RECRUITMENT AND SELECTION SYSTEMS AND WORKFORCE RESILIENCE IN OIL FIRMS

Abstract

This study examined the relationship between recruitment systems and workforce resilience in oil
firms in Rivers State. Specifically, the study investigated how recruitment systems relate to talent
retention and experienced teams, which were adopted as measures of workforce resilience. The
Human Resource-Based Theory and Human Capital Theory provided the theoretical foundations for
the study. A correlational survey design was used, and data were collected from 210 respondents
drawn from selected oil firms in Rivers State. Pearson Product Moment Correlation was employed
to test the hypotheses at a 0.05 level of significance. The findings revealed that recruitment systems
have a strong positive and significant relationship with talent retention, indicating that structured
recruitment processes enhance the likelihood of retaining skilled employees. The results also showed
a significant positive relationship between recruitment systems and experienced teams,
demonstrating that effective recruitment fosters stability and continuity by securing employees with
relevant competencies and industry experience. The study concludes that recruitment systems are
strategic mechanisms for building resilient workforces capable of sustaining productivity in volatile
operating environments. Based on the findings, the study recommends that oil firms strengthen
recruitment systems by integrating competency-based assessments to improve retention and
prioritize candidates with technical expertise to develop experienced teams.