Recruitment and Selection Processes in Nigeria’s Public Sector: Challenges and Opportunities in the Nigerian Meteorological Agency (NiMet)

The efficiency and integrity of recruitment and selection processes are pivotal to the operational effectiveness of public institutions. In Nigeria, recruitment into government agencies has been subjected to multiple criticisms due to issues such as lack of transparency, political interference, and the perceived imbalance between the Federal Character principle and meritocracy. This study investigates the recruitment and selection processes in the Nigerian Meteorological Agency (NiMet), assessing the alignment of its practices with public service regulations and Federal Character requirements. The study employs a mixed-methods approach, incorporating qualitative interviews and a quantitative survey to explore staff perceptions and institutional realities. The theoretical framework is built on Open Systems Theory and Structural Functionalism, allowing a nuanced exploration of how environmental pressures and institutional roles influence recruitment. The findings reveal a disconnect between policy intent and actual practices, with implications for organizational performance, employee morale, and public trust. Recommendations are provided to enhance the transparency, fairness, and effectiveness of recruitment systems in Nigeria’s public institutions.