Recruitment and Selection: The Situation in the Civil Service of Delta State
Chapter One
PURPOSE OF THE STUDY
It is a fact that the success of an organization depends on the quality of people who work to achieve the organizational objectives. This is why there is an emphasis on the caliber and quality of people to be recruited and selected into an organization.
Therefore, this study is designed to achieve the following:
- To identity the problems of recruitment and selection.
- Ascertain to what extent these problems exist.
- proffer solutions to enable employers avert the all devastating problems on recruitment and selection.
- To identify the problems encountered by those engaged in recruitment and selection process.
- To offer useful suggestions to management towards the handling of problems in the area of staff recruitment.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
The Concept of Recruitment and Selection
According to Costello (2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests. In other words, the recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies. Successful recruitment begins with proper employment planning and forecasting. In this phase of the staffing process, an organization formulates plans to fill or eliminate future job openings based on an analysis of future needs, the talent available within and outside of the organization, and the current and anticipated resources that can be expanded to attract and retain such talent. Also related to the success of a recruitment process are the strategies an organization is prepared to employ in order to identify and select the best candidates for its developing pool of human resources, Organizations seeking recruits for base-level entry positions often require minimum qualifications and experiences. At the middle levels, senior administrative, technical and junior executive positions are often filled internally. The push for scarce, high-quality talent, often recruited from external sources, has usually been at the senior executive levels. Most organizations utilize both mechanisms to effect recruitment to all levels. Jovanovic (2004) said recruitment is a process of attracting a pool of high quality applicants so as to select the best among them. For this reason, top performing companies devoted considerable resources and energy to creating high quality selection systems. Recruitment and selection process are important practices for human resource management, and are crucial in affecting organizational success Jovanovic (2004). Due to the fact that organizations are always fortified by information technology to be more competitive, it is natural to also consider utilizing this technology to re-organize the traditional recruitment and selection process through proper decision techniques, with that both the effectiveness and the efficiency of the processes can be increased and the quality of the recruitment and selection decision improved. Additionally, recruitment is a positive process i.e. encouraging more and more employees to apply whereas selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment also, is concerned with tapping the sources of human resources Whereas selection is concerned with selecting the most suitable candidate through various interviews and tests, and finally, there is no contract of recruitment established in recruitment whereas selection results in a contract of service between the employer and the selected employee. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities, Wanous,J. P (1992) .
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine recruitment and selection: the situation in the civil service. Delta state civil service form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain recruitment and selection: the situation in the civil service. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of recruitment and selection: the situation in the civil service
Summary
This study was on recruitment and selection: the situation in the civil service in Delta state. Three objectives were raised which included; To identity the problems of recruitment and selection, ascertain to what extent these problems exist, proffer solutions to enable employers avert the all devastating problems on recruitment and selection, to identify the problems encountered by those engaged in recruitment and selection process and to offer useful suggestions to management towards the handling of problems in the area of staff recruitment. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Delta state civil service. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Recruitment and selection in any organization is a serious business as the success of any organization or efficiency in service delivery depends on the quality of its workforce who was recruited into the organization through recruitment and selection exercises (Ezeali and Esiagu, 2010). Bohlander, Snell & Sherman (2001) reported that it is important for managers to understand the objectives, policies and practices used for selection. More importantly, those responsible for making selection decisions should have adequate information upon which to base their decisions. As Robbins (2005) observed, organization’s human resource policies and practices represent important forces for shaping employee behaviour and attitudes. In view of the findings, the study suggests that in designing and instituting recruitment and selection criteria quality should not be compromised. This is more so as the right type of labour is hard to come by. Furthermore, given that organizational environment is ever changing, the bank’s management is implored to constantly evaluate the bank’s selection methods on the basis of their validity, impartiality, scope of usage, and cost.
Recommendation
- All applicants should be treated fairly.
- Issues of favouritism should be avoided while selecting applicants.
- Jobs should be well described and analyzed to selected candidates to aid performance.
- The human resource department should appraise employees to help them give off their best and help improve performance of employees; this will always keep employees on their toes to give off their best.
- Refresher courses should be organized for employees for them to be abreast with trends in the ever growing market.
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