D.T - F.T.P
•
0 likes•32 views
The document discusses an employer's frustration with recent graduate job applicants. The employer finds that the applicants lack important basic business skills like communication, writing, decision-making and problem-solving. They need extensive training to become productive employees. The employer believes colleges are not adequately preparing students for the real world or the skills actually required by businesses.
Report
Share
Report
Share
![- Recent graduates are woefully unprepared
- Having technical skills isn’t enough
- I wish they had more [practical] experience
- Recent graduates lack the “fundamentals”
- Their communication skills are very lacking
- Their writing skills are even worse
- I have to be available to make decisions for them
- I also have to tell them what things to research
- If I have to tell them how to analyze the data, what good are they to me?
- They went to school for four years and we still need to train them on the basics
- Many of them expected salaries (or raises) beyond what they are realistically worth
- It takes a long time to bring most of them up to speed, to become “average”
- New hires are more concerned about their job title than production
- It was easier 20 year ago
- College isn’t preparing students for the real world
- Applicants who are recent graduates do not have the necessary business skills for the position they are applying
for
- The employees shouldn’t need to be told what should be researched to solve a problem
- There are basic skills necessary in order to be productive which the applicants lack
- Good verbal skills are necessary in order to communicate thoughts and ideas effectively
- The quality of the applicant’s writing skills are also important but tend to be worse than their verbal skills
- A lot of time is needed by management to make decisions that the employee should be able to make
themselves
- Having “real world” experience would be beneficial
- Employers don’t enjoy doing the work that they hire the employees to do
- Employers expect for colleges to product highly prepared potential employees
- Applicants do not have the busy savvy necessary to be successful
- This survey was administered via the telephone so no observable actions by the subject are available
- Employers feel short changed when they have to micromanage their new employees
- Employers don’t feel that the potential employees are worth the salaries they are asking for
- Employers feel that the return on investment of new hires takes too long to mature
- Employers feel that new hires are more concerned about status than performance
- Employers feel that the typical new hire will be average at best
- Employers feel that there has been a decline in the abilities of new hires over the last 20 years
- Employers feel that college is not producing the quality of employee needed by today’s employers
SUBJECT: Participant #4 is a successful, seasoned and very
capable business owner that is frustrated that there is an
abundance of highly educated but unqualified applicants
looking to join his organization.
PROBLEM: Participant #4 needs its recent graduate
applicants to be more qualified
JUSTIFICATION: Insuring that recent graduates have not
only the skills but the qualities necessary in business will
better prepare them and the business for potential
success
SAY
FEELDO
THINK](https://image.slidesharecdn.com/designthinking-frametheproblem-130731024610-phpapp02/85/D-T-F-T-P-1-320.jpg)
Recommended
Looking for job applicant
The document discusses the differences between theoretical learning and real-world work experience. It notes that work experience is important and can be verified by previous employers or references, while personal experience is more difficult to verify. It recommends that students gain work experience through internships or trainee programs to better prepare them for challenges in the real world. The author will look for marketing executive candidates with 1-2 years of experience online, on LinkedIn, or through university job postings.
Empathize interview design thinking stanford 8.13
A 50-year-old employee of a multinational company struggled to balance work and study as an 18-year-old, finding it exhausting with no time for exams or papers. Now with high salary, finding a new job is difficult. One tip is to use past networks and ask former coworkers about openings. A 50-year-old employer of a microcompany finds it hard to go back to being an employee after autonomy and salary as a boss. A 20-year-old student employee also struggles with balancing university and work, lacking leisure time and for studying exams or writing papers. One work difficulty is reconciling different generations' ideas, work styles, and behaviors.
Resume 2015
This document is a resume for Beth Kiester summarizing her experience as a recruiter. She has over 10 years of experience in full-cycle recruiting for various companies. Her most recent role was as a Corporate Recruiter for DEEM LLC, where she was responsible for recruiting across various roles and developed a successful plan that increased new employees by hundreds in 6 months.
Emphatize and define
Flavio is an entrepreneur who founded a plastic manufacturing company five years ago. His company is growing and he needs to recruit new employees for positions that did not previously exist. However, Flavio is concerned with how to properly evaluate applicants who do not have formal education or proven experience to assess if they are suitable for the open roles.
Interview skills
The document provides guidance on acing job interviews. It discusses preparing for an interview by researching the company and position, developing strengths and skills, and anticipating common question types. The interview process is described as a way for companies to evaluate candidates and make informed hiring decisions through a structured question and answer format. Preparation is key to having a successful interview through self-analysis, understanding the job requirements, and practicing concise yet thorough responses.
RECRUITMENT PRESENTATION BY Sunyaluck 2015
This document outlines a recruitment presentation covering:
- A 90 day working plan focusing on recruitment processes like dealing with managers, candidates, increasing the database, deliveries, customer service and business development.
- Recruitment principles like clear requirements, professional searching, proper candidate assessment and confidentiality.
- An example of the recruiter's successful training of junior staff.
- How the recruiter overcame challenges like difficult head hunting calls through preparation and open questioning.
- The definition of customer service as taking care of customer needs through responsive, friendly services.
- Best practices like helping negotiate compensation packages and maintaining good customer relationships through listening.
How to write a wining cv or resume
The document provides guidelines for preparing an effective resume, including:
- Identifying relevant skills and experience for the target job and highlighting strongest selling points.
- Quantifying accomplishments and describing their impact.
- Using past tense for past experience and present tense for current roles.
- Avoiding first person pronouns and using at least 11-point font size.
Bhupa chh update cv
This document is a curriculum vitae for Bhupal Chhetri that summarizes his personal and professional experience. It outlines his educational background which includes an awaiting MBA, a BA in Arts, and secondary education. It also lists his technical knowledge and certificates in areas like hardware, networking, and computer fundamentals. His work experience includes his current role as a Regional Manager with Anudip Foundation and prior roles in business development, marketing, and customer support for various organizations. It provides details on his responsibilities, achievements, and skills.
Recommended
Looking for job applicant
The document discusses the differences between theoretical learning and real-world work experience. It notes that work experience is important and can be verified by previous employers or references, while personal experience is more difficult to verify. It recommends that students gain work experience through internships or trainee programs to better prepare them for challenges in the real world. The author will look for marketing executive candidates with 1-2 years of experience online, on LinkedIn, or through university job postings.
Empathize interview design thinking stanford 8.13
A 50-year-old employee of a multinational company struggled to balance work and study as an 18-year-old, finding it exhausting with no time for exams or papers. Now with high salary, finding a new job is difficult. One tip is to use past networks and ask former coworkers about openings. A 50-year-old employer of a microcompany finds it hard to go back to being an employee after autonomy and salary as a boss. A 20-year-old student employee also struggles with balancing university and work, lacking leisure time and for studying exams or writing papers. One work difficulty is reconciling different generations' ideas, work styles, and behaviors.
Resume 2015
This document is a resume for Beth Kiester summarizing her experience as a recruiter. She has over 10 years of experience in full-cycle recruiting for various companies. Her most recent role was as a Corporate Recruiter for DEEM LLC, where she was responsible for recruiting across various roles and developed a successful plan that increased new employees by hundreds in 6 months.
Emphatize and define
Flavio is an entrepreneur who founded a plastic manufacturing company five years ago. His company is growing and he needs to recruit new employees for positions that did not previously exist. However, Flavio is concerned with how to properly evaluate applicants who do not have formal education or proven experience to assess if they are suitable for the open roles.
Interview skills
The document provides guidance on acing job interviews. It discusses preparing for an interview by researching the company and position, developing strengths and skills, and anticipating common question types. The interview process is described as a way for companies to evaluate candidates and make informed hiring decisions through a structured question and answer format. Preparation is key to having a successful interview through self-analysis, understanding the job requirements, and practicing concise yet thorough responses.
RECRUITMENT PRESENTATION BY Sunyaluck 2015
This document outlines a recruitment presentation covering:
- A 90 day working plan focusing on recruitment processes like dealing with managers, candidates, increasing the database, deliveries, customer service and business development.
- Recruitment principles like clear requirements, professional searching, proper candidate assessment and confidentiality.
- An example of the recruiter's successful training of junior staff.
- How the recruiter overcame challenges like difficult head hunting calls through preparation and open questioning.
- The definition of customer service as taking care of customer needs through responsive, friendly services.
- Best practices like helping negotiate compensation packages and maintaining good customer relationships through listening.
How to write a wining cv or resume
The document provides guidelines for preparing an effective resume, including:
- Identifying relevant skills and experience for the target job and highlighting strongest selling points.
- Quantifying accomplishments and describing their impact.
- Using past tense for past experience and present tense for current roles.
- Avoiding first person pronouns and using at least 11-point font size.
Bhupa chh update cv
This document is a curriculum vitae for Bhupal Chhetri that summarizes his personal and professional experience. It outlines his educational background which includes an awaiting MBA, a BA in Arts, and secondary education. It also lists his technical knowledge and certificates in areas like hardware, networking, and computer fundamentals. His work experience includes his current role as a Regional Manager with Anudip Foundation and prior roles in business development, marketing, and customer support for various organizations. It provides details on his responsibilities, achievements, and skills.
Empathy Map - Nilaventhan
This is presentation made for Stanford Design Thinking Action Lab Course - 2013 (Venture Lab-online course). This is part of an assignment for the course.
Employee satisfaction surveys
This presentation contains a list of close to 180 questions under 11 HR / Organisational drivers which can impact an employee.
The questions are highly objective in nature and leave no room for assumptions.
Please leave your feedback for improvisation and further updates.
Empahize and Define - Design Thinking Action Lab - Submission
A young man who recently started his first job at a large software company is having difficulties understanding the company culture and power dynamics. He feels anxious about new challenges and unsure about how his work is evaluated. Additionally, he finds it hard to work in a group setting and believes he is more capable than his coworkers. Due to a lack of feedback and guidance from older colleagues, he struggles to understand who he can trust and the informal leadership structure within the company.
Empathy map
Graduating students have high salary expectations that often do not match industry realities, making hiring difficult as companies seek the right fit. The company conducts campus interviews and has a training program to prepare new graduates for their requirements and industry standards, while also using recruiters and a job portal to find talented graduates to join their team.
School-to-work transition
The document discusses school-to-work transition for students. It focuses on a student in his final year of a bachelor's program in finance who has no work experience and is unsure of his career path. An empathy map is created to understand the student's perspective. He feels frustrated by the lack of practical experience provided by his university education and internship opportunities. Potential solutions are brainstormed, with the favorite ideas being free, practical MOOCs taught by businesspeople and increasing family involvement to provide incentives for students to learn. Prototypes are discussed for testing these ideas.
Empathy map for an hr practioner of the student to work path
The stakeholder is an experienced HR professional who has worked in recruitment and training roles at two major companies. When asked questions about their career path and experiences, the stakeholder described noticing differences in attitude between students from different school backgrounds. They indicated a need for more efficient applicant screening tools and processes.
Apresentação1 emphathize and define
The document discusses concerns about the university program and ways to improve career preparation for students. It notes that not all mandatory topics are helpful for career growth and that internships better prepare students for work. It suggests that universities review curriculum requirements, teacher backgrounds, and find ways to keep students interested in career development. More company internship programs would also help students mature in deciding their work areas.
Prototype & Test john
The document describes a prototype idea to help address the problem of older students struggling to find jobs after career changes or skills enhancements. The idea is to disrupt traditional hiring processes by using design fiction in resumes and applications. Specifically, job seekers would create fictional but realistic resumes and applications that highlight their potential and adaptability rather than strictly experience. This unconventional approach aims to get around employers' fixed ideas of the "perfect candidate" and exclusionary hiring methods.
Prototype & test john
The document describes a prototype idea to help address the problem of older students struggling to find jobs after career changes or skills enhancements. The idea is to disrupt traditional hiring processes by using design fiction as resumes and applications. This approach aims to get around employers' exclusionary tactics by reimagining the job search from the candidate's perspective and demonstrating potential through non-traditional means.
Competence provides a better measure of projecting potential
This is a sort presentation comparing competence and qualification as a measure of projecting of projecting potential performance on the job. This is my first upload. I hope you find it helpful.
Empathy map
The student has applied for jobs through traditional methods like visiting companies, uploading their CV to job sites, but has been unsuccessful in finding employment. They feel frustrated that getting a job seems to depend more on connections than skills or qualifications. The student also resents having to pay fees to hiring agencies and thinks the government is not doing enough to help recent graduates. They regret not choosing a university major more strategically and feel guilty about this. The student's problem is they need an innovative, free, and fair tool to effectively connect with employers as a job seeker since traditional methods have not worked.
Prototypes dt lab fpe
The social media-based learning center was successful, particularly the options to ask teachers and entrepreneurs for help. Providing tools and guidance throughout the business creation process helped reduce uncertainty. However, some had concerns about experts, peers, or teachers stealing their ideas or being unwilling to help. Meeting face-to-face may generate more trust and willingness to share ideas. The legal information was valuable since getting a student or work visa is very difficult, but the prototype needs refinement as it seemed boring and participants were skeptical of their chances abroad. Advice from successful Venezuelans and a directory of Venezuelan companies abroad could help.
Mónika Pogátsnik: The benefits of the Dual training for students, for compani...
The dual training model introduced in 2015 in the Hungarian higher education has become a focus of interest. The dual education students study in the institutional academic period together with the normal fulltime students at their higher education institute, and parallel to their academic education they participate in the practical training. It gives the students an opportunity to join a specific training program at an enterprise. Being involved in specific “operational” practical tasks and project oriented work enhances independent work, learning soft skills and experiencing the culture of work.
The dual form of training can be beneficial for all three parties: the student, the company and the university. The students can gain practical knowledge during their studies, facilitating better job prospects after the training, and their income can ease financing their training as well. However, it is important to note that participation in this type of training requires a certain degree of maturity, high level of motivation, because the coordination of work and study is difficult. For companies, this form of training allows them fulfilling their need for well-trained labor, and the transfer of knowledge ensures professional recruitment. Universities expect more motivated students, a regular lively cooperation with enterprises, and higher level of social awareness, recognition and increased interest.
Employee Retention CEO Conclave Era 2011
Making Employee Retention Strategy, Cost and Impact of Turnover on your Organization By Golden Opportunities.
Human Resource Management
Strategic human resource management involves designing HR systems that are consistent with the organization's strategy and goals. It includes recruitment and selection, training, performance evaluation, compensation and benefits, and labor relations. The goal is to attract and retain skilled employees to help the organization succeed. HR planning forecasts needs and availability of human resources. Training and development help employees perform jobs effectively now and in the future. Performance evaluations provide feedback to improve employee performance. Compensation and benefits reward and motivate employees. Labor relations involve negotiating with unions to resolve issues.
Empathize and define
1. The student discussed his experience transitioning from undergraduate studies in India to work experience there to pursuing an MBA in the US.
2. He noted major differences between the education systems, with the US system better preparing students for industry needs through tailored courses and emphasis on practical learning over just marks.
3. The student emphasized the need for students to focus on self-evaluation, understanding their interests and career goals, and taking their studies seriously to be ready for industry challenges like working in teams and under pressure.
iGEN - Interwork Between Gen Z and Employers - Results from Portugal
This presentation summarizes the results obtained in the first phase of the iGen project, in Portugal. This stage involve the administration of questionnaires, interviews and focus groups with youngsters belonging to Generation Z
The Employee Retention Handbook - by No-Fail Hiring
This document provides guidance on employee onboarding and retention. It discusses why employees often leave within the first 6 months, such as false expectations, lack of attention, and lack of appreciation. It then outlines an effective onboarding model that includes assigning a sponsor, preparing the employee's workspace prior to their start date, conducting orientation and training in the first week and months, and checking in regularly over the first year. The goal of onboarding is to help new employees feel connected to the organization, build relationships, and understand their role to reduce turnover.
Management perspective on Employment Gap
This paper defines what managers are looking for.
What are the required sets of skills on 21st Century.
Excellence through talent management eyad ramlawi
This document discusses excellence through talent management. It begins by outlining four stages of excellence from firefighting to competitive advantage through operations. It emphasizes that success relies on people, culture, processes and rewards. The document then notes challenges in talent management, including a growing gap between demand and supply of talent as experienced workers retire. It defines mentoring as a voluntary relationship where experienced employees accelerate learning for less experienced employees. The document suggests CFOs can be good mentors and talent managers due to their strategic exposure and insights. It outlines Alturki's value creation strategy and capital allocation model, which focus on shareholders returns, portfolio growth, talent efficiency and capital efficiency.
More Related Content
Similar to D.T - F.T.P
Empathy Map - Nilaventhan
This is presentation made for Stanford Design Thinking Action Lab Course - 2013 (Venture Lab-online course). This is part of an assignment for the course.
Employee satisfaction surveys
This presentation contains a list of close to 180 questions under 11 HR / Organisational drivers which can impact an employee.
The questions are highly objective in nature and leave no room for assumptions.
Please leave your feedback for improvisation and further updates.
Empahize and Define - Design Thinking Action Lab - Submission
A young man who recently started his first job at a large software company is having difficulties understanding the company culture and power dynamics. He feels anxious about new challenges and unsure about how his work is evaluated. Additionally, he finds it hard to work in a group setting and believes he is more capable than his coworkers. Due to a lack of feedback and guidance from older colleagues, he struggles to understand who he can trust and the informal leadership structure within the company.
Empathy map
Graduating students have high salary expectations that often do not match industry realities, making hiring difficult as companies seek the right fit. The company conducts campus interviews and has a training program to prepare new graduates for their requirements and industry standards, while also using recruiters and a job portal to find talented graduates to join their team.
School-to-work transition
The document discusses school-to-work transition for students. It focuses on a student in his final year of a bachelor's program in finance who has no work experience and is unsure of his career path. An empathy map is created to understand the student's perspective. He feels frustrated by the lack of practical experience provided by his university education and internship opportunities. Potential solutions are brainstormed, with the favorite ideas being free, practical MOOCs taught by businesspeople and increasing family involvement to provide incentives for students to learn. Prototypes are discussed for testing these ideas.
Empathy map for an hr practioner of the student to work path
The stakeholder is an experienced HR professional who has worked in recruitment and training roles at two major companies. When asked questions about their career path and experiences, the stakeholder described noticing differences in attitude between students from different school backgrounds. They indicated a need for more efficient applicant screening tools and processes.
Apresentação1 emphathize and define
The document discusses concerns about the university program and ways to improve career preparation for students. It notes that not all mandatory topics are helpful for career growth and that internships better prepare students for work. It suggests that universities review curriculum requirements, teacher backgrounds, and find ways to keep students interested in career development. More company internship programs would also help students mature in deciding their work areas.
Prototype & Test john
The document describes a prototype idea to help address the problem of older students struggling to find jobs after career changes or skills enhancements. The idea is to disrupt traditional hiring processes by using design fiction in resumes and applications. Specifically, job seekers would create fictional but realistic resumes and applications that highlight their potential and adaptability rather than strictly experience. This unconventional approach aims to get around employers' fixed ideas of the "perfect candidate" and exclusionary hiring methods.
Prototype & test john
The document describes a prototype idea to help address the problem of older students struggling to find jobs after career changes or skills enhancements. The idea is to disrupt traditional hiring processes by using design fiction as resumes and applications. This approach aims to get around employers' exclusionary tactics by reimagining the job search from the candidate's perspective and demonstrating potential through non-traditional means.
Competence provides a better measure of projecting potential
This is a sort presentation comparing competence and qualification as a measure of projecting of projecting potential performance on the job. This is my first upload. I hope you find it helpful.
Empathy map
The student has applied for jobs through traditional methods like visiting companies, uploading their CV to job sites, but has been unsuccessful in finding employment. They feel frustrated that getting a job seems to depend more on connections than skills or qualifications. The student also resents having to pay fees to hiring agencies and thinks the government is not doing enough to help recent graduates. They regret not choosing a university major more strategically and feel guilty about this. The student's problem is they need an innovative, free, and fair tool to effectively connect with employers as a job seeker since traditional methods have not worked.
Prototypes dt lab fpe
The social media-based learning center was successful, particularly the options to ask teachers and entrepreneurs for help. Providing tools and guidance throughout the business creation process helped reduce uncertainty. However, some had concerns about experts, peers, or teachers stealing their ideas or being unwilling to help. Meeting face-to-face may generate more trust and willingness to share ideas. The legal information was valuable since getting a student or work visa is very difficult, but the prototype needs refinement as it seemed boring and participants were skeptical of their chances abroad. Advice from successful Venezuelans and a directory of Venezuelan companies abroad could help.
Mónika Pogátsnik: The benefits of the Dual training for students, for compani...
The dual training model introduced in 2015 in the Hungarian higher education has become a focus of interest. The dual education students study in the institutional academic period together with the normal fulltime students at their higher education institute, and parallel to their academic education they participate in the practical training. It gives the students an opportunity to join a specific training program at an enterprise. Being involved in specific “operational” practical tasks and project oriented work enhances independent work, learning soft skills and experiencing the culture of work.
The dual form of training can be beneficial for all three parties: the student, the company and the university. The students can gain practical knowledge during their studies, facilitating better job prospects after the training, and their income can ease financing their training as well. However, it is important to note that participation in this type of training requires a certain degree of maturity, high level of motivation, because the coordination of work and study is difficult. For companies, this form of training allows them fulfilling their need for well-trained labor, and the transfer of knowledge ensures professional recruitment. Universities expect more motivated students, a regular lively cooperation with enterprises, and higher level of social awareness, recognition and increased interest.
Employee Retention CEO Conclave Era 2011
Making Employee Retention Strategy, Cost and Impact of Turnover on your Organization By Golden Opportunities.
Human Resource Management
Strategic human resource management involves designing HR systems that are consistent with the organization's strategy and goals. It includes recruitment and selection, training, performance evaluation, compensation and benefits, and labor relations. The goal is to attract and retain skilled employees to help the organization succeed. HR planning forecasts needs and availability of human resources. Training and development help employees perform jobs effectively now and in the future. Performance evaluations provide feedback to improve employee performance. Compensation and benefits reward and motivate employees. Labor relations involve negotiating with unions to resolve issues.
Empathize and define
1. The student discussed his experience transitioning from undergraduate studies in India to work experience there to pursuing an MBA in the US.
2. He noted major differences between the education systems, with the US system better preparing students for industry needs through tailored courses and emphasis on practical learning over just marks.
3. The student emphasized the need for students to focus on self-evaluation, understanding their interests and career goals, and taking their studies seriously to be ready for industry challenges like working in teams and under pressure.
iGEN - Interwork Between Gen Z and Employers - Results from Portugal
This presentation summarizes the results obtained in the first phase of the iGen project, in Portugal. This stage involve the administration of questionnaires, interviews and focus groups with youngsters belonging to Generation Z
The Employee Retention Handbook - by No-Fail Hiring
This document provides guidance on employee onboarding and retention. It discusses why employees often leave within the first 6 months, such as false expectations, lack of attention, and lack of appreciation. It then outlines an effective onboarding model that includes assigning a sponsor, preparing the employee's workspace prior to their start date, conducting orientation and training in the first week and months, and checking in regularly over the first year. The goal of onboarding is to help new employees feel connected to the organization, build relationships, and understand their role to reduce turnover.
Management perspective on Employment Gap
This paper defines what managers are looking for.
What are the required sets of skills on 21st Century.
Excellence through talent management eyad ramlawi
This document discusses excellence through talent management. It begins by outlining four stages of excellence from firefighting to competitive advantage through operations. It emphasizes that success relies on people, culture, processes and rewards. The document then notes challenges in talent management, including a growing gap between demand and supply of talent as experienced workers retire. It defines mentoring as a voluntary relationship where experienced employees accelerate learning for less experienced employees. The document suggests CFOs can be good mentors and talent managers due to their strategic exposure and insights. It outlines Alturki's value creation strategy and capital allocation model, which focus on shareholders returns, portfolio growth, talent efficiency and capital efficiency.
Similar to D.T - F.T.P (20)
Empahize and Define - Design Thinking Action Lab - Submission
Empahize and Define - Design Thinking Action Lab - Submission
Empathy map for an hr practioner of the student to work path
Empathy map for an hr practioner of the student to work path
Competence provides a better measure of projecting potential
Competence provides a better measure of projecting potential
Mónika Pogátsnik: The benefits of the Dual training for students, for compani...
Mónika Pogátsnik: The benefits of the Dual training for students, for compani...
iGEN - Interwork Between Gen Z and Employers - Results from Portugal
iGEN - Interwork Between Gen Z and Employers - Results from Portugal
The Employee Retention Handbook - by No-Fail Hiring
The Employee Retention Handbook - by No-Fail Hiring
D.T - F.T.P
- 1. - Recent graduates are woefully unprepared - Having technical skills isn’t enough - I wish they had more [practical] experience - Recent graduates lack the “fundamentals” - Their communication skills are very lacking - Their writing skills are even worse - I have to be available to make decisions for them - I also have to tell them what things to research - If I have to tell them how to analyze the data, what good are they to me? - They went to school for four years and we still need to train them on the basics - Many of them expected salaries (or raises) beyond what they are realistically worth - It takes a long time to bring most of them up to speed, to become “average” - New hires are more concerned about their job title than production - It was easier 20 year ago - College isn’t preparing students for the real world - Applicants who are recent graduates do not have the necessary business skills for the position they are applying for - The employees shouldn’t need to be told what should be researched to solve a problem - There are basic skills necessary in order to be productive which the applicants lack - Good verbal skills are necessary in order to communicate thoughts and ideas effectively - The quality of the applicant’s writing skills are also important but tend to be worse than their verbal skills - A lot of time is needed by management to make decisions that the employee should be able to make themselves - Having “real world” experience would be beneficial - Employers don’t enjoy doing the work that they hire the employees to do - Employers expect for colleges to product highly prepared potential employees - Applicants do not have the busy savvy necessary to be successful - This survey was administered via the telephone so no observable actions by the subject are available - Employers feel short changed when they have to micromanage their new employees - Employers don’t feel that the potential employees are worth the salaries they are asking for - Employers feel that the return on investment of new hires takes too long to mature - Employers feel that new hires are more concerned about status than performance - Employers feel that the typical new hire will be average at best - Employers feel that there has been a decline in the abilities of new hires over the last 20 years - Employers feel that college is not producing the quality of employee needed by today’s employers SUBJECT: Participant #4 is a successful, seasoned and very capable business owner that is frustrated that there is an abundance of highly educated but unqualified applicants looking to join his organization. PROBLEM: Participant #4 needs its recent graduate applicants to be more qualified JUSTIFICATION: Insuring that recent graduates have not only the skills but the qualities necessary in business will better prepare them and the business for potential success SAY FEELDO THINK