| Introduction | 1 |
| Defining the Best for the Talent Powered Organization | 3 |
| Selecting the Best | 4 |
| Competency Defined | 6 |
| Specific Competencies | 8 |
| Defining a Specific Model | 10 |
| Moving Forward | 13 |
| The Looming Talent Wars | 14 |
| The Talent Concept | 14 |
| The Boomers Go Bust | 17 |
| Enter Our Education System | 18 |
| A New Era | 19 |
| Talent Wars | 22 |
| Key Corporate Building Blocks | 24 |
| Workplace as a System | 24 |
| Ethics, Integrity, Honesty, and Trust | 26 |
| Organizational Feedback Loops | 28 |
| Putting People First | 29 |
| Fairness | 32 |
| Acceptance of Diversity | 33 |
| Openness | 35 |
| Fun Factor | 36 |
| Employee Connectivity | 37 |
| Viewing People Management as a Strategic Business Issue | 38 |
| Building on the Foundation | 39 |
| Finding Talent | 41 |
| Employee Referral | 41 |
| Advertising | 44 |
| Newspaper | 46 |
| Magazines | 51 |
| Billboards | 54 |
| Radio and Television | 54 |
| Movie Theatres | 55 |
| Internal Communications | 55 |
| Creating a Web of Influence | 56 |
| Managing a Network of Talent | 58 |
| Active Methods | 59 |
| Headhunting | 59 |
| Research Firms | 61 |
| Resume Banks | 61 |
| Direct Mail Marketing | 63 |
| Buy a Competitor | 63 |
| The Final Challenge--Internal Recruiter Motivation | 64 |
| Attracting Talent | 66 |
| Level 1 | Creating a Sphere of Influence | 67 |
| Level 2 | Delivering the Message | 69 |
| Level 3 | Person Centered Recruiting | 71 |
| Retaining Employees | 75 |
| Point One | 79 |
| Point Two | 80 |
| Major Determinants of Employee Retention | 81 |
| Your Best Retention Ally | 90 |
| The Big Picture | 92 |
| Creating a Talent Powered Company | 94 |
| Energy | 95 |
| Paying for Productivity--Energizers | 97 |
| Knowledge Worker Environment | 101 |