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Proceduresandimplementation ofthe system of recruitmentcandidates for Civil Servantsare veryvulnerableandthe potentialtospoilthe practice ofsystemandNepotism.One effortshould be made tominimize therecruitmentviolationsareapplyingmerit system. Byprovidingjoborientationis notbased on race, ethnicity, religion, politicalaward, genderdiscriminationandpersonalfavoritism.This study used a qualitative approach, with a focus on Recruitment Process System Candidates for Civil Servants at the Regional Employment Agency Government of Malang Indonesia. The results showed the recruitment process requires harmonization of policies, especially the problem of proposing and charging formations, where the determination of the formation still is top down and discriminatory conducted by officials of the central and regional staff development, while the job analysis and workload also needs to be studied further in order to create an effective bureaucracy. The study also recommends that the merit system is very fitting applied to recruit employees in Indonesia. Merit system is expected to minimize collusion and nepotism in the recruitment process.

Recruitment System Of Candidate Civil Servants In The Regional Autonomy Era (Study on Regional Employment Agency Government Malang Indonesia)