TrustNavigator was a not for profit 501-C-3 working primarily with student success and preparedness. The 501 C-3 organization was closed in 2019 after ten years of working with thousands of students and TrustNavigator was created not only to work with students but all applicants and the changed landscape for employers.

Historically, expectations of applicant preparation by employers were deferred to institutions and parents. Colleges are not focused (or incentivized) on educations that are more employer responsive or affordable. Changed parenting as “best friends”, changed disciplining, participation trophies etc. has not adapted to the rapid changes happening in our culture from technology and media influences. The bottom line is few entering or in early employment know what they want and are career focused. This is no fault of their own.

The new workforce (Millennials, Gen Z or other prospective employees) is actually no different than past applicants. The change of culture is creating a disconnect between employers and those looking for work. TrustNavigator recognizes that participation trophies, dependence on college degrees to “grade” parenting and other “cultural) paradigms leave applicants less prepared, missing potentially critical skills and where expectations are less introduced to enter the workforce. Enhanced preparation results in higher incomes and better clarity for careers. The objective and focus for employers is to recognize that mastering the screening, orientation, onboarding and incentivization is critical to attract and retain their future workforce. This increases the return in investment both to the employees and employers.

LifeLaunching understands the young applicant’s preparedness and TrustNavigator provides employers with the creative thinking through experiential proven tools to increase retention and career development. Reevaluating the process of joint priorities and career interests is captured in the Gallup-Purdue Index, survey of college and university alumni that empathize critical "Success Factors of Career Engagement" including:

  • "Someone who made me excited about learning"
  • "A teacher who cared about me as a person"
  • "A mentor who encouraged my goals and dreams"
  • "A Long-term project taking a semester or more to complete"
  • "An Internship or job where applied my learning"
  • "Extremely involved in extracurricular activities and organizations"

Taking this concept to employers’ hiring and onboarding process connects the applicant to career preparedness, loyalty and a new paradigm in hiring.