ABSTRACT
This chapter examines the concept of the talent lifecycle, in order that the talent professional can understand how the organisation's strategic response may need to evolve and adapt to emerging individual needs as well as the changing business environment. It explores the key themes that need to be addressed in any effective talent management (ETM) response. An ETM strategy should provide the right quality and quantity of talent to populate all of the business's strategically important roles. Defining talent for the organisation in a clear and transparent way is the starting point for creating a strategic plan. The next step that needs to be taken is the clarification and agreement of the organisation's strategic roles. Some roles have direct significant impact, others support strategic goals and some, even when carried out to the highest possible standard, still have no impact. Entry-level talent can be assessed in groups typically in assessment centres when applying for young professional roles or graduate schemes.
