Hiring managers need a way to hire candidates with both soft skills and job-specific skills quickly so they can be productive contributors. Some ideas are structured interviews exploring soft skills, partnering with universities to emphasize soft skills training, internships to test candidates, and developing standardized methods to assess skills based on experience. Other suggestions include simulated skills testing, clear expectations setting, and social media recruitment. The overall goal is finding well-rounded candidates equipped to transition smoothly into productive new roles.

1. Problem StatementSTAKEHOLDER needs a way To ________(PROBLEM/NEED)____ Because ____(INSIGHT)_____
STAKEHOLDER
need
to
PROBLEM/NEED
because
INSIGHT
Hiring managers
hire candidates
with both soft and
specific job related
skills
they can quickly
become productive
in their job and
contributors to the
company’s growth

2. Ideas 1-10
Structured interviews, that explores soft skills such as interpersonal, problem solving, etc. Including
questions like “Share with me a situation where you had to [describe situation they would encounter in the
job the mgr is hiring for]”
Partner with universities, to help them know the importance of these soft skills
Universities curriculum include interpersonal skills requirements in addition to the standard academic
requirements
High schools programs that help students understand what is needed in a workplace, balancing people
and performance like skills to academic knowledge
Recruiting services that hiring managers can engage to find candidate matches
Web-based application / service like “match.com” for employers and students/potential candidates
Have structured play dates! Opportunity for mangers to have current employees socializes with
prospective candidates in a semi-structured environment, to ensure that there is opportunity to explore the
type of social skills needed.
Develop a standardized method to score skills based on experience and individual and peer
Interpersonal Skill detector (like a lie detector!) – when interviewing a candidate, the skill detector can
determine if it is a natural behavior or a fake one!
Automated hiring matching system. System that takes input from hiring manager and other company
stakeholders (people that will work with new hire) and would generate the perfect job and skills
requirements, and can automatically scan the internet (including universities career programs) for a
matches. Matches will come back scored by skill areas in job requirements.

3. Ideas 11-20
Develop two types of standard test that candidates take. A content/academic/job specific knowledge
area skills test (i.e. electronics, networking, programing, etc) and an interpersonal skills test (i.e. working with
others, leadership, innovation, communications, etc)
Internships – good test run for both student and company
Internships as a graduation requirement (part of the curriculum)
Internship Rotations – student opportunity to experience (and learn) multiple types of careers and they type
of requirements needed
Course on choosing careers – beyond just what the career is about, but the requirements to succeed in
such career, as well as the potential financial return for the career. (i.e. a degree in history may align with
student’s passion, but not with the lifestyle and money they will need)
Career Prep-Schools – Like college prep high schools. Career prep universities will focus on all skills
required for a job and a successful transition into a job
Holodeck Situational Testing – Like Star Trek’s holodeck –Allow student/candidate to perform in a safe
simulated virtual environment
Brain scans are your resume
Crowd-source the hiring process
Productivity Measure – develop measure on how productive a person is.

4. Ideas 21-30
Future Magic Ball – see the future, know what it will be like 6 months after you hire someone, before you hire
them!
DNA code for skills – identify the DNA for certain personality traits. Hire based on DNA.
Memory Melds – transfer knowledge between current employees and new hire through memory mind-melds in
minutes (vs. months and years of information exchange)
Build-a-Hire: build your own new-hire robot that matches all the soft and job skills needed.
Ask WHY 7 times! – during interviews, do deep probing by asking why multiple times which will get you to the
core of their intentions.
Just do it – don’t overthink: short burst of hire/work/ with no fire consequence
Recruiting broker – service organization that works with various sources (including other recruiters) to broker
candidates that match job requirements
Hire all qualified candidates – and keep only the one that works the best!
Recruiting fees to colleges - for every hire from a college, a fee is paid to invest in career development of
students.
Genetically enhanced humans – well rounded interpersonal and knowledge.

5. Ideas 31-40
Invisibility Cloak – observe job candidates in natural setting.
Use Instinctive Drive ( I.D.) System (created by Paul Burges-Link-UP International) at universities. Match
job openings to prospective candidates I.D.
Employee referral programs – provide incentive for employees to refer candidates that match the job
requirements
Transition Incentive Program – incentive payout for a fast transition of a new hire into the company. This
incentive is for the new hire and stakeholders (people that needs to work with the new hire )
New employee program – checklists, resources, support group meetings,
Manager of new employee program – checklist, resources, training
Company Culture training for New Employees – how things are done in the company, what is good, not
good, what is valued, etc.
Goal setting process – Mgr sets initial goals and talks to overall company goals ..tie how the new hire
contributes to company growth
Clear Expectations – an easy way to set clear and consistent expectations from manager… easy for new hire
to understand what is expected of them, and what is expected if they don’t deliver
University Teacher and Business Manager Relationship – help university leaders understand the current
business drivers as well as future directions and current challenges, so they can prepare the students or next
generation of workers.

6. Ideas 41-50
Campus Visits – Companies visit campus to observe students in action, in their natural environment.
Social Media – use a combination of Twitter, Linked-In, Facebook, and other social media to post job
opportunities.
Big Data Mining – Mine internet data, social media, recruiting content to find perfect match to jobs
Do YOGA – for clarity of mind and decision making
Meditation Practice at work – allow time to regenerate and be more productive
Alternative collaborative workspace design – no cubicles or offices, open for collaboration and sharing of
ideas.
Mentors & Buddy System – partnering of new and veteran employees to mentor and help transition into job
Interpersonal skills training – send new hires to interpersonal skills training early in their career
Manager Training on How to Coach – train managers on how to coach new hires, specially the GenY
geration.
Orange and Yellow Paint in the workplace- Orange is said to inspire creativity and enthusiasm; and
Yellow is said to inspire creativity, imagination and inspiration.