Influence of Personality Traits and Working Strategies on Personnel Recruitment and Selection in National Government Agencies: A Case Study of Tawi-Taw

This study examined the influence of personality traits and working strategies on personnel recruitment and selection in National Government Agencies (NGAs) in Tawi-Tawi. Using a descriptive-correlational research design, the study explored the characteristics of NGA personnel, their recruitment process, working strategies, preferred personality traits, and the relationships between these factors. A total of 147 randomly selected NGA personnel participated through a survey questionnaire. Findings revealed that typical NGA personnel in 2017 were male, married Muslim Sama, aged 30-40, with degrees from Western Mindanao State University(WMSU) and Mindanao State University (MSU), holding government eligibilities, and with 15-18 years of service. Job acquisition was often influenced by family, fraternal connections, and recommendations from provincial and regional officials. Although participants were unsure about the extent of recommendation-based recruitment, they agreed that the process adhered to Civil Service rules. Personnel frequently used innovative and flexible strategies in their work, while preferred traits included conformity, problem avoidance, dependence, and good grooming. Flexibility was found to have a direct effect on recruitment, with awareness and perception strongly associated with personality traits. However, innovation had a limited effect on recruitment. The study concludes that while NGA recruitment in Tawi-Tawi generally aligns with government policies, it is often influenced by higher authorities, family, and fraternal ties, particularly in political circles. To ensure fairness, government positions should be made equally accessible based on merit and fitness as outlined by the Civil Service Commission.