Attracting talent and bringing them to the organization

Attracting Talent and Bringing them to the organization Faci: Anto Transition TrainingsTalent Marketing 1. What is Talent Marketing 2. Talent Marketing and the GCM 3. Additional Advice1. What is Talent Marketing Talent Marketing aims on motivating people with the right competencies and the will to join AIESEC. Students need to get the right impression of the work in AIESEC. In combination with the Global Competency Model this means that Talent Marketing is connected to the development of the 11 Competencies of the GCM. Talent Marketing is most efficient, if you are aware of which Talents you need in your LC.2. Talent Marketing and the GCM 2.1 Get the results of your Talent Planning Through your Talent Planning you already have created the profiles to be used to develop the material for a successful Talent Marketing. 2.2 . Create the Talent Marketing material a) Create “I am an AIESECer” case studies and stories that refer to developing particular competencies. Choose case studies that represent the profiles of your Talent Planning. Look at the competencies needed displayed in the JDs! b) Advertise Job Descriptions and mention requirements as well as competencies one can develop.2.3 Attracting Talents Before executing your marketing campaign think about the following points and find the answers for your realities: • What: What message would appeal to your target group of people? • Where: Where would you find these people? Consider what they study, read, watch, listen to, where they go, etc. • How: How can you ensure your message is reaching them? How can you use the I am an AIESECer campaign (more than just a poster!) to reach them?3. Additional Advice It s more than just a poster! • Using your story when you explain AIESEC and how you developed yourself so far. • Telling stories at an info session. • Profiling members and your experiences in the media and web 2.03. Additional Advice Talent Marketing for Exchange Consider the following aspects: • Job Descriptions o Need from our TN takers for specific backgrounds • Duration of internships o Need for a more flexible pool of talent to meet diverse demands from stakeholders o Need for more extensive academic and working experience for our EPs o Need from young people to have longer experiences that enable them to launch their career • Our Impact • Societal needs o Different needs of society can be met through people with different technical backgrounds • Market needs o Labour market is requiring specific technical skills combined with valuable soft skillsTalent Selection and the Global Competency Model 1. Why competency based Selection? 2. Talent Selection and the Global Competency Model1. Why competency based Selection? The competencies placed in AIESEC Competency Model are the reflection of people we want to have in our organization – change agents. The Global Competency Model is set of eleven competencies that we want to develop in our members. These competencies can be described by four behaviours, which define whether the competency has little, some, regular or strong evidence. Competency Based Selection makes it more effective and ensures that we select people fulfilling our goals.1. Why competency based Selection? There are many reasons why we should implement competency based selection: • 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 helps 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 organizationalgoals. • It makes it easier to identify the attributes of the candidate and suit what we can offer with his/her further development2. Talent Selection and the Global Competency Model In Order to find the Top Talents and the right person for vacant positions, it is necessary to execute a selection process. In AIESEC there are different selection processes at all stages: I2A, TR, LR and X. Examples: 2A: Newbie selection TR: OC selection LR: EB selection X: EP selection2. Talent Selection and the Global Competency Model For any selection process you need to evaluate both Competencies and Skills. Think about what are the main competencies and skills that are needed for the position. You are free to define as many critical competencies and skills as you want. We advice you to build a complete profile by evaluating most of the competencies based on the Global Competency Model and technical skills (e.g. leadership, team management, delegation) respectively functional AIESEC knowledge (e.g. ER, FIN, ICX, OGX, TM). You should also consider member selection in case members do not want to develop themselves further or show a lack of commitment regarding their tasks.2. Talent Selection and the Global Competency Model SHORT AND SIMPLE 1. Create a profile of the needed person (refer to Talent Planning and JDs). 2. Define your selection criteria on the competencies by using question guides for interviews and behaviours in assessment centers. 3. Define the score that qualifies candidates for acceptance (Don’t compromise on quality because of lack of members!). 4. Select Top Talents!Talent Induction and the Competency Model 1. Introduction 2. Induction Flow 3. Contributing to induction goals by the Global Competency Model1. Introduction 1.1 What is Talent Induction? The selected students have to be prepared for taking over responsibility. We have to provide them with all relevant information on the organization and the activities offered in order to ensure a fast integration. Therefore we can use the Induction process as a flow to ensure that new members gain the knowledge and preparation they need.2. Induction Flow While Induction, new members should, first: gain knowledge about AIESEC as an organization as well as they should know what to do in AIESEC and how to work in AIESEC. Second, new members should experience AIESEC, while working in a team and getting to know at least the LC. Third, they should know what is their way in AIESEC at least could be. Last but not least we should also select which people are fitting for which Job.3. Contributing to Induction Goals by using the Global Competency Model 3.1 Gaining Knowledge: By introducing the Global Competency Model to new member they gain knowledge about a psychological model to control and assess their own development in a way that has a positive impact on the person. It’s also more obvious in which areas a new member can develop him/herself, so that you can decide whether to continue in AIESEC or not. You can implement the Global Competency Models in three different stages, so that new members get to know it.3.2. Experience AIESEC By using the Global Competency Model, new members are very early able to experience our feedback culture. They learn to reflect about their personal development and in a second run they learn how they can contribute to others development by using the assessment and 360° feedback tool. Tip: make the self assessment part of your induction process by using it in orientation talks or Newbie-TMTs.3.3. Me and AIESEC Every new member could make the competency assessment when he gets to TR stage in my@.net the results can be the base for his goal setting. The new member searches for jobs, which contribute to his/her strengths and help managing their weaknesses.Talent Allocation 1. Introduction 2. Competency based Talent Allocation 3. Benefits and Challenges1. Introduction Why is Talent Allocation relevant? • AIESEC gives its members a lot of opportunities To make sure that people choose the opportunity that fits best for them, YOU must find the right position for them! • Member allocated to the wrong position Big frustration for the member, who is not further developing his potential, EB can’t reach their goals • Member allocated to the right position Higher individual and overall performance, better mood and working atmosphere in the LC and a satisfied and further developing memberHow can Talent Allocation contribute to improve the number of right person-job matches? Clear Talent Allocation processes helps you find out if a person might fit to a job already BEFORE the member starts in this position. Instead of using your energy for bringing back motivation to a member who is unhappy with his job, you can use it for a sophisticated allocation and avoid respective situations. That’s a WIN-WIN situation!2. Competency Based Talent Allocation Step1: Right before and after induction conference Since we want to make our new members aware of the necessity, opportunities and proper use of the Global Competency Model, you should try to do so as soon as possible. How?: 1. Show the members what the GCM is about, how we use it and how they can use it for their personal development When?: Ideally before induction conference (→ core information). Otherwise in workshops during induction conference or LCM! 2. Show the members how to run the test and tell them the meaning of the results When?: Ideally during induction conference or right after it! 3. Members should run their first competency assessment test When?: Ideally before induction conference. Otherwise right after it! The idea is to use the first test result as a base for the talent allocation process (as well as for the further talent development)!Step 2: Talent allocation When?: After induction conference! You should now possess: A good overview about every new member and its preferences Objective information from Talent Selection. Information about how many and which people you need for which position (→ from Talent Planning). Feedback from trainers from induction conference Competency based job descriptions.3. Benefits and challenges + Member who enter the organisation learn from the very beginning that the GCM is an essential part of AIESEC and needs to be used + Besides the JDs and improving a common GCM session the procedure needs relatively marginal extra effort + Possibility to decrease the amount of wrong choices respectively jobperson matches. + Bottom up instead of top down, since your members are better involved in the allocation process. A common decision is made! + Trust in and understanding of the advantages of the GCM + Acceptance of the use of the GCM towards the whole LC + Your team is strongly involved in the whole allocation process! → Member Driven Organization! + Proper Talent allocation guarantees higher overall and individual performance!3. Benefits and challenges ? GCM awareness building from the first moment (especially a high level of integrity in the LC is needed during implementation of the new process). ? It’s not assured that people will be true to themselves when making their choice. Make them aware of the importance of taking the assessment test results serious!