2. Profile of stakeholder :
- Professional HR Practitioner
- college graduate
-team player
-collaborative and cooperative
-willing to learn and reliable

3. What are the questions i asked the
stakeholder :
 1) Now that you are a HR practitioner , How do you see the student to work
path?
 2) How would you describe your experience when you first worked in your
first job at Ericson Philippines?
 3) How many functions in HR have you gone through?
 4) What functions do you like best?
 5) How would you describe your experience in your 2nd work at Philip Morris
Philippines ?
 6) What are the similarities and differences in your first job and your 2nd
job?
 7) What is your unforgettable experience that you had doing your job ?
 8) how would you describe the graduating students that applied in your
companies?
 9) What is the differences in the attitude of the students now and in the last 5
years ?
 10) what is the work ethic of the students that has been accepted into the
firm ?

4. What are the answers to the
questions
 SAY :
 -i have noticed that students coming from good schools are more
demanding that students coming from ordinary schools.
 -As an HR practitioner , i have the opportunity of being trained
with a bunch of more experienced HR practitioners than me in my
2nd job
 -When I started with HR training , I only learned the art of HR
training and HR recruitment with my 1st job
 the most challenging job which i have done is being a learning
portfolio manager
 -once they got hired, students coming from ordinary schools are
more diligent in their jobs doing menial tasks compared to the
Students coming from good schools who complains a lot more

5. What are the answers to the
questions
 SAY PART 2
 -However those same students coming from good schools are capable of doing
more management jobs.
 -What i have learned in my job is the more i am efficient in my task ,my job is to
find the right person for the right job in my company
 -now that i have more experienced , I find it easier to look for a job in the right
company doing the tasks i would like to do
 - i find it enjoyable to do HR training and Organizational Development rather
than HR recruitment
 - I find that students are more competitive in that they come prepared for the job
interview and asked more questions about the possible job openings in the
company
 compared to my time 5 years ago
 - I also find that students coming from good schools complain more about their
tasks in their jobs and they tend to move faster to other companies

6. What are the answers to the
questions
 DO :
 When i asked the stakeholder to show me how to verIfy answer to questions
and responses to data verification about the interviewed students .she said:
 --Now in my 2nd job
 - I used Linked in for checking how is the person doing ,especially if the job
opening is supervisory or up
 -i used twitter, Facebook , Digg in and other social networks to find how the
person is doing
 -i used references to old jobs which the person has listed
 -i used scenario testing to check how the person thinks and respond to
hypothetical questions
 - i used the standard Briggs Meyers testing and other psychological tests that
are prevalent in the industry.

7. THINK AND FEEL :
NEEDS:
 1) she needs a checkist of tools for verification of
information about applicants
 2) she needs a lead generating toolbox in order to
attract the good students in applying to the firm
 3) she needs a faster way to separate all applicants
into good , bad and not so good categories
 4) she needs a way to process applicants through
the selection process efficiently , at the least cost .

8. THINK AND FEEL :
INSIGHTS :
 - she goes to different sources of information in order that she can validate the
information that she gets from the different applicants and she does this after all
the interviews.
 -- she undergoes a specified procedure of Processing Applicants which the
company specifies to use. She does not have the option of using different
processes.
 --she is not tracking the costs of this process and whether the process produces a
lot of good applicants .
 -- she is assuming that the recruited applicants will stay as long as possible . She
should be able to correlate the length of stay to the profile of the accepted
applicant so add up it to one determining factor in choosing applicant .

9. PROBLEM STATEMENT :
 Stakeholder needs to use a process map to select
applicants because she needs to develop a system
that is efficient and cost effective for the company
she works in