RECRUITMENT,SELECTION, PLACEMENT, PROMOTION AND
DISCIPLINE IN THE PUBLIC SERVICE
LEARNING OBJECTIVES
At the end of the session participants will be able
to:
identify sources of recruitment;
identify recruitment and selection processes;
discuss recruitment and selection methods; and
examine major criteria for promotion and
discipline of Federal Civil Servants.
INTRODUCTION
The labour market and the government exert
powerful external influences on recruitment
practices. However, the organisation’s own
practices and policies also affect recruitment .
Recruitment and selection are two parts of the
process of finding the right people.
First, candidates for jobs are recruited and then a
selection is made from among them.
Introduction/…
No one can ever guarantee success in
recruitment and selection.
Recruitment and selection make up the staffing
function in an organisation.
They are two parts of the process of finding the
right people who would enable organizations
operate efficiently and effectively.
Introduction/...
However, the chance of minimising errors in the
selection can be high if some ground rules are
followed:
i. Care in the early stages of recruitment and in the
preparation of job specification.
ii. Job specification is also an essential tool at the stage
of interview
DEFINITION OF CONCEPTS
‘Personnel’ has various meanings.
It could refer to people who work for an
organisation or one of the armed forces;
skilled/trained personnel, sales, technical,
medical/security personnel, etc.
It could also mean the department in an
organisation that deals with employing and training
people, e.g. Personnel department.
RECRUITMENT
Selection
RECRUITMENT
Recruitment is “the process of attracting
individuals on a timely basis, in sufficient numbers
and with appropriate qualifications and
encouraging them to apply for jobs with an
organisation” (Mondy et. al. 1999).
The Public Service Rules define recruitment as
“filling of vacancies by the appointment of persons
not already in the Civil Service of the Federal
Republic of Nigeria”.
SELECTION
Selection is the process of collecting and
evaluating information about an individual in
order to extend an offer of employment.
SOURCES OF RECRUITMENT
Colleges and Universities
High Schools and Vocational Schools
Competitors and other organisations
The unemployed
Older individuals
Military personnel
Self-employed
PURPOSE OF RECRUITMENT
When present knowledge seem to be obsolete.
• To regulate Demand and supply of specific skill in the
labour market.
• To boost the organisation Corporate Image
To provide an organisation with potentially qualified
candidates, at the lowest possible cost while
reducing the number of overqualified or under
qualified candidates.
Getting the right individuals interested in applying for
a job.
PURPOSE OF SELECTION
To have the candidate with the right skills and
attributes to match with the jobs and
organisations.
Selection is very critical in recruitment process
and HR managers should ensure that line
managers have an input or are included in the
selection process.
RECRUITMENT PROCESS
The first stage in recruitment process consists of:
• Existing vacancy
• Confirmation of the need to fill the vacancy.
• Reference to human resource plans to check
overall situation.
• Completion of appropriate job analyses and
specification.
Process/…
The second stage is Advertising Vacancies.
The third stage is to sort out all the
applications received into three categories
Possible
Probable
Unsuitable
This is known by matching individual
applications against job specifications.
Process/…
The next stage is drawing up a short-list.
The unsuitable applicants should be politely notified
promptly.
The shortlisted applicants are invited for interview.
At the stage of interview, use of effective application
form is recommended to:
aid good selection
provide additional information e.g. personal details,
education, career history, etc.
STEPS IN RECRUITMENT
Scan and analyse external environment of
recruitment.
Examine the organization’s internal
situation/policies:
Human Resource Planning
Promotion
The Organisation’s Knowledge of Employees
Nepotism/favouritism/being biased
Steps/...
Job Analysis
The following are tips that guides recruitment
and selection activities:
HR plans and forecasts are used to identify
general personnel needs;
Job analysis is used specifically to determine
the types of individuals the company wishes
to recruit and select;
Steps/...
Each type of job is described in terms of its
purpose, major duties and activities; and
Knowledge, skills and abilities required for the
job are usually listed.
JOB DESCRIPTION
It consists of the tasks, duties and responsibilities
of a job.
It is an essential tool at the stage of interview and
is consisted of:
a description of the organisation
a description of the job and how the vacancy
arises
the responsibilities attached to the job.
the authority to be delegated to the new
employee
JOB SPECIFICATION
qualifications of person’s’ expected
the knowledge and experience required
(essential and desirable)
conditions, salary and other benefits; and
the prospects the organisation can offer to
the person appointed etc.
Job description format
Job title
Department
Responsible to:
Purpose of job/overall objectives
Specific duties and responsibilities
Physical/Economic Condition
METHODS OF RECRUITMENT
Recruitment methods are the specific means by
which potential employees can be attracted to
the organisation.
When the sources of potential employees have
been identified, appropriate methods for either
internal or external recruitment are used to
accomplish recruitment objectives.
Methods/…
Job Posting: Is a procedure for communicating
to organisation’s employees that a job vacancy
exists.
Job Bidding: Is a technique that permits
individuals in organisation who believe they
possess the required qualifications to apply for
vacant posts.
Methods/…
External Recruitment Methods
Where and how?
Advertising
Private and Public Employment Agencies.
Public employment agencies, e.g. labour
office, National Directorate of Employment
(NDE), NAPEP, etc.
JOB SPECIFICATION
The seven point plan: Personal Specification
Physical Characteristics
Attainment
General intelligence
Specific aptitudes
Interest
Disposition
Circumstances
Job Specification/...
Five fold grading system: Personnel Specification
Impact on other people
Qualification and experience
Innate/natural abilities
Motivation
Adjustment
FACTORS THAT INFLUENCE
APPLICANTS
Pay level
Challenge and responsibility
Job security
Advancement opportunity
Geographic location
Employee benefits
SELECTION METHODS
One-on-One Interview
One-on-Two Interview
Board Interview
Group Interview
Stress Interview – pressure or tension
BASIC RULES OF INTERVIEW
Must be free of Interruption
Should never be rushed
Should always be at the place of work
Never try to sell the job or the organisation
Never start it without adequate preparation
INTERVIEW ASSESSMENT
Personality: the qualities of a person’s character.
Communication skills
Comportment
Knowledge information, understanding and skills
through education or experience
Qualifications: this is in terms of certificates or
degrees earned
Experience: e.g. to have over ten years’ working
experience
SIX STAGES OF INTERVIEW
Explain what the job is all about
Ask for Questions
Probe the Curriculum Vitae
Check for compatibility
Assessment
Personality
Communication Skills
Comportment
Work attitude
Qualifications
Experience
knowledge
ALTERNATIVES TO RECRUITMENT
The cost of recruitment could be enormous (i.e.
advertisement cost, selection process, etc.) to be
cost effective organisation may consider:
Outsourcing
Contingent Workers: part-timers, temporaries and
independent contractors etc
Professional Employer Organisation (Employee
Leasing)
Overtime etc
PROMOTION
A move to a more important job or rank in a
company or an organisation.
There are four major criteria that determine and
influence promotion in Nigeria Federal Civil
Service.
required minimum number of years in his/her
grade.
PROMOTION IN THE PUBLIC
SERVICE
For staff on Grade Levels 01 – 06, it is two (2)
years; for officers on Grade Levels 07 – 14, it is
three (3) years and for officers on Grade Levels
15 to 17, it is four (4) years.
Suitability for the post as reflected in the
(APER).
performance in promotione examinations
/interviews,
PROMOTION IN THE PUBLIC
SERVICE
(a) Examination/Interview……………………….. 70%
(b) APER………………………………… ………. 20%
(c) Seniority………………………………………. 10%
(2 marks for each year after maturity)
(d) Overall Pass Mark …………………………… 60%
availability of vacancies or jobs at a higher level.
According to the Public Service Rule:
PROMOTION IN THE PUBLIC
SERVICE
ability and competence to perform efficiently
the duties and responsibilities of higher post.
Seniority and previous records of
performance will be taken into account in
choosing between candidates with equal
potential for promotion.
In all cases, however, a generally satisfactory
record of conduct shall be considered” (Rule
02702).
PROCEDURE
Compilation of eligible candidates
No candidate is debarred promotion on the sole
ground of lacking a formal educational
qualification other than that required for his
grade.
Meet specific job requirements for the
promotion.
Within six months of announcing the promotion,
an officer shall be allowed the right of appeal
against non selection.
DISCIPLINE
Organization's policies and regulations are
intended to facilitate productive and harmonious
working relationship.
Situations do arise when disciplinary actions
need to be officially taken against any
deficiencies and breaches of good conduct.
DISCIPLINE
PSR 030301 defines misconduct “as a specific act
of wrong doing or an improper behaviour which is
inimical to the image of the service and which can
be investigated and proved”. It may lead to
termination or retirement.
• PSR 030401 defines Serious Misconduct “as a
specific act of very serious wrongdoing and
improper behaviour which is inimical to the image
of the service and which can be investigated and if
proven may lead to dismissal.
DISCIPLINE
The following constitute “serious misconduct”
on which disciplinary measures could be
taken against any staff, namely:
willful act or omission or general misconduct
to the scandal of the public;
conviction on a criminal charge (other than a
minor traffic or sanitary offence or the like);
Discipline
absence from duty without leave;
disobedience of lawful order, such as refusal
to proceed on transfer or to accept position,
etc;
negligence;
suppression of records;
false claims against Government;
serious financial embarrassment;
engaging in (partisan) political activities; etc
PROCEDURES
Before query all necessary corrective would
have been applied. But if no positive change
then the following procedures will follow:
a)the officer is issued a query and asked to
defend himself/herself;
a)the representation is considered by the staff
committees and the Federal Civil Service
Commission;
PROCEDURES
c) if any witnesses are called to give evidence, the
officer is entitled to be present and even
question the witnesses;
d) if any documentary evidence is to be used
against the officer, he/she is entitled to be given
a copy; and
PROCEDURES
e) if he/she does not furnish any representation
within the specified time, or if the representation
is not considered sufficient to exculpate him, the
Federal Civil Service Commission shall take
appropriate action.
f)The affected officer may be suspended during
the investigation period
Exercise
Question for discussion
What are the challenges of recruitment and
selection and how can you correct them as a
Manager?
Giving your experience in recruitment and
selection process, what do you think are the
factors militating against best employment
practices in Nigeria?
CONCLUSION
Recruitment and selection are very important
human resources management activities. So
also is placement.
How well these activities are undertaken by
human resource managers will to a very large
extent determine the success or failure of HRM
functions in any particular organisation.
Conclusion/...
This is because the processes of recruitment
and selection are meant to ensure that right
potential personnel with right qualifications and
skills are employed to perform official duties.
This paper has highlighted the objectives,
functions and powers of the Federal Civil
Service Commission. It has equally highlighted
the various policies and guidelines for the
appointment, promotion and discipline of Federal
Civil Servants.
THANK YOU
