2. Empathy Map
SAY
• Need for younger people to join workforce to bring down
median age
• New perspective from younger generation
• Fit into company culture, values
• Cross-functional background
• Different methods to recruit for talent
• Strong intern program
• Maintain talent pool from the start
• Prior work experience
• Professional resume and interview skills
• Tailored coursework from schools for certain roles
• Candidate behavior (minimum oversight, takes
responsibility)
DO
• Personal interview with the stakeholder
• Viewed different resumes
• Showed checklist of questions when interviewing
• Saw mismatch between the skills the job required and the
candidates applying
3. Inferences
THINK
• Busy professional and time-constrained
• Strong values and holds high regard for the company's
culture and values
• Doesn’t believe in micro-managing
• Gives responsibility and eager to see results
• Trusts the people he hires
• Realizes the value of younger employees (enthusiasm,
dedication, perspective)
• Believes managers can be guides and mentor careers
FEEL
• Not aware of the gaps schools have in prepping students
for a career (no on the job training through course work)
• Difficulties students have in gaining experience (vicious
circle where you need experience and no one is willing to
hire in this job market)
• Course work is often not tailored to meet specific
requirements of a job profile (schools and universities can
work together to build a strong talent pool of students
with specific skill sets)
4. Problem Statement
STAKEHOLDER needs a way to attract a diverse talent pool Because students with less work experience
are capable of proving their worth when given
a chance.A passionate,
committed,
time-pressed,
hardworking,
detail-oriented,
manager in a
fast paced job
single handedly
managing the
department for
the company
and has a
creative vision
