Journal of Emerging Trends in Economics and Management Sciences: Home

Abstract:
This paper examined the context of recruitment practices among Nigerian public and private firms. A comparative analysis of their recruitment practices were examined to determine if they adhered to the Nigerian Federal Character Principle (NFCP). Four pertinent research questions were raised and addressed and descriptive statistics was used to analyse the data collected from 42 human resource practitioners from both the public and private sectors. The public organizations include both federal and state ministries in Nigeria while the private firms include both servicing and manufacturing companies. The results showed that there are unique similarities and differences in the recruitment practices of public and private firms. But with regards to NFCP policy adoption, public firms complied more than the private firms because they are directly regulated and controlled by the government. Private firms? recruitment patterns are contingent upon the perceived needs of the organizations. The findings also revealed that the recruitment approaches and orientations of public firms in UK differed greatly from those that are practiced in Nigeria. The study is relevance to every employer of labour as it highlights key areas they can improve upon to be able to bridge the inequality gap between men and women employees in Nigerian. Policy makers will benefit tremendously from the findings and recommendations of the study since it provides a well-grounded approach of addressing inequality issues in societies.

Keywords: diversity, recruitment, equality, selection, public firms, human resources.

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