I've often said that talent management is like singing in the shower; everyone thinks they can do it well. However, advancements in artificial intelligence might be transforming the way we approach internal talent identification, retention, and mobility. Large organizations usually have the talent they need, but cannot see it clearly. Skills sit inside job titles, résumés, performance notes, training records, project histories, and manager feedback. When that information stays scattered,...

Many organizations say people are their greatest asset, then manage talent like a set of disconnected chores. Recruiting fills seats. Learning runs courses. HR tracks performance reviews. Leaders discuss structure only when teams break down. That is where strategic talent management often fails. The problem is rarely a lack of effort. It is a lack of connection. A strong talent strategy links who the organization hires, how people grow, how work is designed, and how performance is measured....

Interviews often reward the best storyteller, not always the best hire. Behavioral questions have value, but they can become predictable. Candidates rehearse polished answers about conflict, leadership, and failure. Hiring teams hear the same neat story in different packaging. Case questions change the rhythm. A good case question gives a candidate a realistic problem, limited context, and room to think out loud. It does not need to be a complex consulting exercise. It can be as simple as, “A...