Slide 1 : Recruitment:
"From Selection to Goal Setting" A production by the TMU Gen 2010 unit
Slide 2 :
Slide 3 : Magical
Recipes?.... Let’s learn with TMU!!!! Nop!
Objectives Selection and Induction : Objectives Selection and Induction Understand difference between Selection then Induction.
How to select and induct the right members for Gen2010 - Smart, Savvy, Strong and Fast?.
Know GCPs for intense/short induction to induct people and allocate them faster.
Introducing Mark : Introducing Mark We’ll use Mark as an example for Gen2010. He’s 20 years old and an engineering student
Recruitment: : Recruitment: Is the moment to build a healthy pipeline within the organization and ensure our sustainability. Is a strong “change by generation”
Processes from I2@ to TR stage : Processes from I2@ to TR stage
Talent Selection : : Talent Selection : Refers to the process of finding the right people for the right job or function. Yeh, help me get into something I like!
Talent Selection : Talent Selection Question:
How many members and what kind do you need to recruit? Gen2010 is Strong
Step by Step: : Step by Step:
Talent Selection Tools : : Talent Selection Tools : Selection based
on Competencies:
Talent Induction: : Talent Induction: Is the process where the new members receive all the tools to start their @XP Is about providing members with the right type of information & activities in order to ensure their fast activation and building a deeper understanding of AIESEC
Induction framework : Induction framework
Slide 14 : AIESEC Induction Seminar Hmm, what is the seminar going to be about? Mark
Engineer student
20years old
Important Tools: : Important Tools: MyAIESEC.net Education is a key element of the induction process It is very important to educate them on the GLOBAL COMPETENCY MODEL
Education for New Members in myaiesec.net : Education for New Members in myaiesec.net
GCP : : GCP : Turkey
National Structured Induction Guide 09
http://www.myaiesec.net/content/viewfile.do?contentid=10097393 Hungary
National Selection
http://www.myaiesec.net/content/viewfile.do?opern=next&contentid=10093377#
National Induction Conference
http://www.myaiesec.net/content/viewfile.do?opern=next&contentid=10101724
Teach Conference 2009
http://www.myaiesec.net/content/viewfile.do?opern=next&contentid=10111880
Going further with Recruiting GEN 2010 =Successful Allocation + Goal Setting : Going further with Recruiting GEN 2010 =Successful Allocation + Goal Setting
Slide 19 : Allocation and Goal Setting - Objectives How to allocate people in the right place?
How to allocate to achieve 2010?
Allocation based on larger structures – increasing ST LR positions and having different teams
Middle Management structure (overview)
T Goal Setting -> T Allocation : T Goal Setting -> T Allocation
Slide 21 : Hm, now I know what AIESEC in Indonesia works on. Interesting? Can I go there for exchange? {Induction} Goal Setting session
Slide 22 : Library of Opportunities
Slide 23 : GEN2010 is SMART! SMART JOB DESCRIPTIONS ! Newies can choose
up to 2-3 LC projects
they’d like to work in/
Know more about.
!! The decision of members and this application should have as main focus the competencies, skills and personal objectives members will fulfill based on the JDs descriptions, not in the area or position by itself.
Slide 24 : OGX team member? Meet new interns from Brazil,
Singapore and Greece Mark decides what opportunity to GRAB! Development Internship in … National Conference in 1 week ICX team member?
Slide 25 : Activities Mark enjoyed doing in:
ICX team: Reception team- he picked up interns in the airport, walked around the
City, hosted internal Global village for them, and learned how to dance Salsa! OGX team: held 2 information
Evenings in 2 universities,
Presented culture of Singapore
In his technical university Hm, so what should I choose? What interests me more?
Slide 26 : ALLOCATION MATCH WITH AREAS PROFILES GEN2010 is FAST! TR LR X
Slide 27 : 1-2 months later… Sales team Reception team Learning Environment:
Identify your members’
needs Team coordinator:
Short term LR XP Alumni coordinator Gen2010 is Savvy - ALLOCATION REVIEW
Check points: - Plan strategically, i.e. Be SMART. - Review and Track, i.e. Be SAVVY. - Diversify your Talent Pipeline, i.e. Be STRONG.- Act Sustainably, i.e. Be FAST. : Check points: - Plan strategically, i.e. Be SMART. - Review and Track, i.e. Be SAVVY. - Diversify your Talent Pipeline, i.e. Be STRONG.- Act Sustainably, i.e. Be FAST.
Slide 29 : Mark’s AIESEC XP
In 7months:
ICX active team member
Reception team coordinator
OCP X team
2 national conferences attended
1 international seminar attended
Plans to apply for EB role
After his 3 months Development
Internship in Kenya
DO'S AND DONT'S : DO'S AND DONT'S DO'S
The process should be clear for the members since they got in.
Implement a coaching system to support members allocation in teams.
Have all the previous processes in order: planning, recruitment, induction.
To have the commitment of all the EB members and project leaders.
Try to understand members preferences when reviewing applications and know that there is not good or bad answer.
To use individual assessment tool to measure competencies before allocation.
Present concrete opportunities, and promote opportunities by the development members will have.
Keeping it simple :) DONT'SOver promote or compete between areas and projects.Do allocation without talent planning and competency assessment.
To decide without taking into account members preferences and personal goals.
Slide 31 : LCs with bigger structures OCP DT profile OCP ET profile OCP TT profile OCP MT profile TEAM LEADER/
COORDINATOR TEAM LEADER/
COORDINATOR TEAM LEADER/
COORDINATOR TEAM LEADER/
COORDINATOR TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER TEAM MEMBER EXECUTIVE BOARD
QUESTIONS? : QUESTIONS?
Slide 33 : A production by the TMU Gen 2010 unit