Nigeria Recruitment: Talent, Policies, Practices vs UK Equality Act

This report examines the methods of finding and recruiting talented individuals in Nigeria, highlighting the role of HR in filling vacancies through internal and external recruitment processes. It discusses the use of newspaper advertisements to reach a diverse pool of candidates across the country. The report contrasts Nigerian recruitment practices with those in the UK, focusing on the UK's Equality Act 2010 and its emphasis on equality and diversity. It also touches on the Nigerian Labour Act 1974 and the challenges of equality within the Nigerian public sector, where personal interests can influence recruitment. The private sector in Nigeria is noted for its more rigid application of HRM practices. The document concludes with a list of references used in the research.

NIGERIA RESEARCH

Manner in which talented people can be found and
recruited in Nigeria
 Vacancies are being created as result of the new project
development
 It can be also due to increase in volume of production
that need additional employees
 The vacancies are being filled based upon the approved
formal personnel requisitions
 HR makes review of each requisition for ensuring
alignment with approved recruitment plan
 Determination is made regarding whether job can be
filled internally

CONTINUED...
 In case vacancy is filled externally HR complies with
established process for external applications collecting to
determine the most talented candidate
 Based upon the number of vacancies and requirement
towards reaching people across country adverts for post
vacant is placed in Nigerian newspaper for ensuring best
candidates are reached and are given fair and equal
opportunity to several categories of applicants.

Policies and practices differs from what is done in
UK
In UK the policy relating to Equality and Diversity
is being followed
Equality is considered as the one that creates fairer
society in which each one can participate and possess
opportunity for fulfilling the potential. Diversity
reflects the differences. Workforce diversity and
equality in UK is covered by Equality Act 2010. The
act harmonizes and replace several legislation like
Race Relations Act 1976 and Disability Discrimination
Act 1995.

CONTINUED...
Recruitment within Nigeria is governed by
Nigerian Labour Act 1974
On the other hand the recruitment of the people is
done in accordance with the national diversity
legislation. Equality within public sector is marred by
personal interests like preferences by management,
ethnic as well as social class influences. The private
sector has more rigidity in applying HRM practices for
ensuring credible candidates recruitment on vacant
positions.

REFERENCES
 Recruiting process. 2015. [Online]. Available through: <http://hr.exxonmobil.com/Nigeria-
English/HR/careers_recruiting.aspx>. [Accessed on 12th November 2016].
 Recruitment policies. 2015. [Online]. Available through: <http://www.ed.ac.uk/human-
resources/recruitment/recruitment-policies>. [Accessed on 12th November 2016].
Omisore, O. B. and Okofu, I. B., 2015. Staff Recruitment and Selection Process in the Nigerian
Public Service: What is to be done? [pdf]. Accessed through
file:///C:/Users/karen/Downloads/6367-22849-1-PB.pdf. [Accessed on 21st Nov 2016].
RECRUITMENT PROCEDURE | INVESTIGATION ON APPLICANTS | NIGERIAN CIVIL
SERVICE., 2015. [pdf]. Accessed through
http://martinslibrary.blogspot.in/2013/12/recruitment-procedure-investigation-on.html.
[Accessed on 21st Nov 2016].

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