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This project on “recruitment, selection and placement procedures (problems and prospects)” is an examination of the techniques, problems, the better ways of employing applicants to fill specific vacancies in the civil service system.

        The main objectives of the project are to enable the readers/general public at large to have full understand of the procedures of recruitment, selection and placement in the civil service system and problems encountered by management in his bid to equip the organization with qualified manpower through recruitment, selection and placement and suggest solutions for their problems.

        To achieve these objectives, the project was divided into five (5) chapters and preliminary pages.  Chapter one dealt with the introduction of the topic, statement of problem, purpose of study, research questions, significance of study and scope of study.

        Chapter two, dealt with review of related literature which is divided into subheadings for clarity and easy referencing.  It consists of extracts from textbooks and journals.  It was one of the basis on which the findings were deducted.

        Chapter three studied the steps taken by the researcher in the order in which they were carried out, highlighting the basic research design sources of data and techniques used.

        Data collected were analyzed in chapter four, using distributing tables and tested using percentages method and also discussion of the findings were made.  In chapter five, summary of findings, conclusion and recommendation were made.




 In every organization or system, the need for recruitment arises when an existing employee retires or leaves or is terminated thereby creating a gap which must be filled.  Also when a new line of operation is introduced, it will lead to procurement and training of new and old staff to man the new operational product or services (Higgins 1991).

According to Ohadinma and Uwaoma (2000) recruitment is the searching or prospective employees and stimulating them t apply for the job openings in the organization.  Selection involves screening applications, short listing, and inviting short listed candidates for an interview which after the interview, successful candidates are appointed and if they accept in writing and report for work, a period of orientation begins which is the process of placement.

Essentially, recruitment, selection and placement decision is made with the view of assigning an individual to a given jobs or training for a job and the essence is to ensure that a perfect fit exists between the workers potentials and the job demands.  This is to ensure maximum attainment of productivity while maintaining employee motivation (Ugwu and Onyeje 2000)

Meanwhile, Civil Service according to the Oxford Advanced Learners Dictionary is the government departments in a country, except the armed forces and the people who work for them.  Therefore Civil Service System is seen as a large scale governmental organization of permanent paid officials of the state.  Their activities are strictly guided by rules and procedures of the government.  In the Civil Service System with regard to Imo State, it is the duty and responsibility of each department to solve the issue of recruitment, selection and placement.  In each department, there is the existence of a board called personnel management board that handles the issue of recruitment, selection and placement.  The exercise is an obvious acknowledgement of the existence of individual differences in the world of work (Ugwu and Onyeneje 2002).

They further stated that6 people differ in their abilities, performances, personality, dispositions, intellectual endowment, and physical make up and so on and this fact constitutes the foundation of Recruitment, Selection and Placement in organization without an exception to Imo State Civil Service System.  The personnel department analyses the staff strength, the available job and come up with areas that need staff and the number required in each ministry.

Generally, Recruitment, Selection and Placement into the Civil Service System in Imo State is usually through either internal or external sources.  Ohadinma and Uwaoma (2000) stated that most organizations adopt the policy of recruiting from within and this means that whenever they have the need for personnel to fill vacant positions, these organizations will not immediately rush out to the external sources but will first see how much of these positions can be filled up by the existing labour force through promotion and transfer.

While external sources involves when an organization must of a necessity turn to an external sources at one time or the other for lower positions, expansion and other jobs whose specification cannot be met by the present organizational personnel. The external sources according to Ohadinman and Uwaoma (2000) includes advertising media, recommendation from present employees, schools and colleges, labour unions, employment agencies and casual applicants.

The importance of recruitment, election and placement into the Imo State Civil Service System cannot be over emphasized in that it helps them (Civil Service) to secure the tight types of men and women because it implies that those selected are deemed more likely to be effective workers all things being equal than those rejected.


One of the major problems which management in any organization both the Imo State Civil Service must contend with is the most effective ways of matching people with jobs.  Should jobs be designed to suit individuals or vice versa?   There are some questions that must be addressed by an organization if it hopes to supply its desired human resources and to optimize their performance (Ohadinma and Uwaoma 20002).

Formerly, recruitment, selection and placement into the Imo State Civil Service System is through competitive examination, at times it is through political patronage (Anaemeka 2003).  The theory of the Nigerian Civil Service is governed by the merit principle.  But in practice, the reverse is the case for instead of employing applicants on merit basis; they do it now on who they know.  There has been some new introduction that negates the principle of merit like the quota-system, federal character and son of the soil syndrome.

Aniemekea went further to say that a qualified applicant whose state or local government has exhausted its quota and who is not a federal character cannot be employed, thereby making the personnel management board to recruit the wrong staff.  The survival of the Civil Service System depends significantly on its workforce and care must be taken over the issue of recruitment, selection and placement.  The system no longer adhere to the recruiting principle on merit rather they do it based on long leg (Ima Madu) which brought about decline in productivity.

The need for coherent recruitment, selection and placement procedure cannot be over emphasized in that for the personnel department to recruit quality workforce, there has to be a well determined and formalized policy that will guide management in the process.


The general objective of the study was to analyse the recruitment, selection and placement procedures adopted in Imo State Civil Service system. Specifically, the study sought to:

  1. Determine the recruitment procedures adopted by Imo State Civil Service System.
  2. Analyze the selection procedures used in Imo State Civil Service System.
  3. Evaluate the procedures involved in placement of employees in Imo State Civil Service System.
  4. Find out procedures that would make for better recruitment, selection and placement in Imo State Civil Service System.
  5. Assess the problems associated with recruitment, selection and placement of employees in the Imo State Service System.


  1. What are the recruitment procedures in Imo Stat Civil Service System?
  2. What are the procedures involved in selection in Imo State Civil Service?
  3. What are the placement procedures in Imo State Civil Service System?
  4. What procedures would make for better recruitment, selection and placement in the Imo State Civil Service System?
  5. What are the problems that are associated with the recruitment, selection and placement of employees in Imo State Service System?


        It is hoped that this study will be of greater benefit to the personnel department in the Imo State Civil Service System and the Nigerian Civil Service System at large to understand more of the procedures, problems and prospect of recruitment, selection a placement.

        Also to the applicants who wish to be employed into the Imo State Civil Service System as they get to know what are the requirements for the job.

        Finally, the study also aims at adding to the existing stock of work don on recruitment, selection and placement.


        This study aims at covering the procedures, problems and prospects of Recruitment, Selection and Placement in Imo State Civil Service System.      

        The study covers the entire Imo State Civil Service System comprising management, senior and junior worker in the system   .

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