Personnel Recruitment and Organisational Performance in Selected Public and Private Organizations in Bayelsa State

Abstract

This study focuses on examining the role of personnel recruitment practices on organisational performance in organizations Bayelsa State. The study adopted the decision-making theory to explain the interplay between recruitment/selection practices and organisational performance. The population of the Study was 2804 and 351 respondents were drawn from the entire population using a structure questionnaire. A simple random sampling technique was adopted in the study. Research questions were answered with descriptive statistics (mean and standard deviations) while the research hypotheses were tested at 0.05 level of significance using simple linear regression and independent T-test.” The research reveals distinct recruitment and selection procedures, encompassing applicant identification, application screening, interviews, background checks, and onboarding. Notably, it identifies candidate justifications for rejecting job offers during onboarding, including dissatisfaction with benefits and superior offers from other firms. Findings also shows that regular one-on-one meetings with line managers and competency measures based on knowledge and skills significantly enhance employee performance. The study challenges the assumption that a larger workforce inherently leads to improved performance, highlighting the nuanced relationship between workforce size and management effectiveness. Moreover, “it exposes the influence of political and religious factors on the selection process,” particularly in public organizations, and suggests outsourcing recruitment as a potential solution to mitigate such influences. The study underscores the importance of upholding meritocracy principles in hiring decisions.