An evaluation of the influence of networking /connection on talent identification in Nigeria’s public and private sectors

Talent identification plays a vital role in shaping effective human capital strategies within both public and private sector organizations. This study explores the impact of networking on talent identification practices in these sectors. A descriptive research design was employed, utilizing structured questionnaires administered to staff in two public and two private secondary schools across selected educational districts in Lagos, Nigeria. Stratified sampling techniques guided the selection of districts and schools. Data were analyzed using Microsoft Excel 2019, with responses evaluated on a five-point Likert scale. Interpretative thresholds for the scale were as follows: 1.0–2.4 (negative influence), 2.5–3.4 (neutral influence), and 3.5–5.0 (positive influence). Results indicate that networking—particularly through political, ethnic, and religious affiliations—exerts a significant positive influence on talent identification in the public sector, often to the detriment of meritocratic selection. In contrast, private sector organizations demonstrate minimal reliance on such networks, instead prioritizing competence and professionalism through the use of accredited recruitment agencies. The study recommends a reduction in informal networking practices in public sector recruitment and advocates for stronger collaboration between recruitment professionals and human resource departments to enhance merit-based talent acquisition.