The difficulty with identifying talent has been very well documented. It is a common topic of discussion in both academic and corporate circles. But for people who are unemployed the notion of a scarcity of talent sounds exceedingly ludicrous. How can there be a scarcity of talent when there are so many people unemployed?
Most organizations frequently look at turnover—but they do this at such an aggregate level the measure in and of itself is useless—and not really actionable.
When I hear people talk about top talent, I get reminded of the elusive (and sometimes voodoo) experiences that I had in the past in corporate environments when identifying top talent. I have to say, it always conjures up memories both good and bad.