recruitment in organization

International Journal of Academic Research in Business and Social Sciences
September 2013, Vol. 3, No. 9
ISSN: 2222-6990

The Impacts of well Planned Recruitment and Selection
Process on Corporate Performance in Nigerian Banking
Industry
(A Case Study of First Bank Plc 2004-2011)
MUSTAPHA, Adeniyi Mudashiru (Ph.D)
C/O DEPARTMENT OF BUSINESS ADMINISTRATION,
UNIVERSITY OF ILORIN, ILORIN
NIGERIA.
E-mail: [e-mail]

ILESANMI, O.A. (Ph.D)
DEPARTMENT OF BUSINESS ADMINISTRATION,
OSUN STATE UNIVERSITY OSOGBO,
NIGERIA
E-mail: [e-mail]

AREMU, M. (Ph.D)
DEPARTMENT OF BUSINESS ADMINISTRATION,
UNIVERSITY OF ILORIN, ILORIN
NIGERIA.
E-mail: [e-mail]
DOI:

10.6007/IJARBSS/v3-i9/251

URL: http://dx.doi.org/10.6007/IJARBSS/v3-i9/251

ABSTRACT
A sound recruitment programme logically follows a well drawn-up manpower plan. In fact, the quality of the present manpower plan as indeed of every present decision of the organization depends upon the quality of recruitment policies and practices. This paper examines recruitment and selection process. It identifies a typical source by separating recruitment into internal and external and discussed the advantages of each method. The analytical tools used in this study were regression analysis and analysis of variance (ANOVA) to determine the relationship between a well planned recruitment and selection process on corporate performance. Findings revealed that there is a significant relationship between recruitment and selection based on merit and organizational performance; that effective recruitment and selection is a key to organizational commitment; that a well planned recruitment and selection contributes to organizational performance.
The paper concludes by drawing the danger potends by poor recruitment and selection as poor recruitment could lead to selection of poor applicants.
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References: blank. Cole (2005) expressed that most public sector organisation take up references before short listed candidates are called for interview; while private sector organisation tend to take Hannagan (1995) suggests the following rules to be followed when conducting interviews.