Recruitment and selection constitute critical human resource functions that significantly influence employee performance and institutional effectiveness. In higher education institutions (HEIs), efficacious hiring practices enhance workforce quality, academic output, and administrative efficiency. However, the literature on recruitment and selection in Ghanaian universities is limited, particularly regarding their impact on employee performance. This study examined recruitment and selection practices at the University for Development Studies (UDS) in Ghana and evaluated their efficacy in enhancing employee performance. A survey research design was adopted, targeting 606 employees across UDS campuses. A sample of 234 respondents was randomly selected, and data were collected through self-administered questionnaires. Descriptive statistics, correlation analysis, and linear regression were used to assess the relationship between recruitment and selection practices, and employee performance. The investigation revealed that UDS predominantly utilises internal recruitment methodologies such as promotions and employee referrals, with limited external recruitment initiatives. Unstructured interviews constitute the primary selection method, raising concerns about fairness and predictive validity. Regression analysis confirmed a positive and statistically significant relationship between recruitment and selection practices, and employee performance. Although internal recruitment engenders cost-effectiveness and employee retention, excessive reliance on this approach may constrain both diversity and innovation. The study recommends that the UDS implement structured selection methodologies, expand external recruitment strategies, and utilise digital recruitment technologies. Future research should investigate the long-term impact of recruitment reforms and digital hiring trends in HEIs.
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