"A crowd flowed over London Bridge, so many; I had not thought death had undone so many" (T. S. Eliot, The Waste Land).

Zombies are numerous. The real threat zombies present are through sheer numbers that overwhelm and devour resources. Prior to health care reform, zombies represented quantity in hospitals' efforts to keep their beds full and to generate volume through retention and readmission. In the post zombie era, volume remains a significant source of income, but this volume results from increased numbers of insured who will finally be able to use America's health care networks. As new ranks of the insured pass through hospitals, patient cycle time will become critical and will increase such institutions' emphasis from in-house treatment to pre- and post-hospital stay care. Such a shift will require the expansion of employees' job descriptions and, probably, the creation of entirely new roles for existing and onboarded personnel. In such cases, success and more efficient hospitals will require more sophisticated training management and personnel recruitment systems such as those provided by TEDS' Learning Management and Talent Acquisition Solutions.

Liar, liar, pants on fire,
Lie some more, and don’t get hired.
Lie for years, but then get fired,
But don’t lie, and your career gets mired.

The announcement, on July 16, 2012, that former Google engineer Marissa Mayer would take the helm as Yahoo!'s CEO—the organization's, what, seventh in five years (counting interim CEOs)—reminds us of the company's recent history and the various ways in which, in business, ethics occasionally rears its head.

The job hunt has become almost a distinct discipline, one in which I soon expect colleges to offer majors and degrees. In fact, aligning potential candidates with possible positions has become an entire industry unto itself, with headhunters and recruiters actively engaged in matching personnel and positions. The printed (electronic and physically published) literature on this subject is vast: a quick lookup for "job hunting" on Amazon.Com yields over thirteen thousand results, and a review of the entry "job search" yields over twenty-five thousand results. The World Wide Web, of course, may have more sites associated with job searches—as both part of the recruitment industry and as merely a place for un- or under-employed people to share experiences and both success and sob stories—than it has sites devoted to pornography. A lot of this information is quite good. Many of the books, such as Richard N. Bolles' What Color Is Your Parachute?—newly revised for 2012—are deserved classics, and a large number of the Websites, such as, for example, Randy's Career Tips, are surprisingly helpful and offer excellent advice. But they focus almost exclusively on career building from the point of view of the job seeker rather than from the point of view of the candidate seeker.

In the current parlance, silos are actually a relatively recent concept, at least as a derogatory term, for lack of communication throughout an organization or for restrictions in the flow of information from one business unit to another. After all, in the 1990s, people would occasionally discuss silos in terms of vertical integration. In such cases, organizations attempted more control over their supply chains so as to be less dependent on external suppliers or distributors, and the term silo accurately describes a cylindrical structure that keeps in the organization's money and keeps out those other fingers grasping for a share of corporate revenues.

A recent (17 February 2012) CNN.com opinion post by Jeffrey Bergstrand—"Nostalgia for factory jobs that will never come back"—accurately alludes to some of the issues facing those organizations attempting to attract and retain talented employees even though Bergstrand's main thesis has less to do with talent management than with a broader range of cultural concerns.

A best practice is pretty much anything that, within a particular organization, yields a desired result both efficiently and effectively. This definition is not really standard business-speak, but bear with me a minute and I’ll explain.