The research investigates how data-driven recruitment methods can enhance South Sudan's unstable public sector through its study of the State Ministry of Labour in Eastern Equatoria, which faces ongoing conflict and resource shortages, and institutional instability. The implementation of analytical methods through hiring systems will enable the ministry to achieve greater transparency and fairness, and improved operational efficiency despite facing multiple systemic obstacles, which include salary delays and pension complications, and widespread corruption. The research develops through Rogers' Diffusion of Innovations Theory by examining how organizations can use digital tools, which include candidate profiling and performance metrics, and behavioral assessments, to improve candidate evaluation and create institutional trust and achieve long-term performance outcomes. The quantitative study discovered that candidate qualifications, behavioral traits, and demographic factors create a direct impact on how people perceive recruitment fairness and organizational success. The research study obtained 95 valid responses from participants who took part in the recruitment process. The financial process failures, which result in salary and pension payment delays, create major obstacles to motivation and decision-making; therefore, financial reforms must be implemented immediately. The study demonstrates that South Sudan needs to implement standardized merit-based recruitment protocols while developing infrastructure and providing timely payment to achieve inclusive governance and improved public service delivery and sustainable development in its challenging socio-political context. The research demonstrates that organizations can achieve social stability and institutional resilience through the strategic implementation of data-driven solutions, which are tailored to their specific local environments.