INVESTIGATION INTO THE BEST RECRUITMENT STRATEGY OF TEACHERS EMPLOYMENT IN NIGERIA (EDUCATION PROJECT TOPICS AND MATERIALS)
CHAPTER ONE
- INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Butler, et al (2001) defines recruitment as “encompassing the array of organizational practices and decisions used to affect the number or types of individuals who are willing to apply for, or to accept, employment in a given vacancy”. Thus defined, recruitment combines with selection and placement procedures to bring people into positions, specified by some type of job analysis, that were previously unfilled. If, through recruitment, a large number of candidates can be identified for a particular position, selection procedures may be used to determine which are most likely to pass the test provided by future performance evaluations; it is thus possible to skin the cream off the top of the applicant pool. But if recruiting yields only just enough people to fill vacancies, there will be a long way from the cream level. Successful recruiting thus is the sin qua non for successful selection and staffing. Without it, organizations will not have the human resources to implement their strategies effectively (Miner, et al, 1995). Griffin, (2007) defines recruitment to mean, “Securing the right people for particular jobs, and it may take the form of advertising for large groups of employees or tracking out a lightly skilled individual for specific work”. This means that not any person with paper qualification is eligible for recruitment. A choice has to be made on who is the right candidate for a particular post.
This is very important due to the fact that it is through this process that the government or organization can achieve its sets of goals and objectives. According to Monday and Noe (2005) “recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it”. This shows clearly that recruitment exercises are not conducted all year round but at a designated time when the need arises. The need arises as a result of vacant positions created by those who left the service as a result of their retirement, withdrawal from the service or other reasons. 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).
