Talent Attraction And Organizational Competitiveness in Manufacturing Companies in Lagos, Nigeria

Abstract

Purpose- The main focus of the study is to examine how talent attraction dimensions such as employee value proposition, employer branding, Job flexibility and recruitment and selection affect organizational competitive-ness in manufacturing firms in Lagos State, Nigeria. Methodology- The study adopted a survey-based research design. The per-manent staff of the selected ten (10) food, beverages, and tobacco manufactur-ing firms in Lagos State made up the population of the study. The respond-ents consist of 368 employees which represent the sample size of the study. Data was obtained through the use of questionnaire. Relative Important In-dex (RII) and Multivariate linear regression was used for data analysis with aid of SPSS version 26. Findings- The result revealed a strong effect of talent attraction variables such as employee value proposition with (β=0.611, t= 7.451, p<0.05); Job flexibility with (β=0.505, t=9.182, p< 0.05); employer branding with (β=0.434, t= 9.607, p <.0.05) and recruitment and selection with (β=0.401, t=6.481, p <.0.05) on or-ganizational competitiveness. Limitations of the study-The scope of this study was limited to food, bever-ages and tobacco manufacturing subsector operating only within the territory of Lagos state, Nigeria. Furthermore, the study looked at talent attraction variables which is only a component of talent management strategies. Practical Implication-The manufacturing companies, especially the ones in food, beverages and tobacco manufacturing sub-sector should consider talent attraction strategies as a viable tool for identifying and attracting skilful and competent staff to fill vacant position. This is critical to the attainment of present and future organizational objectives as well as gaining competitive advantage. Originality/Value- This study makes a clear understanding of talent attrac-tion and its immense contribution to organizational competitiveness and performance. It also provided a basis for future researcher to explore more on the dynamics of talent attraction in the field of human resource management.