TALENT MANAGEMENT - ATTRACT, DEVELOP, AND RETAIN TALENT

                 TALENT MANAGEMENT - ATTRACT, DEVELOP AND RETAIN QUALIFIED WORKERS. 

                                     "A GOOD JOB" THAT'S WHAT JOB SEEKERS WANT. 

Try answering all the following questions. Do you have trouble finding enough qualified workers? Do you have "Quiet Quitters" on the rolls? Do you appreciate and deliver challenging work for  employees with aptitude and an appetite to get ahead? Do you have employees in developmental positions who are being prepared to take the reins at a moment's notice? Do employees experience the jobs that they perform everyday as challenging? 

The time to pay serious attention to the quality of the jobs offered employees is, "now," and "always." New generations are restless and seek work challenges that differ from those sought by earlier generations. KWI helps you investigate trends and create jobs (the work itself) that will be experienced as challenging and rewarding to contemporary job seekers and current employees. Meaningful work breeds loyalty through engagement and contribution. Intrinsically rewarded employees won't be tempted to work for the competition.

Building a solid labor force of capable, proactive performers who can take the reins in the future means survival.  Retaining people who are engaged in the work itself is the best way to reward those with potential for growth. These are future leaders.  Warehousing emotional and cognitive dropouts (employees in name only), ignores stagnating employees who reduce productivity. Motivationally restructuring these same jobs increases productivity and reduces costly turnover.

In today's labor market, hiring is a competitive and expensive undertaking.  Turnover drains revenue and resources. Turnover wastes time and money. Companies need a substantial competitive edge to not only hire employees with potential, but to keep them. "A Good Job" means a job that affords freedom, provides real time information, collegiality, discussion and control over the way in which the job is performed, and offers hope for a future within.  

"Challenge" is embedded in jobs in a multitude of ways. KWI helps clients build challenge into the job itself. "Challenging work" is an asset to advertise to job hunters. Challenging work leads to feelings of real gratification and job satisfaction which are correlated with positive productivity and service longevity. 

MANAGING CANDIDATE JOB EXPECTATIONS. Whether you are recruiting  new hires or discussing internal promotional opportunities, job candidates have subliminal expectations for jobs and for career success. They also experience disappointment quickly when job characteristics disappoint.   Candidates seek work they experience as meaningful, challenging and rewarding in the "now."  

Employees understand that time spent on low challenge, low skilled jobs is time wasted, and time wasted amounts to the building of a lackluster skill set that limits potential in the future. Keep a workforce in narrow, unchallenging jobs long enough and that workforce will gradually lose its ability to adapt to the changing world.

Our programs address candidate job expectations in the short- and long-term by providing work that demands growth in order to meet evolving job complexities. 

                                                       ATTRACT, DEVELOP, BUILD, RETAIN. 

ETHICS:  We adhere to the highest standards of professionalism and confidentiality in our work with clients.

Judith C. Walters, Ph.D. LP Chief Executive Officer  Judith C. Walters, Ph.D. LP is the founder and thought leader of Kenfield Walters Intl LLC. She is a recognized researcher in the field of Industrial -Organizational Psychology, and is a recognized management consulting practitioner..