PNC

March 25, 2026

• In news
• By Steve_Cyril

A Message to His Excellency John Dramani Mahama on Security Services Recruitment Concerns

The recent security services recruitment exercise has brought to light a number of critical concerns that require urgent attention. Across the country, more than 500,000 young men and women applied to join the various security agencies, reflecting not only the appeal of these institutions but also the growing pressure of unemployment among the youth. This overwhelming response underscores a deeper structural issue within the economy. For many young people, recruitment into the security services represents one of the few accessible pathways to stable employment. As such, the integrity, fairness, and accessibility of the recruitment process must be beyond reproach. A major concern arising from the current exercise is the heavy reliance on physical attributes, particularly height, as a basis for disqualification. While physical fitness is relevant, modern security operations increasingly depend on intelligence, technical competence, and strategic thinking. Rigid adherence to physical benchmarks risks excluding a large pool of capable individuals who could contribute effectively in specialized and support roles within the services. Equally concerning are the challenges associated with the aptitude testing process. The adoption of online assessments, though progressive in principle, has exposed systemic infrastructure gaps. Many applicants encountered disruptions due to unstable electricity supply and poor internet connectivity, resulting in incomplete assessments and automatic disqualification. This raises serious questions about fairness, as candidates are being judged not only on merit but also on their access to reliable infrastructure. The decision to expand recruitment numbers from 20,000 to 40,000 over a four-year period is a step in the right direction. However, reports indicating that over 100,000 applicants met the required standards highlight the need for greater transparency in the final selection process. Clear communication on how candidates are shortlisted and selected is essential to maintaining public confidence. The financial demands placed on applicants further compound these concerns. With each candidate reportedly paying approximately GHS 220 during the application phase, the cumulative amount exceeds GHS 110 million. Shortlisted candidates are also required to pay between GHS 1,600 and GHS 2,000 for medical examinations. For a demographic already grappling with unemployment, these costs represent a significant burden and risk creating a system where opportunity is influenced by financial capacity. There is a strong case for integrating medical screening costs into the National Health Insurance Scheme (NHIS). Such a measure would reduce the financial strain on applicants and promote a more inclusive recruitment process, ensuring that qualified individuals are not excluded due to economic constraints. Beyond the immediate recruitment concerns, the situation reflects broader national challenges related to employment, resource management, and economic structure. Ghana is endowed with significant natural resources, yet the benefits of these resources have not translated into sufficient job creation or widespread economic stability. A more strategic and assertive approach to resource governance and value retention is necessary to address these systemic gaps. Ultimately, the credibility of the security services recruitment process depends on its fairness, transparency, and accessibility. Addressing the current shortcomings will not only strengthen public trust but also ensure that the nation harnesses the full potential of its human capital. The aspirations of hundreds of thousands of young Ghanaians must be met with a system that is equitable, efficient, and reflective of modern realities.