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Recruitment and Selection in “The New Public Personnel Administration”

The chapter discusses the process of recruitment and selection in the public sector as well as the common challenges associated with this process over the past years. Notably, most government jobs are influenced by political patronage; therefore, a centralized oversight is required to ensure uniformity and fairness in the screening of applicants (Nigro & Kellough, 2014). To form a strong workforce, reforms are continuously being made to enhance flexibility in employing people without compromising key values, such as equity. However, competent and talented candidates are not attracted to work in the public sector due to poor compensation compared to the private sector (Nigro & Kellough, 2014). The objective of this reflection paper is to discuss why learning about the topic of recruitment and selection is relevant to me as aspiring personnel in the public administration.

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The human resource has the challenge of ensuring that they get and retain competent employees. However, there is a significant competition for qualified personnel from private organizations. The result is that the government can be left to pick candidates who are less fit and take a long time before filling job vacancies (Nigro & Kellough, 2014). Learning about the challenges faced by public administration is important because it shows the issues that need to be addressed. For example, knowing that people are less interested in government jobs due to fewer benefits motivates me to think of some incentive programs.

It is important to embrace changes, especially integrating modern information technology to enhance selection and recruitment. According to Nigro & Kellough (2014), the Recruitment One-Stop and USAJobs websites were all significant development. However, such sites did not prove to be attractive to candidates who prefer face-to-face conversations with their hirers. The implication is that the public administration must not replace the traditional method with digitalization. Instead, combining the two increases the chances of getting the right candidates. This chapter helped me realize that computerization is important for the contemporary world when seeking and obtaining employment, but it still has limitations.

Methods used in choosing the most appropriate candidate is also relevant to this topic. Some of the procedures used in the past include political neutrality and qualifications of the applicant. The candidate may be given tests in the form of interviews and questionnaires to test their competencies. In addition, evaluating the past experiences and training show whether the applicant is relevant in determining their suitability for the job. Another strategy is investigating the background of a candidate to verify their integrity and reputation. In some cases, the person is placed on probation for a period of time before invitation for permanent employment. Learning about different concepts on methods of determining the right candidate is essential. In my career development, I intend to not just focus on gaining experience but also showing good work ethics.

There are many concepts on the topic of selection and recruitment that I garnered from this chapter, all of which enhance my interest in public administration. The government jobs are attracting fewer people, which is a significant course of concern. If the civil servants have less competence, then there will be notable failures in different sectors. Digitalizing the process can be great only when the traditional face to face steps are also integrated. It is also relevant to use effective methods to recruit the most talented, qualified, and reputable workforce. Learning about the selection procedures has enlightened me of the importance of each stage of employment.


Nigro, L. G., & Kellough, J. E. (2014). Chapter 4: Recruitment and selection. In The new public personnel administration (7th ed.) (pp. 69-99). Cengage Learning.

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