Food Insecurity amongst college students is a growing issue in today’s society due to the lack of access to food and programs commonly used for food assistance. Logistical issues present a unique challenge in feeding food-insecure college students. And the stigma associated with this food insecurity may cause students to avoid seeking assistance. Students are only able to address this challenge through 3 main solutions: pantries, meal swipe programs, and drive-thru pantries. Food insecurity challenges that individuals face can be found on Arizona State University campus. Currently, food insecurity is only addressed on campus through pantries and distribution centers. These are run through student-led organizations and typically are partnered with food banks or charities within the area. These solutions can be inconsistent and deal with logistic challenges like space, storage, and transportation. One of the proposed solutions to these challenges is programs like the Food Recovery Network.

The purpose of this paper is to understand how companies are finding high potential employees and if they are leaving top talent behind in their approach. Eugene Burke stated in 2014 that 55% of employees that are labeled as a High Potential Employee will turn over and move companies. Burke (2014) also states that the average high potential employee tenure is five years. The Corporate Leadership Council says that on average, 27% of a company's development budget is spent on its high potential program (CEB 2017). For a midsize company, the high potential development budget is almost a million dollars for only a handful of employees, only to see half of the investment walking out the door to another company . Furthermore, the Corporate Leadership Council said that a study done in 2005 revealed that 50% of high potential employees had significant problems within their job (Kotlyar and Karkowsky 2014). Are time and resources are being given to the wrong employees and the right employees are being overlooked? This paper exams how companies traditionally select high potential employees and where companies are potentially omitting employees who would be better suited for the program. This paper proposes that how a company discovers their top talent will correlate to the number of turnovers or struggles that a high potential employee has on their job. Future research direction and practical considerations are also presented in this paper.