EFFECT OF RECRUITMENT AND SELECTION ON ORGANISATIONAL PERFORMANCE IN FEDERAL INLAND REVENUE SERVICE (FIRS) ABUJA, NIGERIA

Abstract

The recruitment and selection process plays a pivotal role in shaping the overall performance and success of organizations, particularly in the public sector. This study aims to examine the effect of recruitment and selection practices on the organizational performance of the Federal Inland Revenue Service (FIRS) in Abuja, Nigeria. The FIRS is a critical government agency responsible for tax administration and revenue generation, making it imperative to understand how its human resource management practices impact its overall effectiveness. The study gathered quantitative data through structured questionnaires distributed to employees at various levels within the FIRS and key stakeholders involved in the recruitment and selection process. The study adopt System Theory as propounded by Niklas Lukmann, the study finding revealed that he recruitment and selection process are believed to provide equal opportunities for all applicants, as a significant number of respondents agreed with this statement. The time taken for the recruitment and selection process is generally considered reasonable and efficient, with a majority of respondents either agreeing or strongly agreeing with this statement. Among the recommendation is that to improve the recruitment process, FIRS should focus on further enhancing communication and transparency throughout the entire process. This can be achieved by providing clear and detailed information about job vacancies, selection criteria, and the overall recruitment process to all applicants.