Talent Attraction and Employee Task Performance:

Evaluating the State and Federal Public Higher Educational Institutions in Delta State, Nigeria

Abstract

This study examined the impact of talent attraction practices on employee task performance across federal and state higher educational institutions in Delta State, Nigeria. From a larger PhD thesis population of 2,749 academic and senior non-teaching staff across seven institutions, a purposive sub-sample of 278 respondents was drawn from five institutions: Federal University, Federal Institute, State University, State Polytechnic, and State College of Education. Data were obtained through a structured questionnaire covering demographic variables, talent attraction practices, and task performance, measured on a five-point Likert scale. Descriptive statistics provided institutional comparisons, while ordinary least squares regression tested the study objectives. Findings revealed that attraction practices had a significant positive impact on task performance in federal institutions but no significant effect in state institutions. The comparative regression further showed that the impact was stronger in federal than state institutions, although the difference was only marginally significant. The study concludes that attraction practices are more effective in resource-advantaged federal institutions, while state institutions need reforms to achieve similar outcomes. It recommends strengthening recruitment transparency, employer branding, and adequate funding at the state level, while urging federal institutions to consolidate existing practices with structured onboarding and development programs.