This study examines the effect of talent acquisition on organisational performance in public and private universities in South-West Nigeria, conceptualising talent acquisition as a four-dimensional capability comprising workforce planning, employer branding, recruitment strategies, and selection-and-fit. Drawing on a quantitative, cross-sectional survey design, data were collected from academic and non-academic staff across selected universities. From an accessible population of 23,230 staff, 454 questionnaires were distributed, and 432 valid responses were analysed using descriptive statistics and multiple regression techniques in SPSS. Reliability and convergent validity were assessed using Cronbach’s alpha, composite reliability, and average variance extracted, indicating acceptable measurement quality for the study constructs. The regression results show that the talent acquisition dimensions jointly and significantly predict organisational performance (R = .590; R² = .540; Adjusted R² = .533; F(4, 427) = 33.752; p < .001; Durbin–Watson = 1.996), demonstrating substantial explanatory power. All four dimensions are positive and statistically significant predictors of organisational performance, with selection-and-fit emerging as the most influential component (β = .331), followed by recruitment strategies, employer branding, and workforce planning. The findings imply that universities reporting stronger acquisition systems—particularly rigorous, merit-based selection processes aligned with institutional requirements—also report superior performance outcomes. The study concludes that organisational performance in Nigerian universities can be strengthened by institutionalising forward-looking staffing plans, enhancing employer branding, professionalising recruitment processes, and prioritising robust selection-and-fit practices.
Dada et al. (Wed,) studied this question.