The effectiveness of meritocracy in the recruitment and selection processes in the public service of selected MDAs in Tanzania

This study provides an assessment of the effectiveness of meritocracy on the recruitment and selection processes of the Public Service of selected MDAs in Tanzania. The objectives of the study were: to assess if the concept of meritocracy is taken into consideration; to examine the effectiveness of the methods used and to examine the measures taken in ensuring that the process is non discriminatory. The study required an understanding of meritocracy in recruitment and selection phenomena within a Tanzanian context. The Survey (design) approach was adopted in collecting empirical data. A sample size of 167 employees was selected. Both judgmental and simple random techniques were used. Judgmental technique was used in selecting respondents based on their expertise and position and the later was meant to ensure that the study had respondents from every department and avoid bias. 120 copies of the questionnaire were distributed in three selected MDAs and 100 were returned. Out of 47 respondents who were requested for interview, only 38 turned up. Data collected were analysed using SPSS through regression analysis method. The findings of this research provided substantial evidence that meritocracy in the recruitment and selection processes in the public service is not effective. This ineffectiveness is a result of most CEOs not supporting recruitment and selection. Consequently, innovative strategies need to be implemented to enhance recruitment and selection efforts. Employers should increasingly apply electronic technology to find and place employees.