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Igba-Boi model of entrepreneurship incubation among the Igbos in south-eastern Nigeria records outstanding and robust successes in producing entrepreneurs with global impact. Therefore, the need to understand its nature, process, driving force, challenges and make suggestions to reinvigorate it has become urgent and valid. Also, with the persisting overbearing influence of Western and lately Asian philosophies in the development of business theories and practice, it is long overdue to mainstream Africa's entrepreneurial philosophy into extant discourse; this chapter contributes to this effort. Such an attempt follows the belief that Africans with their indigenous systems hold higher hope for the development of the continent. Since the rest of the world had at some point in history leveraged on Africa's civilisation to forge ahead, this chapter argues that Africa stands to contribute to the global search for efficient incubation of entrepreneurs using the Igba-Boi model. The chapter is guided by and framed with reviewed publications, philosophies and theories that explain Igbos' construction of social realities and worldview. Structural functionalism and conflict theories offer in-depth insight in explaining the success story of the Igba-Boi institution. The chapter, in particular, adopts the Igbos' interpretation of their cosmos, its eschatological implications in explaining their tenacity and doggedness in successfully meeting all the requirements for graduating from Igba-Boi incubation system. By discussing Igba-Boi as a socioeconomic institution, this chapter draws attention to areas of neglect for improvement in order to harness its high potentials for enhancing its contribution to business practice in Africa and development of the continent.

Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country.

This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour.

The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents.

Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.