Synergy meeting - recruitment education

Agenda of the meeting : Agenda of the meeting Introduction Talent planning Talent marketing Talent selection Planning the recruitment Implementation Tracking of the recruitment

1. Autumn Recruitment Evaluation : 1. Autumn Recruitment Evaluation

To continue : To continue Recruitment events Various communication channels Show enthusiasm about AIESEC Use your resources wisely [few people and finances] To be improved Build a clear member profile and use it in promotion Set a clear final responsible who will be tracked by the LCP [OCP or VP] Use clear selection criteria Have a back-up plan when the application goal is not reached so we can generate some solutions to reach the goal in the end

Process of recruitment : Process of recruitment

2. Talent planning : 2. Talent planning

What is talent planning? : What is talent planning? Talent planning is the process of creating a simple and clear profile that defines our target or the people we need to recruit in AIESEC at a specific point of time. Talent planning is the key to ensure we attract the right people to AIESEC, especially the people we need to be able to create the desired leadership and exchange experiences.

Synergy : Synergy Think about the logical flow of Talent Planning –> Targeting –> Promotion –> Induction –> Allocation processes as one process chain. If you do so, it will be much easier to understand and follow the linkage between 2 parts of the process chain. Another benefit is that you will be able to handle your process chain more flexibly. TALENT MANAGEMENT COMMUNICATION EXCHANGE

Why do we do talent planning? : Why do we do talent planning? Attracting the right people to AIESEC Sending a clear and strong message towards our defined target Improve our communication channels and filter our recruitment messages.

Talent planning steps : Talent planning steps How many members do we have now? What kind of members do we have now? How many members should we recruit? [retention rate also] What kind of members should we recruit?

Output : Output At the end of talent planning, you should have the FINAL number of people you want to recruit in your LC and their general PROFILE.

3. Talent Marketing : 3. Talent Marketing

Who is responsible for promotion? : Who is responsible for promotion? Communication area is responsible for promotion How to measure results of promotion??? It means that Communication VP or Team leader is responsible for number of applications received during promotion

Talent marketing : Talent marketing Talent Marketing is about ensuring that we attract proper people into organization. Why do we need talent marketing? We need to have the right people in the organization to perform and to set up a culture of excellence. With the right people we can achieve more of our goals, involve more organizations partnering with us and build up a stronger image in the campus we are working in.

Objectives of Talent marketing : Objectives of Talent marketing Strengthen the focus on who we are attracting to AIESEC an how Increase alignment of people marketing to reflect the Brand Experience and AIESEC experience Increase understanding of how positioning to students fits into different student realities

Process of Talent marketing : Process of Talent marketing 1. Segmentation Understanding the reality of the students at your university is the first step. What are their interests? What do they care about? What do they study? Which extracurricular activities they join? Group them based on common characteristics that will help you matching them with your Talent Planning. 2. Targeting Once you have group the students of your university, select the segments where the Talents are. 3. Positioning Understanding the segment that you are targeting will help you to: Package AIESEC XP attractively for the talents Find the right elements of Brand Experience to promote AIESEC Use the right channels to reach the talent

1. Segmentation : 1. Segmentation We have a target profile (portrait) of potential AIESEC member – see AIESEC member profile developed by Alex ? . You customize it according to LC needs

2. Targeting : 2. Targeting Here you define to WHOM you will promote in order to attract people that we need (member profile) Answer next questions: What background of student will satisfy your target profile? What specific course/subjects would they study? What are their needs? Based on your university, is this segment large/strategic ? For this you will use a marketing research done about universities, backgrounds and year of study. Form this research you will choose your TARGET – specific background and year of study to make your promotion activities more specific and focused only on that people whom we need in our organization but not for everybody. ,

3. Positioning : 3. Positioning Consists of 5 important steps: 1. Key messages: What we are going to say 2. Format of the campaign 3. Channels of Communication 4. Timeline: When we will do this 5. Evaluation

Slide 19 : Step 1. Key messages: Will be developed from national level to attract long-term and short-term members – 1st of december 2009 Step 2. Format of the campaign: will be developed from national level and adjusted on LC level – 1st of december 2009, marketing materials – 8th of december 2009

Step 3. Channels of communication : Step 3. Channels of communication On Campus Promotionread more at Rock your campus wiki http://aiesec.net/content/viewwiki.do?contentid=10060444 Posters Flyers Brochures , leaflets T-shirts/Caps / pens AIESEC presentation (CD) AIESEC stalls/desks/kiosks Classroom presentations Word of mouth/Coffee Talks AIESEC Information Seminars Off Campus Promotion Website Social media (Facebook, Twitter, Flickr, YouTube, etc.) Blast emails Radio/ TV spots Print articles Word of Mouth Promotion at common hangout places of Target Audience (e.g. clubs, cafes, student dorms)

Slide 21 : Step 4. Timeline: create your step-by-step promotional plan Step 5. Evaluation: Brand audit will be developed from national level to conduct it on local level – 15th december 2009

Wrap up of the role of Talent marketing during recruitment : Wrap up of the role of Talent marketing during recruitment At Talent Planning you defined WHAT kind of and HOW MANY new talents you need At Targeting you drew up a map about HOW you want to get your new talents NOW you do PROMOTION – use your map and go through the path of getting new members into your LC. After promotion, you begin the Induction process Finally you fit your new members into your LC structure – you allocate their pieces of puzzle in the big picture!

National campaign : National campaign Concept – 1st of December 2009 Marketing materials – 8th of December 2009 Supporting materials and guides – 15th of December 2009

Important links : Important links Talent planning and targeting http://aiesec.net/content/viewwiki.do?contentid=10010287 Talent promotion http://aiesec.net/content/viewwiki.do?contentid=10032757 Rock your campus! http://aiesec.net/content/viewwiki.do?contentid=10060444

4. Talent selection : 4. Talent selection

AIESEC UiS member profile : AIESEC UiS member profile

What is the general profile of the AIESEC Norway member? : What is the general profile of the AIESEC Norway member? The basic profile [depending on the area competencies also] is what every member should have minimally to be able to join the organization. Without this, the person is not ready to join and should not be selected at all. Main criteria for members

Motivation to join AIESEC : Motivation to join AIESEC Willing to go in an internship in the long run Able to see AIESEC benefits for own development Motivation to join AIESEC

Time availability : Time availability Willing to devote time for AIESEC activities Able to have clear major priorities Basic Time management skills Time availability

Skills and background : Skills and background English knowledge PC skills Team Work Specific knowledge for each functional area, depending on interests Academic background Skills and background

GCM : GCM Self awareness Commitment to results Effective communication Flexible thinking GCM

AIESEC UiS member profile : AIESEC UiS member profile When will YOU have your final member profile?

Selection in AIESEC UiS : Selection in AIESEC UiS

What is selection? : What is selection? Selection is the process that comes just after Talent Promotion, that aims to select the right talents to the organization. We are not looking for the best people in general but we are looking for people who will put in their best for AIESEC. This means selecting people who would get well with AIESEC’s culture, would be inclined to participate in AIESEC’s activities and who would have a deep sense of commitment towards AIESEC’s goals & would be able to relate to them.

Why do we do selection : Why do we do selection Get the right people into the organization Improve retention rate Invest our resources in the right way Create a strong pipeline for the next term Create a culture of excellence Position AIESEC as talent organization Have a good start in building the AIESEC experience

Who do we select? : Who do we select? We select the people described in our Member Profile

AIESEC Norway selection : AIESEC Norway selection Application form [based on GCM] Interview [based on GCM] Assessment center [based on GCM]

Selection process : Selection process Setting the right expectations during promotion Application form Assessment center – setting the right expectations Interview – setting the right expectations and clarifying any misunderstandings for the candidate Announcement

What are the right expectations? : What are the right expectations? Defining the clear selection process Commitment to AIESEC Mandatory participation to induction Participation to meetings and conferences Details about allocation Details about functional area work

Who is responsible of Selection? : Who is responsible of Selection? Selection is a talent management process and the final responsible of it is the VPTM. The execution of selection is NOT just the responsibility of the VPTM, but of the entire EB [holding interviews, assessment center, final decision] The LCP needs to have an overview on what is happening during selection and be prepared to implement Plan B, if needed

5. Planning the recruitment : 5. Planning the recruitment

6. Implementation : 6. Implementation

Slide 43 : What needs to happen during promotion?

Slide 44 : Role of the OCP for promotion – to ensure that all logistics will be provided and members involved into recruitment will execute it.   Arranging events:   1. Schedule classroom shouts and devision of responsibilities . Ensure that members promote 2. Schedule promotional stands and devision of responsibilities. Ensure that members promote 3. Book classrooms for AIESEC info meeting, shedule time and responsibilities, ensure all the logistics during aiesec info meeting   Marketing materials 1. Print materials 2. Give to the responsible members 3. Print application forms to have them during stand, classroom shout or info meeting

What needs to happen during selection? : What needs to happen during selection?

Slide 46 : Announce ALL applicants about the next steps Collect AFs Prepare the observers and interviewers Announce the people who were not selected Book rooms for selection Schedule the AC with the people who were selected after AFs Announce the observers and the candidates the DATE and TIME of their AC – get confirmation Announce the ones who were not selected after AC Schedule the Interviews with the ones who passed AC Announce the interviewers and the candidates the DATE and TIME of their interview – get confirmation Announce the candidates who passed the interview the next steps Announce the unsuccessful candidates and offer feedback

7. Tracking of the recruitment : 7. Tracking of the recruitment