THE RECRUITMENT PRACTICES OF THE OFFICE WORKERS IN THE FEDERAL POLYTECHNIC, IDAH

This study was carried out to determine the recruitment practices of the office workers in the Federal Polytechnic, Idah. Survey design was adopted for the study. To guide the study, four research questions and two null hypotheses were formulated. The population for this study is 124 Administrative Office workers working in Federal Polytechnic, Idah. Structured questionnaire was used for data collection. 124 copies of questionnaire were distributed and 110 copies were returned. Data collected was analyzed using Mean and t-Test Statistic. Based on the analysis, the following findings were made: the sourcing practices of office workers in the Federal Polytechnic, Idah include: utilization of online job portals, newspaper and print media advertisements, institutional official website announcements, internal job postings and promotions, recommendation through employee referrals, collaboration with government recruitment agencies and participation in job fairs and career events; the job advertizing practices include: publication on the polytechnic’s official website, use of national and local newspapers, Online job portals and recruitment platforms, advertises job openings internally, use social media announcements and collaboration with professional associations; the screening and short listing practices include: screening submitted applications, use of digital applicant tracking systems, verification of work experience and references, conducting skills and competency testing, ranking candidates using a scoring system, undergo background and security checks and selection panel review and approval; and that the selection practices include: candidates undergo structured interviews, competency-based assessment, use of psychometric tests to evaluate cognitive abilities, reference and background checks, practical demonstration of office skills, candidates undergo medical examinations for physical and mental fitness and final approval by management. Based on the findings, the study recommends the following: that the Polytechnic should expand its use of digital recruitment platforms to source and attract a broader and more qualified pool of applicants, That the polytechnic should actively use social media channels to advertise job vacancies and engage with potential candidates, That the polytechnic should strengthen transparency and fairness during screening and short-listing practices and that the selection process should incorporate more structured competency-based tests, such as practical office administration tasks.