other informal processes dominate the established recruitment and selection procedures during employment of staff; merit principle do not always count to secure employment in public service rather the use federal character, quota system, indigeneship, son of soil syndrome, etc. are mostly considered; there is an established relationship between inefficiency of the Nigerian public service and weak recruitment and selection processes. Based on the above findings, the study recommended that more strict measures should be introduced to ensure meritocracy in staff recruitment and selection in the public service in Nigeria.
