THE PROBLEM: IDENTIFYING THE RIGHT TALENT AT THE RIGHT TIME The “currency” of economic development is jobs. The more high impact, high opportunity jobs that are created in a region, the greater the prosperity of the region. Despite significant investment in traditional economic development models, many regions—including Kansas and Western Missouri— often struggle with mismatches between workforce-ready talent supply and enterprise demand. Inaccurate, incomplete, or outdated data, siloed systems, and slow academic adaptation hinder workforce readiness. The result? Missed opportunities, talent flight, and sluggish enterprise growth. Today’s job matching systems are largely transactional, relying on keyword-based searches. These systems seek to identify “well-qualified” talent based on keywords in resumes, degrees, and certifications. For most jobs and particularly for high demand, high opportunity jobs, these systems: Ignore Talent Attributes
Degrees and certificates matter, but attributes are often the best predictor of success. Qualities like growth mindset, curiosity, problem-solving ability, perseverance, and analytical thinking frequently characterize high performance and long-term job retention. Overlook Well-Potentialed Talent Individuals who may lack traditional credentials or have taken nontraditional career paths but demonstrate strong potential.
As a result, Enterprises and business cannot find the talent they need, when they need it. And well- potentialed and well-suited talent are locked out of high opportunity jobs.
REIMAGINING TALENT PRODUCTION USING THE MANUFACTURING METAPHOR EnterpriseKC uses a manufacturing metaphor to define the workforce ecosystem. Elements of this system include:
Enterprises and Businesses = Demand Units:
Academic Institutions = Manufacturing Plants:
Talent Units = Raw Materials
These are the hiring firms that define the specifications—i.e., the precise knowledge, skills, and abilities (KSAs) and attributes they need to grow and thrive.
Raw materials being turned into a well-
Universities, community colleges, and commercial training providers act as production lines turning
qualified, well-suited, and well-potentialed finished
products that meets demand unit needs.
raw materials into "finished goods" (graduates).
EnterpriseKC tackles the talent matching challenges head-on by creating an operating system for cluster specific customized supply chains that are highly responsive to Enterprise and business demand.
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