There is a war brewing in 2016 that will have a significant impact on the labor force throughout the United States, and this war affects multiple industries, different classes of jobs, public vs. private sector, and so on. If companies lose this war they could also lose valuable accounts, recognition, money, or go out of business entirely. This isn’t just any war. This is a talent war, and in 2016 it has become beyond difficult to find the necessary talent to efficiently fill positions with knowledgeable candidates. In February 2016, the United States unemployment rate held at 4.9 percent. Employment gains occurred in health care, social assistance, retail trade, food services, beverage services, and private educational services while job loss continued in the mining quarry industries (U.S. DOL February 2016 News Release USDL-16-0420). In the face of growing competition, it is becoming more and more evident that these industries will require more skilled workers to lead and motivate employees. Education and work experience will be important as companies and government agencies look to fill these positions with applicants that possess the required education and work experience. Employers are often placed in this scenario as they begin to grow, win a new contract, or look to fill previous unfilled positions. People are constantly talking about your company (i.e. the awards won, the media recognition, etc.) So, when you finally talk with your managers and advertise through job boards, you think you will have the best applicants lined up at your door and that your human resource recruiters can easily find the best applicant or persuade someone currently employed to join your company. Well, that’s not always the case. Remember the song lyric sung by the Temptations, “It was just my imagination, running away with me?” That’s exactly how staffing and workforce management seem to me at times. Your human capital management needs are very important toward achieving organizational goals and objectives determined by senior leadership. If leadership has a goal to increase sales by 30%, it is the human resource department’s responsibility to conduct the correct job analysis, write an attention grabbing job description to attract the right candidates, ensure selection procedures are in place for an equitable process, and make an offer. It all sounds so simple, but let me throw this curveball at you. HR management needs the position filled last week—no seriously ASAP! With unemployment under five percent, how can you find qualified talent in such a short amount of time?