Selection for Leadership&Selection for Exchange : Selection for Leadership& Selection for Exchange
Agenda : Agenda Why selection?
Talent Planning
Profile designing
Profile for Leadership Role
Profile for Exchange
Designing the selection process
Attracting right people
Selection and follow up!
Slide 3 : To enhance Culture of Excellence
To make sure we have the right people fulfilling the roles we offer as an organization
To have the common and objective approach towards people applying for the positions Why selection?
Slide 4 : Talent Planning
Slide 5 : What is the LC/MC goal for Leadership/ OGX?
What is the current number of members on LR/X stage?
What is the pipeline of members who will move for LR/X in the next term/next operational cycle?
What is the students’ market in my city/country? How can I capitalize on the trends on students’ market? Talent Planning
Profile designing : Profile designing
Slide 7 : Profile for Leadership Why competencies based profile?
Competencies as set of behaviours Behaviours Knowledge Experience Personality Abilities Values and Rules Interests Skills
Slide 8 : Why competencies based profile? It is easier for us to assess the student and his/her predispositions more precisely.
It assures greater alignment between knowledge, skills, interests, needs of the candidate and AIESEC.
It help us to track members development since the very beginning, so we will be able to measure the impact and development in the next stages.
It will let us to make the connection between personal and organizational goals.
It makes it easier to identify the attributes of the candidate and suit what we can offer with his/her further development
Slide 9 : Motivation
Specific Skills/Knowledge (only in case we have very specific JD to cover, e.g. IS Coordinator)
Background of the person (in case we recruit them from outside the organization – fast track – we may plan what the goal for the members’ diversification is)
Other – Any ideas? Other Criteria
Slide 10 : Profile for eXchange GCM Competencies
Background of studies (what are the pools where there is the biggest need for EPs now?)
How long can the person spend abroad? (What are the most popular durations of internships available?
Previous experience – needed for certain type of the internship
For Supply and Demand Management check: Available Forms Tracker, Manage Forms section in myaiesec.net)
Motivation
Languages
Slide 11 : Designing the selectioin process Start with the profile – how can I assess if the candidate has the desired competencies and qualities?
Prioritize the criteria – which competencies are the most important in my country/LC?
What is my internal capacity? What kind of resources I have, how many people I can use to run the process?
It is not about: Is my process very complicated?
It is about: Is my process effective enough? Make sure it doesn’t take too long and allows people to enter the position smoothly.
Slide 12 : Different Selection Tools Application
Not too simple, not too complicated! Group Exercises
Enable you to see the behaviours in action
Especially if we know the person will be working in a team/leading a team Interview
Use the STAR Method (Situation, Tasks, Actions, Results) to refer to past activities in when candidate presentet certain competency
Enables you to get to know the candidate better!
Slide 13 : Different Selection Tools Case studies
To assess certain competencies e.g. Analitycal thinking Group discussion
To check the interests in different issues
To assess certain competencies e.g. Analitycal thinking
Slide 14 : Attracting the right people! Requires close cooperation between TM-X-Communication
Marketing plan has to be coherent with talent plan and LC goals
Right background of students
Desired year of study
Constant tracking: what kind of message is sent, how it should be constantly changed as the opportunities we offer change.
Internal promotion
Attracting our current membership to take next steps in AIESEC – X or L
Use I am an AIESECer Campaign! Use it wisely to attract the right people!
Slide 15 : Final selection and Follow Up! Make sure each candidate is assessed by more than 1 person.
Meet with the selection board and make the decision together – be as objective as possible, don’t judge basing on your feelings or personal opinion.
Inform the chosen candidates about the decision, inform the rejected ones as well!
Give them feedback! (also the rejected one – let them remember the selection process as a learning process)
Now you can enjoy having more high quality L and X experiences happening!
Slide 16 : Useful resources TMU Campaign: Selection
http://www.myaiesec.net/content/viewwiki.do?contentid=10017142
TMU Campaign: Selection for Leadership
http://www.myaiesec.net/content/viewwiki.do?contentid=10005770
TMU Campaign: Selection for Exchange
http://www.myaiesec.net/content/viewwiki.do?contentid=10005769
TM-OGX-Comm Synergy|AIESEC in Poland
http://www.myaiesec.net/content/viewwiki.do?contentid=10034161
Slide 17 : Questions?
Ask them now!
Or find me at:
Email: elzbieta.banasiak@pl.aiesec.org
Skype: e_banasiak
MSN: ela.banasiak@gmail.com
Slide 18 : On behalf of TMU 0809,
tmu@ai.aiesec.org
Thank you!