A Dissertation Submitted to Mzumbe University, Dar es Salaam Campus ollege in Partial Fulfillment of the Requirements for the Award of the Degree of Master Masters of Public Administration (MPA) of Mzumbe UniversitySince initially all activities in relation to recruitment process in public sectors were decentralized and undertaken by the respective government authorities where the vacancies were available, this study intends to explore the efficiency of the public service recruitment process: perception by bachelor of commerce graduates and the extents to which it managed to meet the intention of its establishment. The study used questionnaire and interview methods in data collection. The study was descriptive research design (cross section study), with sample size of 100 B.com graduates and 50 PSRS staffs. The Data collected were analyzed by using SPSS version 16.00 and findings were in frequency tables. Findings showed that job seekers seem to perceive Public Service Recruitment secretariat (PSRS) as inefficient, unfair and not transparent and largely, majority of respondents seem not to trust it in undertaking the recruitment and selection process. Situation was different for successful candidates who seem to agree that PSRS is not transparent but very silent (neutral) on whether it is fair or trusted. PSRS have never carried out any awareness campaign. Also, they agreed that applicants were unaware of various procedures involved in the recruitment and selection process, but they agreed that the number of applicants who apply through PSRS marches with the requirement needs of the job market. PSRS seems to have so many impending factors such as shortage of fund, dishonest staffs, hackers, and increased number of job applicants than the capacity of the secretariat. It was recommended for computerized recruitment and selection processes, establish monitoring system, awareness campaign, renew PSRS and enhance fairness, transparency and trust to all applicants.