1. I started with the problem statement in previous assignment and started noting down the ideas as they
were coming. The order of ideas listed here is same as they occurred to me. So they may not appear in
any logical order. But I wanted to do this for two reasons –
1. Wanted to avoid judging the ideas. If I have to put in some logical order then i might have
started judging and classifying ideas. I wanted to avoid it.
2. I wanted to see if there is any pattern. As I reach more number how do ideas improve ?
Here is the problem statement –
Very experienced, highly skilled Technical leader, trying to build a multidisciplinary
team of young engineers, Needs ways to improve efficiency and efficacy of hiring
process without compromising quality of hiring.
The link to complete presentation is at
http://www.slideshare.net/prashantladdha/school-to-work-transitionempathy-map-25011604
Ideas ! Ideas !! Ideas !!! 
1. Identify hot spots - Go through all steps in your hiring process and identify which steps take
longer time. Try doing same steps in lesser time.
2. Identify weak spots - Go through all steps in your hiring process and identify which steps are
relevant for quality of hiring. Spend more time on improving it.
3. Reduce number of interviews
4. Make requirements for hiring more specific. You will have more relevant resumes and can save
time
5. Use different screening methods before asking candidates to come for interviews
6. Use common written test and choose only promising candidates for interviews
7. Go to college campus, complete entire process in a day
8. Change selection process. Make it more objective. Currently you have lot of emphasis on face to
face interviews
9. Ask candidates to give a short presentation and then choose for further interviews.
10. Rather on having several rounds with one person interviewing candidate every time, use
a panel of people to interview the candidate together. So just one interview with the panel

2. 11. Start early, Publish requirement on website, invite resumes and then use shortlist using
some generic text filters
12. Use external agencies to do initial screening
13. Ask candidates to take online test and use test scores to short list
14. Start with big group first. Use group quizzes to shortlist a smaller group
15. Give some real life projects as assignments to candidates and then shortlist for further
steps
16. Use referrals from your own employees. Those references will save times as well as
uncertainties
17. Use various portals like linkedIn, Monster and gather some useful infor about
candidates
18. Offer internship and later you can find some good candidates for hiring from the interns
19. Offer summer jobs and that can throw up some good candidates
20. Use academic performance as first level shortlist
21. Be active in different technical forums and keep tracking good talent
22. Make hiring a continuous process – something that is happening all the time and not the
need based. Need based hiring is often ill times, and yo may get good pool of talent at the time
you want to hire
23. Offer scholarship at good technical institutes. Keep tracking those as prospective good
candidates
24. Have network among academia and other technical institutes. That give good leads
25. Socialize more different forum. You may get some quick references
26. Use automation or analytic tools to have first level assessment of candidates form
resumes
27. Build community for the technology you want to work with. This can show some good
talent
28. Conduct some regular design or programming contest- winner there ould be good
prospects
29. Maintain database of high performing graduates form different good institutes and grad
schools
30. Try minimizing attrition of good employees
31. Also maintain network of past employees
32. Instead of every candidate having his resume in her/his format, ask candidates to fill
information in the format you have. This will help automate initial screening.

3. 33. For the graduates seeking employment have a evaluation metric based on their
academic performance, rank of grad school and few such parameters
34. Ask candidates t submit a statement of purpose. This brings out lot clarity.
35. Gather more information about candidates based on their grad schools, peer group and
activities on social media
36. Specify the reference you need. Ask for minimum 3 or 4 reference. One from grad
school teacher, one from previous employer etc
37. Hire new graduates every year and build a cadre.
38. Keep internal reserved pool of employees
39. Wherever possible use internal hiring and referrals
40. Invite candidates in larger group. Give all of them same tests and ask for peer
evaluation. Use this as first level screening. Will save time.
41. Ask candidates for demonstration of their work.
42. Make interview process more objective
43. For the interview process have definite time allocated.
44. Use question banks and do initial screening using a written tests
45. Use scores from SAT, GRE or other standard test as a metric to have assessment about
general aptitude
46. Use grad school scores as second level or metric
47. Use psychometric test to assess attitude
48. Always maintain a big questions banks and list of problems. Ask candidates to submit
their answers online. Use this as first level of screening.
49. Use video for interviews. You can interview more people from different locations
without a need to travel.
50. In video interviews use pre-recorded video to deliver questions to candidates over
video and record the response of candidates. This video could be watched by the selection panel
later. Will save time. If you like response ask candidate to come for further discussions.
51. Use artificial intelligence to generate questions and also assess answers. If candidates
are good ask them to come for next round.
52. Use automation to go through resumes, filtering interesting ones.
53. Use Artificial Intelligence and test robots