Although teacher recruitment and retention have been policy concerns for many years, the strategic alignment of educator talent management initiatives has only recently begun to gain momentum. The adoption of a more comprehensive and strategic approach to securing a sufficient number of effective teachers is evidenced by the creation of human capital or talent management directorship positions and initiatives in many large U.S. school districts. Talent management directors oversee the various policies and practices that aim to attract top talent to the district. Smaller districts also are concerned with creating the appropriate mix of incentives to maintain a strong teaching force for their students. The education field is not alone in striving to develop a workforce that can effectively deliver quality service to clients. For years, other sectors, particularly in private industry, have competed for the top talent and, arguably, have been more successful than the education sector at attracting the smartest, most motivated, and most effective college graduates. This literature review examines effective talent management practices in education and other sectors, with an emphasis on strategies to attract and retain members of Generation Y. (i.e., those born roughly between 1977 and 1995.) (Contains 1 figure.)