Ideal profles and selection process frame
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The document analyzes the selection process and retention rates of different local centers. It finds the centers with the highest retention rates from application to start used a process of interviews after the initial application. It recommends this frame as most effective and also notes some centers had lower retention due to recruiting a high percentage of all applicants which decreased quality.
Ideal profles and selection process frame
- 1. Ideal candidate profiles According to FA
- 2. GCDP IC General competencies 1. 2. 3. 4. Global Mindset XXX Emotional Inteligence X XX Proactive Learning X X X Social Responsibility X XX Enterpreneurial Outlook X X X Specific comepetencies Open towards other cultures and views Willingness to learn Having own values and attitudes Not be afraid of problems Creative thinking Communication skills Responsibility Flexibility Specific knowledge/experince/skills Communicative English Organisational skills / experience
- 3. GIP IC General competencies 1. 2. 3. 4. Global Mindset X Emotional Inteligence X Proactive Learning X Social Responsibility X Enterpreneurial Outlook X Specific comepetencies Communicative Responsible Persistence, self-motivation Sesnse of purpose Proactivity Competetiveness Willingness to improve Charisma Specific knowledge/experince/skills Knowledge / experience in corporate sphere Sales esperience / skills Overview of what is happening in society, interested in learning something new
- 4. OGX General competencies 1. 2. 3. 4. Global Mindset XX X XX Emotional Inteligence XX X XX Proactive Learning X XXXX Social Responsibility XX XX X Enterpreneurial Outlook X XXXX Specific comepetencies Willingness to learn Responsibility Social thinking Good listener Self-coinfidence Specific knowledge/experince/skills Volunteering experience Experience from abroad
- 5. TM General competencies 1. 2. 3. 4. Global Mindset XX XXX Emotional Inteligence X XXX X Proactive Learning XXXXX Social Responsibility XXXX X Enterpreneurial Outlook XXXX X Specific comepetencies Problem solution approach Effective communication Willingness to spend time in @ Positive thinking Willingness to succeesd Enpathy Team player, hard-worker, Leader Specific knowledge/experince/skills Planning and oranising skills Communicative English Leadership experience, work expericence
- 6. PR General competencies 1. 2. 3. 4. Global Mindset XX X Emotional Inteligence X XX Proactive Learning X XX Social Responsibility XXX Enterpreneurial Outlook X X X Specific comepetencies Flexibility Open minded Self-awareness Responsibility Hard-worker Proactivity Creativity Specific knowledge/experince/skills Team work, team leading Grahic programmes (adobe, gimp.,,,) Excellent Czech language Knowledge about marketing and sociology Work in PR agency
- 7. Finance General competencies 1. 2. 3. 4. Global Mindset X X XXXX Emotional Inteligence XX XX X Proactive Learning XX XXX Social Responsibility X XXX X Enterpreneurial Outlook X XXX X Specific comepetencies Open minded Commitment to work Organized, structured personality Independent Vision of a big picture Responsinility Analysis and evaluation Specific knowledge/experince/skills Communicative English
- 8. CR General competencies 1. 2. 3. 4. Global Mindset X XXX Emotional Inteligence XX XX Proactive Learning X XXX Social Responsibility X XX X Enterpreneurial Outlook X XX X Specific comepetencies Communicative Passionate Empathic Extrovert Fast learner Specific knowledge/experince/skills Communicative English Experience with selling
- 9. Fall RCTM 2012 Selection process - frame
- 10. Current # # of ppl # of of RR of % of % of Intervie RR AF newies AF selected applicants ppl at newies at newies ws Int. 25.11. re/plan recruited LTC LTC 25.11. BRNO 109 71 65% 31/26 28% 26 84% 31 100% ČB 16 14 88% 10/12 63% 7 70% 9 90% Č ZU 73 57 78% 35/37 48% 26 74% 29 83% HK 31 22 71% 17/15 55% 7 41% 13 76% KARVINÁ 38 37 97% 32/30 84% 20 63% 19 59% OLOMOUC 45 34 76% 20/24 44% 12 60% 18 90% OSTRAVA 70 51 73% 30/31 43% 19 63% 21 70% PILSEN 35 31 89% 18/28 51% 13 72% 15 83% PRAHA 145 110 76% 52/54 36% 49 94% 47 90% ZLÍN 45 37 82% 29/28 64% 25 86% 28 97%
- 11. Current # RR of # of ppl # of % of Interview RR AF % of applicants of newies AF selected ppl at newies at s Int. recruited newies 25.11. re/plan LTC LTC 25.11. Brno 109 71 65% 31/26 28% 26 84% 31 100% Zlín 45 37 82% 29 64% 25 86% 28 97%
- 12. Current # RR of # of ppl # of % of Intervie RR AF % of applicants of newies AF selected ppl at newies at ws Int. recruited newies 25.11. re/plan LTC LTC 25.11. OL 45 34 76% 20/24 44% 12 60% 18 90%
- 13. Current # RR of # of ppl # of % of Interview RR AF % of applicants of newies AF selected ppl at newies at s Int. recruited newies 25.11. re/plan LTC LTC 25.11. Č ZU 73 57 78% 35 48% 26 74% 29 83%
- 14. Current # RR of # of ppl # of % of Interview RR AF % of applicants of newies AF selected ppl at newies at s Int. recruited newies 25.11. re/plan LTC LTC 25.11. ČB 16 14 88% 10/12 63% 7 70% 9 90% Ostrava 70 51 73% 30 43% 19 63% 21 70%
- 15. Current # RR of # of ppl # of % of Intervie RR AF % of applicants of newies AF selected ppl at newies at ws Int. recruited newies 25.11. re/plan LTC LTC 25.11. Pilsen 35 31 89% 18/28 51% 13 72% 15 83% Praha 145 110 76% 52 36% 49 94% 47 90% Karviná 38 37 97% 32 84% 20 63% 19 59%
- 16. Current # RR of # of ppl # of % of Interview RR AF % of applicants of newies AF selected ppl at newies at s Int. recruited newies 25.11. re/plan LTC LTC 25.11. HK 31 22 71% 17 55% 7 41% 13 76%
- 17. Comments • Unfortunately we didn‘t track the retention rate btw interviews and AC / trial period (or vice versa), therefore we don‘t know how many people participated in the next part of the selection process • Prague and Brno have quite small RR btw AF and interviews becasue of pre-selection based on AFs (also Prague had interviews after AC)
- 18. Recommendation • 2 LCs with highest RR (0-3) (Brno 100%, Zlín 97%) used the following frame of the selection process:
- 19. • 3 LCs with RR 90% (Olomouc, Praha, ČB) Used the following frames: Olomouc: * Some newies selected after LTC
- 20. Praha: * The same frame used Pilsen (RR 83%) and Karviná (RR 59%) – I believe that the reason why Karvina has so low RR is the fact they recruited almost everybody who applied (84% of applicants)
- 21. Č eské Budě jovice * Budějky are special case, I wouln‘t recommend this frame to other LCs since it decreases quality of the selection process and lowers the RR later on (Ostrava used this as well and their RR is 70%)
Editor's Notes
- #10: Story of the shark in three tanks.