Effective Recruitment and Selection Practices: An Imperative for Business Performance in Nigerian Federal Inland Revenue Service (FIRS) (Published)
The processes of recruitment and selection serve as essential components of human resource management, profoundly impacting organisational performance and strategic results. This research investigates the significance of proficient recruitment and selection methodologies in improving organisational performance within the Federal Inland Revenue Service (FIRS), a pivotal revenue-generating entity in Nigeria. The study employs a qualitative framework, utilising secondary data collection methods to extract insights from official reports, scholarly literature, policy documents, and institutional data. The findings indicate that while FIRS has established formal recruitment frameworks designed to enhance merit, transparency, and professionalism, it still faces challenges including political interference, skill mismatches, insufficient technological utilisation, and bureaucratic delays that impede optimal outcomes. The research elucidates a significant correlation between strategic recruitment methodologies and organisational efficacy, especially concerning employee productivity, service provision, and public confidence. The study is grounded in the Human Capital Theory and the Resource-Based View, both of which highlight the essential importance of skilled human resources in attaining competitive advantage. The analysis advocates for enhanced investment in recruitment technology, more rigorous enforcement of meritocratic policies, ongoing development of HR capabilities, and strategic planning for the workforce. These measures are crucial for cultivating a skilled workforce that can effectively promote the institutional objectives of FIRS and enhance the performance of the public sector in Nigeria.
Keywords: Human Resource Management, Organizational Performance, Public Sector, Recruitment, Selection
Employment Interview Screening: Is The Ink Worth It? (Published)
This article focuses on how employment interview screeners view applicants with tattoos. Tattoos have been in existence for centuries, for they have been traced back to 400 B.C. In some cultures, tattoos have been used to identify criminals; whereas in other cultures, tattoos represent a rites of passage. There once was a time when tattoos were associated with sub cultures, such as gang members or those classified as a menace to society. Today, tattoos are not only worn by the average citizens but also by public servants and individuals in the armed forces. This qualitative study analyzed data from 578 participants while breaking down the data into gender responses concerning the hiring of individuals with tattoos. One major theme emerged from all responses, revealing that 67% of male responses and 33% female are accepting of tattoos during the interview screening process. With today’s acceptance of tattoos, employment interview screeners must consider what impact does a candidates’ tattoo has on the screening process.
Keywords: Employment Screening, Interview, Selection, Tattoos
THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE (Published)
This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization’s performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization’s performance (X2 = 20.007; df = 4; p<0.05).
Keywords: Human resource, Organization, Performance, Recruitment, Selection