RECRUITMENT POLICIES AND EMPLOYEE PERFORMANCE AT ENUGU STATE WASTE MANAGEMENT AUTHORITY (ENSWAMA).

This study examined the effect of recruitment policies on employee performance in Enugu State Waste Management Authority (ENSWAMA), Enugu State, Nigeria. Specifically, it evaluated the effect of geographic zoning in recruitment policies on employee service delivery; assessed the impact of nepotism in recruitment on employee productivity; and determined the effect of gender consideration in recruitment on employee performance. A descriptive survey research design was adopted for the study. Data were gathered using a structured questionnaire, which was validated by experts to ensure construct and content validity. Data were analyzed using descriptive statistics (specifically mean and standard deviation), while the independent sample t- test was utilized to test the research hypotheses at 0.05 level significance. The findings revealed that the politicized application of zoning criteria adversely affected standardized service delivery, while nepotism significantly impaired productivity by causing skill mismatches and degrading workplace morale. Furthermore, gender consideration in the recruitment process exerted a significant negative effect on employee performance. The study concludes that non-meritocratic recruitment practices significantly weaken operational performance in public service administration. It recommends the institutionalization of transparent, merit-based recruitment frameworks, strict enforcement of anti-nepotism regulations, and the insulation of human resource management processes from political patronage within public sector agencies