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ABSTRACT
The recruitment of staff in any organization be it public or private sector is fundamentally crucial to the organization. This is because the objectives of any organization can only be realized through the effective co-ordination and efforts of the human resource (staff) of the organization. The availability of a competent and effective labour force (staff) does not just happen by chance but through an articulate recruitment exercise. Thus, this research work attempts an evaluation of the impact of recruitment system on public service efficiency in Nigeria using The University of Benin as a case study. Two hypotheses were formulated to guide the study. 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). Some research questions were asked as guide to the respondents in order to elicit firsthand information on the subject matter. 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 system in the Nigeria public service and the University of Benin is heavily characterized by politicization and interpersonalization including; federal character, quota system, indigenization policy, son of soil syndrome, ethnicity, family and friendship considerations etc. merit principle do not always count to secure employment in public service. The study further revealed that there is an established relationship between inefficiency of the Nigerian public service and ineffective recruitment system. Based on the above findings, the study recommended that due process and competitive examination and interview be put in place and rigorously enforced for prospective employees; the institution should at all times uphold the merit principle in recruitment; also, recruitment laws, policies, processes and procedures be painstakingly reviewed and implemented; there should also be transparency in the recruitment process.
