To ensure that employees stay engaged and motivated in the ever-evolving modern workplace, Career Pathing is essential for a comprehensive employee retention program. This enables graduates and young professionals to understand their long-term goals as well as to align them with those of the organization’s values.

As seen nowadays, investments in new hires are made by mapping roles for individuals rather than individualizing roles and searching for a fit – this urges the employer – along with parents, coaches, and mentors – to develop an understanding of base-level resource skills (Natural Energy Flow, Cognitive, Psychometric and/or Academics) required at each role and also beyond the Year 2020’s employment capabilities /expectation standard for future-proofing.

Implementing a successful career pathing plan from scratch can be highly daunting for small and medium organizations, it may seem difficult to find ways for the young individuals to grow and advance in careers that are not suited for their energy flow.

Industry Learnings

Despite a 40% increase expected in new hires for Banking, Finance, Insurance, and Real Estate industries by year 2026 as reported by CHRO South Africa, the concerning questions remain unanswered – Could their hire return be guaranteed? How can companies predict their career personality to minimize risks while maximizing accuracy when recruiting? This case study dives deep into this dilemma.

Organizations looking to ensure a successful hire are turning towards assessments such as the Contribution Compass, understanding that the costs of a bad hire can reach far beyond one year’s salary.

By taking into account an applicant’s natural energy flow and personality traits – the organizations are able to experience a paradigm shift from “How intelligent are you?” to “How are you intelligent?” because all candidates may be intelligent but what is key, is to get the right type of intelligence for the role, and only then, more organizations than ever before have increased their odds for positive outcomes with each new employee brought on board and biases removed systematically.

Building a career path tailored to star-performing employees is a booming organization is ideal and is crucial in maintaining job satisfaction and productivity.

Lead generation doesn’t have to end with a recruitment drive. Understanding the natural energy and talents of individuals can be just as important, especially when it comes understanding how young people will excel early in their career paths – like entrepreneurs for example.

Through careful personalized guidance with Contribution Compass starting from a teen or graduate age, organizations and/ parents can secure strong long-term growth through harnessing talent that would otherwise remain untapped.

People have different natural energy types that can match specific careers. From a people’s person to an organizer, problem solver, or data analyst – all of these traits are valuable for any organization to succeed and should be encouraged in those who value them.

To make the most use out of one’s abilities it is important to understand which energy type fits best into their organization, lifestyle, goals, and aspirations. How then do they take this information and turn it into tangible career options? Our platform as BBOpEx Solutions, in partnership with Contribution Compass, takes users through a series of assessment, coaching, and mentorship programs to identify what drives them – whether it’s organizing tasks with accuracy, solving complex problems efficiently, or even working as wedding planners! With such guidance, individuals have proven a track record of success and have further developed themselves once understand themselves better.