1. Empathy Map
School to Work Transition

2. Stakeholder
• Very experienced, highly skilled and
passionate technical leader, with hands on
experience on multiple technologies trying to
build a multidisciplinary team of young
engineer to develop a product

3. Say
• How do u start ?
– start by identifying the needs of the project team, publish
requirements
• How do u define requirements ?
– keep it broad, but relevant technical areas
• What kind of candidates you look for
– Want generalist who works in and can be trained into multiple roles,
do not want specialist
• What is the process.
– Invite resumes. I look for what interesting work they have done. Based
on that short list candidates
• What do you look for in candidates ?
– Problem solving skills
– Hands on experience
– Ability to work in team. They should be really nice to work with

4. Say
• Interview process ?
– Typically more than half day.
– Multiple people interview the candidate
• Why multiple people
– To get different perspective
• How do u choose interviewers ?
– Different areas but related to candidate’s expertise
– I know them well and trust their judgement
• Selection
– Mostly consensus
– If group is split we may for another round of interviews. If not positive, drop the candidate
• Statitics
– 1000+ resumes
– 30/40 interviews
– 10 offers
– Happy with almost all except couple of exceptions
• Unhappy cases are where group was split

5. Do
• Scan resumes
• Choose interviewer
• Brief them about candidates
• Arrange interview
• Collect feedback
• Assemble and decide on selection

6. Think
• Stake holder is very clear about what qualities he
expects from candidates
• Puts lots of efforts in choosing them
• Is clear about priorities, for example
– attitude matters more than aptitude
– Read to invest time in training
• Flexible about candidates areas of interest Wants to
keep options open
• Amount of efforts put in the process is high
• Among chosen candidates most of them turned out to
be good

7. Feel
• Process is exhaustive but most of the
selections are good.
• Puts lots of efforts in choosing them
• Success depends on the skills and judgement
of interviewers
• Time spent is high
• Is not scalable.

8. Problem statement
• Very experienced, highly skilled Technical
leader, trying to build a multidisciplinary team
of young engineer Needs ways to improve
efficiency and efficacy of hiring process.
• The current process though working well,
needs lot of time from many skilled individuals
and is subjective.