It all starts here. Managing the flow of talent The right folks for the right jobs, matching talent to task, the “need to get the right positions (role clarity), give associates the right incentives (rewards and consequences), keep them focused (personal ownership), assess how they’ve performed (performance reviews). Ambiguity here is the enemy of focus, speed, and collaboration. Data underscore the importance of an agreed-upon interview process (behavioral or competency-based) that ensures that everyone in the organization is interviewing candidates the same way, with the same template. Even with a clear interviewing process, the odds of finding the right fit are 50%. Without such a process, the odds plummet to <5%.