Abstract
Recruitment is the process of seeking and attracting prospective employee for the purpose of filling vacant position in an establishment. The study of recruitment policies and procedures in federal civil service become necessary when one observes the unconventional processes certain organizations adopt and the tension generated by recruitment. Both in private and public sector of Nigeria state. This work therefore set out whether recruitment in national population commission in particular in dependent on merit. It also identified the problems associated with recruitment and assesses the procedures adopted in recruiting workers in national population commission in particulars and federal civil service in general. To discover the trend of events in the scene and to uncover gaps in knowledge, a review of literature was carried out. As a method of gathering data, a structured and close ended questionnaire was formulated, validated and administrated on a sample of 80 staff of national population commission, from level 01 – 17 these were all retrieved and analyzed using simple percentage. It was discovered that recruitment in national population commission was not based on merit it was equally discovered that the policies and procedures are good but its implementation has much to be desired, as this was characterized by political interference and nepotism.
CHAPTER ONE
- INTRODUCTION
The federal polytechnic Nekede staff recruitment aims at the best person for each vacancy through fair, systematic, effective staff recruitment and selection procedures.
This will ensure that the institution continued to deliver a high quality learning experience to all student, maintains its first class reputation as research and teaching institution and continues to attract high caliber professional and support staff.
The institution values diversity and is comittement to eliminated unlawful and unfair discrimination. Staff appointment will always be on merit, within relevant legislative and statutory obligation.
The institution is committed to deliver the recruitment and selections of staff in a professional, timely and responsive manner. All efficiently, with respect and courtesy aim to ensure that the applicant experience is positive, irrespective of the outcome.
The institution conduct the best practice recruitment and selection staff with continually review and develop it practice to allow new ideas and approaches to be incorporated.
- BACKGROUND OF THE STUDY
The Staff recruitment is the bed rock and foundation of any organization. This is because their success or efficiency in service delivery depends on the quality of its work force who was recruited. Staff recruitment policies and procedures sets out, as far as possible that the best people are recruited on merit and that recruitment process is free from bias and discrimination. Recruitment has been defined in various ways by various scholars. These definitions depends on the perspective of the author.
According to Flippo (1976:1,2,3) it is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It often turned positive because its objective is to increase selection ratio that is the number of applicant per job opening. An organization need to attract more candidates in other to increase selection ratio so as to select the most suitable out of all the candidates available . Beach (1980:210) recognized recruitment as the development and maintenance of adequate manpower sources. It involves the creation of a pool of available labour from which an organization can draw whenever it requires additional personnel.
- STATEMENT OF THE PROBLEM
The researcher tries to point out those problems associated with staff recruitment of federal polytechnic, Nekede. Staff recruitment in the federal civil service has been a controversial issue in this country. This is because of high rate of unemployment, as a result certain recruitment processes, policies and recruitment problems have been abused.
