Unethical recruitment practices in Nigerian public and private sectors: Implications, risks and mitigations

Abstract

This paper examines the recruitment practices within Nigerian public and private sectors, with a specific focus on assessing adherence to the Nigerian Federal Character Principle (NFCP). Through a comparative analysis, the recruitment procedures of both sectors were scrutinized, raising and addressing four key research questions. The study involved 42 human resource
practitioners from federal and state ministries in the public sectors and servicing in the private sectors. Employing descriptive statistics, the collected data were analysed, while additional statistical measures such as t-Test and Analysis of Variance were employed to examine the relationship between Demographic variables and professionalism. The study however revealed
that age, work grade level, and work experience significantly correlate with professionalism. Notably, public and private sectors exhibited both similarities and differences in their recruitment practices, with public entities demonstrating higher compliance with the NFCP due to direct government regulation. Private sectors, in contrast, tailored their recruitment patterns based on perceived organizational needs. Levine’s Test of Equality of Variance was applied. The analysis indicated a significant association between gender and human resource retention and development in the Nigerian Public Service. The paper suggested further investigation into the factors contributing to this gender-related correlation with opinions on retention and development in the NPS. In conclusion, the study recommends that employers in Nigeria use the insights provided to enhance key areas and address gender inequality among employees. Policymakers can leverage these findings to develop targeted approaches to addressing societal inequality issues effectively.