This work focuses on the recruitment policy and strategy in oil companies and their sensitivity to Corporate Social Responsibility in their areas of operations. Findings reveal that despite a well-conceived recruitment strategy framework aimed at attracting the right people in the right places in the studied company, discrimination and corruption are major factors that infringe on the efficiency and effectively of the recruitment policy. The study identifies CSR as an alternative route to the public delivery of development. Companies should not see it only through the lens of the business case. Activities of CSR by companies should be institutionalized to recognize employment issues at least from within the immediate localities where they operate. Results of the research nevertheless highlight a gap for further research on the significance of the practice of the psychometric test in the last part of the recruitment and selection process.The knowledge interest is intended to reveal the implications linked to perceived inconsistencies (i.e, discrimination/corruption) in recruitment and selection taken for granted by some companies in Cameroon.