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The old paradigm of talent management has no place in the contemporary business environment, and so we must find a new one. We can start by recognizing that even the best forecasts are inaccurate over the long term. Other steps involve assessing outside hiring possibilities and dangers, changing how we think about developing talent internally, and finding new approaches to matching candidates with jobs. This chapter is excerpted from ‘Talent on Demand: Managing Talent in an Age of Uncertainty'.