The Efficiency of Competency-Based Recruitment Practices in Addressing Recruitment Mismatch Among Public Institutions in Parañaque City for the Year 2025-2026
DOI:
https://doi.org/10.5281/zenodo.23061336Keywords:
Competency-Based Recruitment (Cbr), Recruitment Mismatch, Public Institutions, Human Resource Management, Meritocracy, Skill-Job Alignment, Administrative Efficiency, Public Sector RecruitmentAbstract
This study evaluated the efficiency of Competency-Based Recruitment (CBR) practices in addressing recruitment mismatch among selected public institutions in Parañaque City—specifically the City Hall, Ospital ng Parañaque (OsPar), and Barangay San Dionisio—for the academic year 2025–2026. Utilizing a descriptive research design, the study collected data through a researcher-made survey questionnaire distributed to 101 public sector respondents, who were predominantly from the City Hall/LGU sector (69.3%), possessed less than one year of service (57.4%), and held varying appointment statuses such as permanent (44.6%) and contractual (40.6%) positions. The major findings revealed that the respondents generally perceived the CBR system as efficient, yielding a composite mean of 3.81 ("Agree"), with the clear identification of core and technical competencies receiving the highest rating (3.92) and the application of behavioral assessment tools receiving the lowest but still positive rating (3.73). Furthermore, while a high composite mean of 3.90 indicated a strong alignment between employee competencies and their assigned roles (particularly in behavioral suitability and technical skills match), respondents also agreed that instances of qualification-to-position mismatch still occur (3.34), leading 96% of the participants to express that additional policies are necessary to improve the system. The study concludes that while CBR practices are generally effective in optimizing the hiring process and fostering objectivity, implementation gaps remain, particularly regarding behavioral evaluation tools. The administrative and institutional implications suggest that public administrators must strictly enforce qualification-to-position mapping during final deployments and modernize behavioral assessment instruments to successfully professionalize talent acquisition, minimize human resource inefficiencies, and ensure responsive, citizen-centered public service delivery
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SUBMITTED BY: BSOA 2-2
Austria, Ryza M. Cervantes, Jeselle Ann B. Esmenda, Lee Robin Rosete, Nicole G. Valencia, Angel Anne A. GROUP 2
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