EMPATHY MAP for JOB SEEKER’s
POTENTIAL EMPLOYER.
by Carol-Ann BRAUN,
of the « M.US.T. » team.
Design Thinking MOOC, Ventur...
A social dynamic
Assumption : the problems faced by a college
grad looking for a job cannot be grasped only
from the job a...
Empowering job applicants
• An employer’s needs are real and can vary
greatly from one company to another.
• Defining an e...
Empathy map for a potential
source of employment…
What the future employer « SAYS »
What the future employer « DOES »
What the future employer « THINKS »
What the future employer « FEELS »
What to infer from all this ?
PROBLEM DEFINITION
• As a potential employer faced with the
reality of “no one job to be done”, “no one
salary to provide”...
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BRAUN_MUST_TEAM_VENTURELAB_empathy_map

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Empathy Map for Venture Lab Design Thinking Class, summer 2013.

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BRAUN_MUST_TEAM_VENTURELAB_empathy_map

  1. 1. EMPATHY MAP for JOB SEEKER’s POTENTIAL EMPLOYER. by Carol-Ann BRAUN, of the « M.US.T. » team. Design Thinking MOOC, Venture Lab.
  2. 2. A social dynamic Assumption : the problems faced by a college grad looking for a job cannot be grasped only from the job applicant’s perspective. What about employers ? How do their needs impact the way in which a job applicant proceeds ? Doesn’t « who she is » and « what she can do” depend on « how others see her » and « what they expect of her ? »
  3. 3. Empowering job applicants • An employer’s needs are real and can vary greatly from one company to another. • Defining an employer’s expectations is essential to finding the right job « fit ». • The job applicant is not a passive cog, but an active part of a dialogue, a negotiation… • Designing a job means understanding the job market !
  4. 4. Empathy map for a potential source of employment…
  5. 5. What the future employer « SAYS »
  6. 6. What the future employer « DOES »
  7. 7. What the future employer « THINKS »
  8. 8. What the future employer « FEELS »
  9. 9. What to infer from all this ?
  10. 10. PROBLEM DEFINITION • As a potential employer faced with the reality of “no one job to be done”, “no one salary to provide” and “no market”, how could one go about creating a new set of “job rewards” that would motivate a pool of talented young people to organize themselves spontaneously so as to contribute, turn by turn, in a not for profit enterprise?
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