PRACTICES OF MSU-SULU IN THE RECRUITMENT AND SELECTION OF FACULTY: ITS RELATION TO JOB PERFORMANCE

This study investigates the recruitment and selection practices at Mindanao State University-Sulu (MSU-Sulu) and their impact on the job performance of faculty members. The research employed a descriptive survey design, utilizing questionnaires, document reviews, and interviews to gather data. The findings indicate that the recruitment and selection practices at MSU-Sulu are subject to external influences and biases, leading to the hiring of some faculty members based on connections rather than qualifications. The study reveals that while the recruitment process at MSU-Sulu includes publishing vacancies and having an existing committee to interview and screen applicants, some faculty members are unaware of job requirements, salary grades, and recruitment procedures. Additionally, selection practices show favoritism towards candidates with political connections or relatives within the institution. Despite these issues, the overall job performance of MSU-Sulu faculty is satisfactory, with no significant differences in performance based on gender, educational attainment, or length of service. A significant relationship was found between selection practices and job performance, indicating that faculty who underwent a rigorous selection process tend to perform better. The study concludes that strict adherence to university selection policies is essential for developing an efficient and effective faculty.