1.1 BACKGROUND OF THE STUDY
The Nigeria immigration service (NIS) has witnessed series of changes since it was extracted from the Nigeria police force (NPF) in 1958.the immigration Department as it was known then was entrusted with the core immigration duties under the headship of the chief federal immigration officer (CFLO). The department in its embryo inherited the immigration ordinance of 1958 for its operation. At inception the department had a narrow operational scope and maintained a low profile and simple approach in attaining the desired goals and objective of the government. During this period, only the visa and Business sections were set up. Recruitment is more likely to achieve its objectives if recruiting source reflect the type of position to be filled, certain recruitment sources are more effective than others for filling certain type of positions. Internal search, for instance, has its merits such as: It endears the workers to the organization and increases employee patriotism. It build morale through expectations of raising through ranks; encourages good individuals who are ambitious to stick with the organization hence controls employee turnover; it improves the probability of a good selection, since information on the individuals performance is readily available; its less costly than going outside to recruit; and those ‘who are eventually taken from the organization and make succession planning easy. The other side is that it may encourage perpetration of dysfunctional culture organizational commitment (De Cenzo and Robbins, 2006).
Recruitment has an important role to play in ensuring worker performance and positive organizational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballanty ne, 2009). Pilbeam and Corbridge (2006) provide a useful overview of potential positive and negative aspects of recruitment and selection of employees is fundamental to the functioning of an organization, and there are compelling reasons for getting it right. Inappropriate selection decisions reduce organizational effectiveness, invalidate reward and development strategies are frequently unfair on the individual recruit and can be distressing for Managers who have to deal with unsuitable employees. Better recruitment and selection strategies result in improved organizational outcomes like financial performance, quality of products and services, productivity, customer satisfaction, employee’s satisfaction and retention of quality employees. The more effectively organizational recruit and select candidates the more likely they are to hire and retainsatisfied employees.
The world has seen many conflicts since the dawn of ancient civilization and earlier, when people began living together in clans and tribes level. Conflicts happen because of various factors such as economic, social as well as political. During economic crisis, people may fight each other in order to gain economic advantages. Political disagreement may also lead to fighting. Social and economic marginalization could also lead to conflicts among people as a result of worsening social discount conflicts during the early humancivilization have resulted into the emergence of new empires as well as causing the fall of existing empires. Historical records have shown that ancient world civilizations such as the Egyptians, Indians, Chinese, and Greece, among some passed through turbulent times that were filled with conflicts of internal and external nature. All these wars and conflicts have destroyed lives and may have shaped the political economy and the geo-political boundaries of their time.
Moreover Stewart (1998) added that people also engage in conflicts because of their ideologies or ideas andbeliefs. People may be forced to enter into conflicts among each other because of their differences in attitude and beliefs. In other words, people disagree when they develop contradictory ideas and perceptions. As a result, a lot of people in the world are worried about their peaceful co-existence during their life time and were looking for means and mechanisms through which they can have social and political security. Organizing a national army through the recruitment of soldiers from their citizens was seen as a means through which governments and nations tried to secure their territorial and national security. The national army is expected to safeguard the internal as well as external security of its country and be actively involved in the securing of domestic and internationalpeace hence, each country has built its own armed forces so as to ensure economic, political as well as social security (Stewart 1998).
Nigeria, as any other country in the world built its own army and Nigerian immigration service. Nevertheless, the concept of a professional standing army was relatively a new development for Nigeria.
In a country of diversified nations and nationalities and people with highly diversified culture and languages, the Nigeria immigration service and national defense force is vital in keeping its internal and external security. It has to defend itself from external threats coming from international terrorist organizations such as Al-Qaida and Alshabab, bokoharam and other external forces that spouse territorial and geopolitical ambitions. Therefore, it imperative that Nigeria should build a formidable Nigeria immigration service and national army that is strong enough to safeguard the national interest of the country Nigeria, therefore tries its best to attract qualified manpower that is fit to serve in its Nigeria immigration service and national defense forces and follows guidelines and procedures that are used in the screening and selecting of potential candidates for training and recruitment. Thus, based on these facts the Nigeria immigration and national defense force has put vision and mission, its vision is to see a modern defense force that serves the nation wholeheartedly, defends the constitution from perils, is healthy effective and disciplined, equitably represents the people of Nigeria, and wins popular faith and love, plays imperativesroles in continental and international peace keeping missions. Moreover, its mission is to defend the constitution from external invaders, terrorist, and domestic anti-peace force and create conducive environment to rapid development and democratic processes, to build and enhance the security capacity and to co-operate with the states security networks, to safeguard and secure nations, nationalities and governmental institution and infrastructures from man-made and natural calamities and to ensure national peace and security and to effectively participate in regional, continental and international peacekeeping mission.
1.2 STATEMENT OF THE PROBLEM
Nigeria need to develop a formidable Nigeria immigration service and national defense force that is capable of protecting the national interest of the country as well as contribute to peace and security for the region and the world at large. To achieve this goal, members of the armed forces have to be capable of carrying out missions and assignments given to them under challenging environments and circumstances their capability has to be built through training in the field as well on the mission. This however requires both mental as well as physical fitness from the trainee’s side. This is why it is important that a candidate that has been selected based on strict criteria that ensures a well fit candidate, in terms of physical and mental standards, is screened and selected to serve.
The problems that prompted this study are as follows:
Poor recruitment and selection process used byNigeria Immigration service is not helpingstaff fit personnel for the organization.
Some identified problems of recruitment and selection of candidates such as God fathers, favoritism.
iii. Management not considering recommendations for possible remedies against the factors that hinders the recruitment and selection process in Nigeria Immigration service.
1.3 OBJECTIVE OF THE STUDY
The general objective of the study is assessing the effectiveness of the screening, selection and recruitment process in generating candidates fit to serve in the Nigeria immigration service and in required number. The specific objectives of this study are:
To examine whether the recruitment and selection for Nigeria immigration service is helping to obtain new recruits fit for Nigeria immigration service.
To identify the problems of recruitment and selection of candidates fit for service in the Nigeria immigration service.
To suggest recommendations for possible remedies for the factors that hinders the recruitment and selection of effective Nigeria immigration service.
1.4 RESEARCH QUESTION
This study fried to answer the following question:
Does the recruitmentand selection process help to obtain new recruits fit for Nigeria immigration service?
What are the problems of recruitment and selection process of candidates who enroll for Nigeria immigration service?
iii. What possible remedies are required to solve the identified problems?
1.5 SIGNIFICANCE OF THE STUDY
The study will be valuable in indicating the gaps, weakness and strengths of the selectionof candidate. Recommendation and findings coming out of this study will be significant in improving the selection and recruitment process of candidates for the Nigeria immigration service by building on existing strength and by addressing weakness and gaps. Information coming out of this study in an area which is least explored in Nigeria. Further researchable areas have also been indicated.
1.6 SCOPE OF THE STUDY
This research work centered on the selection and recruitment process planned to be investigated by this study refers to onlythe Nigeria immigration service. The study focused on the above mentioned process in making calls for applicants, to screening selection, training and recruitment.
1.7 LIMITATIONS OF THE STUDY
The study was limited by some factors such as misinterpretation of the purpose of the study by some respondents who were unwilling to provide information. The researcher tried to mitigate problems by explaining the purpose and importance of the study, search sponsorship from different donors who work on the area consulting experiencedscholars in the area of the study. The following are also the constraints encountered in this research.
FINANCIAL CONSTRAINT: finance is the key to the success of every research work and the said finance was readily unavailable on my part as at the time I was carrying out this research because of the ill health of my mother.
TIME CONSTRAINT:the time stipulated for the submission of this work was obviously too short.
1.8 DEFINITION OF TERMS
IMMIGRATION: Immigration is the movement of people into a country which they are not native in order to settle there, especially as permanent residents or future citizens.
PROBLEM: problem is a perceived gap between the existing state and a desire state or a deviation from a norm, standard, or status quo.
PROSPECT: prospect is the potential customer or client qualified on the basis of his or her buying authority, financial capacity, and willingness to buy.
RECRUITMENT: recruitment encompassing the array of organizational practices and decisions used to affect the number or types of individuals who are willing to apply for, or to accept employment in a given vacancy.
SELECTION: selection refers to choosing the applicants who have the highest chance of meeting the organizations standard of performance.
SERVICES: service is a type of economic activity that is not intangible, is not stored and does not result in ownership.
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