The stakeholder is a technical leader looking to build a multidisciplinary team of young engineers. They say the hiring process involves publishing broad technical requirements, inviting resumes, shortlisting candidates based on interesting work experience, and conducting half-day interviews with multiple interviewers to get different perspectives. They typically receive 1000+ resumes, interview 30-40 candidates, and make 10 offers, with most hires working out except a couple exceptions when the interviewer group was split. The stakeholder thinks attitude matters more than aptitude and is willing to train candidates. However, the current process is exhaustive, time-consuming, subjective, and not scalable.

1. Empathy Map
School to Work Transition

2. Stakeholder
• Very experienced, highly skilled and
passionate technical leader, with hands on
experience on multiple technologies trying to
build a multidisciplinary team of young
engineers to develop a product

3. Say
• How do u start ?
– start by identifying the needs of the project team, publish
requirements
• How do u define requirements ?
– keep it broad, but relevant technical areas
• What kind of candidates you look for
– Want generalist who works in and can be trained into multiple roles,
do not want specialist
• What is the process.
– Invite resumes. I look for what interesting work they have done. Based
on that short list candidates
• What do you look for in candidates ?
– Problem solving skills
– Hands on experience
– Ability to work in team. They should be really nice to work with

4. Say
• Interview process ?
– Typically more than half day.
– Multiple people interview the candidate
• Why multiple people
– To get different perspective
• How do u choose interviewers ?
– Different areas but related to candidate’s expertise
– I know them well and trust their judgement
• Selection
– Mostly consensus
– If group is split we may for another round of interviews. If not positive, drop the candidate
• Statitics
– 1000+ resumes
– 30/40 interviews
– 10 offers
– Happy with almost all except couple of exceptions
• Unhappy cases are where group was split

5. Do
• Scan resumes
• Choose interviewer
• Brief them about candidates
• Arrange interview
• Collect feedback
• Assemble and decide on selection

6. Think
• Stake holder is very clear about what qualities he
expects from candidates
• Puts lots of efforts in choosing them
• Is clear about priorities, for example
– attitude matters more than aptitude
– Read to invest time in training
• Flexible about candidates areas of interest. Stakeholder
wants to keep options open
• Amount of efforts put in the process is high
• Among chosen candidates most of them turned out to
be good

7. Feel
• Process is exhaustive.
• Most of the selections were good.
• Needs lots of efforts in choosing candidates.
• Time spent is high
• Success depends on the skills and judgments of
interviewers.
• Choosing Interviewers also needs careful
assessment
• It is subjective assessment
• Is not scalable.

8. Problem statement and Insight
Problem statement
Very experienced, highly skilled Technical leader,
trying to build a multidisciplinary team of young
engineers, Needs ways to improve efficiency and
efficacy of hiring process without compromising
quality of hiring.
Insight
• The current process though working well, needs
lot of time from many skilled individuals and
depends on subjective assessments.