4. Say
• I need a person with superior work ethic
• I would value somebody who isn’t afraid to get their hands
dirty and get things done, to learn on the job and unlearn
what they taught them in school
• I expect a new hire to be customer-oriented, not self-serving
• I am not sure if a degree from a good university guarantees
that a person is ready to take on the job
• I want to know how to choose the right person for the job
before hiring them
• I do not need a superstar student – I need someone who is
passionate, capable and works according to the priorities we
agree on
• I think universities should offer courses to prepare students
for the workplace, based on real-life projects (something like
“The Apprentice”) and not academic grades
5. Do
• Interviewing
• Participating in assessment centers
• Supervising new hires closely to verify their fit with
the company and the team
• Recently let go a non-performer by gathering factual
evidence
6. Think
• Students are in general not well prepared for the
workplace
• Incentives for academic performance (grades,
ranking, contests) are not aligned with performance
in a workplace
• Job candidates need to show soft skills with
evidence, probably obtained through extracurriculars
• Attitude and disposition are more important than
academic and technical capability
• Universities offer and academic ivory tower, with few
“real-life” experiences
7. Feel
• Nervous about hiring the wrong person
• Proud of her own experience and achievement in the
workplace
• Unsatisfied with the current talent pool (millenials)
• Frustrated when she has to let someone go soon
after hiring them
9. Problem Statement
Ingrid, a super-busy, hard-driving and experienced
marketer needs a way to increase her odds of hiring the
right person because she feels like she cannot afford to
make mistakes when she is bringing a new member to
her team.
