The use of Ideation o in Design thinking to solve problems

1. Ideation for Design Thinking

2. Problem Statement DT :
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
Revision of The Problem statement :
Stakeholder needs to frame the process to be able to select
applicants efficiently and cost effectively for the company
she works in

3. Solutions : 50 ideas to solve the problem

4. 1) She needs a checklist
2) She needs to connect with established websites on data verification
3) She needs to establish procedures on processing applications
4) She needs a process map
5) She needs to cross validate with other HR practitioners her procedures
6) She needs to check the internet for possible solutions to her process
7) She has to confirm with HR Associations about the normal processes
8) She needs to develop 2 or 3 procedures and do a split test as to which
procedure is more effective
9) She needs to go back to the old ways of checking the applicants
10) she needs to track the costs components of Her procedures in order to
create the integration of costing

5. 11) She needs to combine step 9 and step 10 in order to choose wisely and
at the same integrate the cost
12) She will need to use dice or a bottle in order to guess whether such a
style will be applicable to her.
13) She needs to visit the applicants whom she believes is telling the
truth in order to validate the information
14) She needs to develop a scenario testing system in order to find out
which of the applicant will exhibit intelligence
15) She has to find out the parents , friends and school mates and
relatives of the applicants to validate information
16) She will ask embarrassing questions to the applicants in order to test
them of their composure and how they react to embarrassing
questions.
17) She has a person with a third eye in order to draw and select the right
persons.
18) She is going to call her professors and parents in order their guidance
in making the right choices
19) She's going to make preconditions and see whether the applicant
would agree to her terms of validation. if they dont agree , drop them
20) She is going to make unreasonable offers to the applicants and see
whether anybody is respond to her offer.

6. 21) She is going to select one type of applicants based on her preferences and will only
select applicants based on possessing all her preferences.
22) She will use The Standard Psychological tests and use scenario testing and social
marketing such as facebook twitter and linked in to make her choices
23) She can post this problem in the social networks like facebook, twitter and linked
and she could ask for suggestions on how to go about solving it.
24) She can post in google groups and asked from feedback
25) She can search in google forums and later join the selected forums and wait to pos
those forums
26) She can run a contest in the social networks and later give several small prizes to
whoever comes in with the best solutions to her problems
27) She can have an ad in the local newspapers and magazines and ask several contrib
for suggestions
28) She can organize a national seminar on how to select applicants in the newspaper
later ask the sponsors to couple with the latest
updates on human resources to generate a lot of interests coming from the public
29) She can ask the software people in her company to design a selection software tha
would aid her in selecting employees
30) She can frame the process as an iterative software that can produce a program for
choosing the best profile of applicants and then
use the results of that software to select the applicants

7. 31) She can frame the process as a project management application and later
work on groups of targeted profiles to generate the list of needed people from
the batch of applicants
32) She can outsource the tasks to a People search company and pay that
company for results generated
33) She can Select people based on nationalities and use this process to select
people who may fit her selected profiles
34) She can partition the whole selected process into several parts and outsource
to other recruiters so that none of them gets the total process scheme
35) She can segment the applicants by age ranges starting with 20-30's , 30-40's- 40
t0 50's and later compare the results of such segmentation
36) She can post an ads on the newspapers and social networks and people will
only be entitled to an audio interview. Based on the audio interviews . she can
select the applicants based on scenario testing who answers with the most
intelligent answers (similar to the VOICE Competition where the applicants are
judged on the intelligence of their answers ,not on their credentials and not on
their looks)
37) she can use a military style of selecting applicants based on their physical
strengths , and based on physical capacities

8. 38) She can use a game of chance where each applicants have
coupons and if chosen , the applicant is chosen
39) She can design the process as a decision tree and as the
applicant goes through the process tree , she can select applicants
who passes the steps involved in the decision tree
40) She can create a website where applicants can enter a game or
selection procedure and if the applicant is intelligent enough
he/she can progress to the next stage until she finishes or fails that
stage.
41) She can design different types of puzzles where applicants have
to solve a particular set of puzzle . If successful, then applicants
goes to the next level until he/she succeeds or fails the puzzle.
42) She can design the process as an art contest where the visual
skills of the participants in presenting their ideas to scenario
testing and is based on the best visual skill presentations.

9. 43) She can sponsor a contest wherein a selected group of applicants are
joined as a team and later subjected to a whole set of physical and mental
games and the team that wins those games are selected and the all the
individuals of that team are selected for the company.
44) She can sponsor similar to a HUNGER game contest wherein the
contestants have to eliminate one another and the remaining top 10
people are chosen
45) She can only process applicants coming from the top companies and
top schools and makes the selection process based on those criteria
46) She only processes applicants who have finished the Stanford Design
thinking courses.
47) She can process applicants who have finished coming from all
American Design thinking courses
48) She can process applicants who have finished coming from all
European Design thinking courses
49) She can process applicants who have finished coming from all Asian
Design thinking courses
50) She can frame the process as an internet course where all the graduates
with recognized certifications are chosen.

10. Idea Selection: Out of all the ideas I
generated, I selected three ideas
according to the following criteria

11. i. the most practical idea (one that could be easily implemente
She needs to establish procedures on processing applications : such as :
a)She will use The Standard Psychological tests
b)use scenario testing
c)Use social marketing such as facebook twitter and linked in to make her choices
d)Use Data verifications using friends of applicants ,use the school counselor for
checking of references and old employers
The use of these resources serves as a strong foundation to make her selection
efficient and cost effective for the company she works in without violating the
boundary limits that the company has set for her. As to the costs involved in
implementing these processes, it would not add up to her department costs and sh
will be able to observe proper cost reporting . The only parameter which has to be
controlled is the time constraint set to implement such procedures and ultimatel
affect the costs whether this process has to be applied across all applicants.

12. ii. The most Disruptive Idea
The most disruptive idea is a combinations of ideas which will include ideas
8) She needs to develop 2 or 3 procedures and do a split test as to which
procedure is more effective
29) She can ask the software people in her company to design a selection
software that would aid her in selecting employees
30) She can frame the process as an iterative software that can produce a
program for choosing the best profile of applicants and then
use the results of that software to select the applicants
4) She needs a process map
5) She needs to cross validate with other HR practitioners her procedures
6) She needs to check the internet for possible solutions to her process
The use of this disruptive idea is a combination of the ideas
presented in the first section . What is disruptive is the use of
technology which is the implementation of the software and the
cross validations from other HR practitioners and the use of the
internet in data verification

13. iii. My favorite idea (one idea that I am excited
about )
Combining step 3 and step 10 )
3) She needs to establish procedures on processing
applications
10) she needs to track the costs components of Her
procedures in order to create the integration of costing
The idea of integrating the costs to the procedures means she can
use different strategies and the costs associated with it
and the capacity to split these process for evaluation later on as to
which strategy is effective and low cost.

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