Selection Processes PM
- 3. 1 Timeline 09.12 10.12 OC Application 18.12 19.12 Elect OC 25.01 Start Promotion End Promotion LC Persona Recruitment Timeline 30.01 Start Selection 10 – 17.02 Results and Allocations
- 4. 1 Planning Look for your Persona! We have to allocate the right person to the right spot in AIESEC. So, for that, try to understand your LC's main needs in terms of HR, and look FOR THAT when divulging. It will be worthless to get 100 subscribers to your PSel that does not fit the required characteristics you LC needs. before setting divulgation actions, study you HR records and try to understand how each profile impacted on results and culture during 2016, and what are the main needs for 2017. Only then start divulging. LC Persona Calendar OC Create a planning with all dates and activities regarding to selection process. PromotionRecruitment - Application - Selection - Training Create a operational planning with all dates and activities regarding to recruitment.
- 5. 1 OC Structure and JDs OCP OC LOG Back office OC CX Front office ● OCP: LCVP People Management ○ Set membership profile ○ Manage the OC ○ Manage all the selection process ○ Select candidates ○ Facilitate induction ○ Final approval ○ Guarantee the signature of volunteer term ● OC Logistics (LOG) Responsible for finding a place where the selection process, the induction and the presentation will happen, make use of partnership ○ Create and range all the materials needed to the process ○ Manage the logistics for the presentation: place and time ○ Allocate the subscribers to interviewers ○ Do the interviews and evaluate dynamics ● OC Customer Experience (CX) ○ Schedule and remind dynamics and interviews ○ Solve doubts and answer the candidates ○ Collect and send feedback about the process ○ Communicate the results ○ Organize the subscribers list (access to ORS CRM) ○ Do the interviews and evaluate dynamics
- 6. 1 Promotion AIESEC's recruitment process has changed. Now, being a member of AIESEC is no longer being part of a program in which the organization is the one responsible for "giving" us leadership! Even though little changed, this will directly reflect on how we divulgate our Recruitment Process in local level! From now on, what we offer to our customer is: "Team experiences, that will provide a personal and professional development, in an International Environment" Membership Role Membership Value Proposition
- 7. Team Experiences Professional Development Personal Development International Environment Consequently, our process will be based on these 4 main points! Promotion
- 8. 1 New Way to Recruit Similar with a Hackathon A hackathon is a gathering where programmers collaboratively code in an extreme manner over a short period of time. Hackathons are at least a few days - or over a weekend - and generally no longer than a week. While working on a particular project, the idea is for each developer to be have the ability and freedom to work on whatever he/she wants. A hackathon is also known as a hackfest or hack day. Evaluate the capacity to implement a new idea or solve a problem in a small time space having a opportunity to experiment a team experience in an international environment. Objective - Entrepreneurial view: - Curiosity: - Proactive: - Behaviors aligned to values Points to be evaluated
- 9. 1 New Way to Recruit 1st Day Tasks: AIESEC in practice 1St Organizational Induction Task Presentation - New way to GTKEO the candidates - Dynamics to build ideas and projects. - Select the tasks - AIESEC History - AIESEC Way - Visão 2020 - @Experience - Share the experience - To present the task - Task feedback - Touchpoint physical to evaluate the tasks Talk with EB - Small interview to evaluate the candidates about their past, present and future. - - Skill language - Last point before to be approved Evaluation SelectionFollowing Approval 2nd Organizational Induction Allocation - Customer Flow - LDM - Value Delivery - Team Standards
- 11. 1 New Way to Recruit Similar with a Hackathon A hackathon is a gathering where programmers collaboratively code in an extreme manner over a short period of time. Hackathons are at least a few days - or over a weekend - and generally no longer than a week. While working on a particular project, the idea is for each developer to be have the ability and freedom to work on whatever he/she wants. A hackathon is also known as a hackfest or hack day. Evaluate the capacity to implement a new idea or solve a problem in a small time space having a opportunity to experiment a team experience in an international environment. Objective - Entrepreneurial view: - Curiosity: - Proactive: - Behaviors aligned to values Points to be evaluated
- 12. 1 Timeline 2nd Dynamic1st dynamic Get to know the candidates 1st Day 1 2 3 Pitches 4 Selection of projects / tasks 5 Tasks delegation 6 Break
- 13. 1 GET TO KNOW THE CANDIDATES Before: 1. Ask the candidates to prepare a different presentation about themselves to be presented in a minute. During 2. Choose a scenario and ask for them to choose a character and present themselves as that character. Ex .: Circus, zoo or other. 3. Mix the candidates to form doubles, they will to presents each other after. SuggestionsObjective This is the first moment with the candidates, so the main objective is really get to know them. For it, there are three points that are important to be observed. 1. Who are them? Age, course, university and etc. 2. Historic: What were the last experiences who they have had? 3. Motivation: Why they came to the selection process of AIESEC? How evaluate this stage? 1. Is it aligned with persona? 2. Is it aligned with AIESEC Values? 3. The candidate is really interested in AIESEC? Use the creativity !
- 14. 1 AIESEC Dynamics Objective Evaluate the capacity to implement a new idea or solve a problem in a small time space having a opportunity to experiment a team experience in an international environment. For evaluators the objective is to evaluate the candidates in regarding to 4 points: Entrepreneurial view; Curiosity; Proactive; Behaviors aligned to values For the candidates the objective is build the tasks that they will execute during the week. . For it, they will develop the first diamond (discover and define) e second diamond (Develop). 2- Ideation 3 - Implementation 1 - Inspiration Use the creativity !
- 15. 1 AIESEC Dynamics Methodology Empathy Collaboration Experimentation 3 Pillars of the Design Thinking Discover Define Develop Deliver Design Thinking and the Double Diamond ! Design thinking refers to creative strategies designers use during the process of designing. Design thinking is also an approach that can be used to consider issues and solve problems more broadly than in professional design practice, and has been applied in business and social issues. Double Diamond is a process model created by Design Council, a British organization, in 2005. The model provides a graphic representation of a design process. Four generic stages are identified and described in this process model. Discover –identify, research and understand the initial problem. Define – limit and define a clear problem to be solved. Develop – focus on and develop a solution. Deliver – test and evaluate, ready the concept for production and launch. Problem Problem definition Solution Source: Design Thinking Brasil – Tennyson Pinheiro and Luis
- 16. 1 1St Dynamic Explanation: Explain about the dynamics and the methodology Explain about the subject of the tasks that will created. Teams: Divide the candidates into random teams Get a small time to the team get to know each other better. Action: The candidates will have 30 minutes to discover about the task subject that they chose. The candidates will have 30 minutes to define de the problem who they will work. How to guide this activityObjective For evaluators the objective is starting to evaluate the candidates in regarding to 4 points: Entrepreneurial view; Curiosity; Proactive; Behaviors aligned to values For the candidates the objective is starting the process of building of the tasks. For it, they will develop the first diamond (discover and define). How evaluate this stage? 1. The candidate was proactive to seek information, to share ideas and it communicated well with other candidates and facilitators ? 2. The candidate was curious to seek more specific information about last cases? Or brought new ideas from external realities? Discover Define Problem Problem definition
- 17. 1 2ND Dynamic How to conduce this activityObjective For evaluators the objective continue to evaluate the candidates in regarding to 4 points: Entrepreneurial view; Curiosity; Proactive; Behaviors aligned to values For the candidates the objective is develop the task that will be implemented for them during the next week.. For it now, they will apply the second diamond (only the phase of develop). How evaluate this stage? 1. The candidate had a real contribution to developing the case? With ideas, participation, discussion, questions and answers? 2. The candidate contributed for resolution of the problem or stayed creating more obstacles? 3. The candidate to presented behaviors Develop Deliver Solution Explanation: Explain about the second dynamic Explain about that they will present the projects in the end. Teams: The team can be the same or mixed If the teams were mixed is necessary to stay 1 per last group Action: The teams will have 15 minutes to review what already have been done. The teams will have 45 minutes to develop the problem who they will deliver.
- 18. 1 Pitches, Tasks Selection and Delegation How to conduce this activityObjective The first objective is know the projects created and define which tasks will be implemented for all candidates. The second objective is divide the task between the teams. The idea is have 2 or 3 tasks to be implement per all teams. Thus, there will same tasks being executing per different teams How evaluate this stage? Develop Deliver Explanation: Explain about the pitches Explain about the next steps after the pitches Teams: The pitch can be presented per only 1 or all members. Action: The pitch will have duration of 2 or 3 minutes. The evaluators will have 15 minutes to decide the tasks winners. The facilitators will explaining how the tasks will be executed. The candidates will receive after 2 or 3 hours per email the first day result and the next steps for tasks implementation.1. The task is ready to be implemented? It was well planned? 2. The task is regarding to my LC needs? 3. The idea was well sold in the pitch?
- 19. During the tasks
- 20. 1 Organizational Induction Objective The candidates need to know the AIESEC Basics before to become a member. It is very important to occur during the task period because we need to align the candidates’ personal values with the AIESEC’s value proposition. After this phase, it is important to ask the candidates: Now you know what we do, why do you want to be part of AIESEC? Subjects Methodology - AIESEC History - AIESEC Way - AIESEC 2020 - @Experience All contents are available on AIESEC Hub! We won't create anything! So, the most important point here, instead of explanning the content, should create a new way to educate the new members. Learning by doing with activities! Use the creativity
- 21. 1 Evaluate the Tasks Objective The teams will be working on the tasks virtualy during the week, so it is very important to have an evaluation virtually and physically during the tasks. Virtual Evaluation Physical Evaluation Follow the team tasks through groups on Slack or Whats APP. Here it is important to follow how the team is working virtually and the tasks are being successful. The facilitator will be like a spectator but also a helper in case of doubts. - The team will have a meeting with the facilitato to evaluate the activities that have already been done. - The team also will use this time to plan next activities to complet the task. - Facilitator will be only a spectator during this phase. How evaluate this stage? The point here is to evaluate the 4 points in a practical way. If the candidates are being proactive; curious, having an entrepreneurial view and behaviors aligned to AIESEC Values. Participation, engagement, and sense of urgency also can be evaluated.
- 22. 1 Tasks Presentation Objective The feedbacks should be given before the phase: Talk with EB. The feedback should be constructive for the selected or not selected. Share the experience Task presentation Task feedbackThis moment it is important to evaluate the candidates based on team experience that they have had. Here, the candidate must be sincere and explain how was his/her experience. If the candidate tries to make it up anything that haven’t happened it’s a big bad point regarding the behaviors aligned to AIESEC values. - The teams will present a report in regarding to which they produced. 5 to 8 minutes. - - Real results: KPI and MoS. - - Results secondary. - - Subjective points: 4 points of selection process Engagement, participation, sense of urgency. The candidates will share the team experiences in a first moment and then the teams will present the result of the tasks. The evaluation objectives are: understanding how was the experience of the candidates and then select the candidates based on the results of the task.
- 24. 1 The talk with the EB This part of the selection process is the last one before allocation. It’s no longer that old and extensive interview we used to do in our selection process. It is now a short interview to evaluate the candidates about their past, present, future and also about language skills. Past Present Future Language skills
- 25. 2 Guide for the questions Past Understand the experiences he/she had in the past and the learning points. 1) What was the most relevant experience that you ever had? How was it? 2) What was the most frustrating experience that you have ever gone through? 3) If you had the power of changing something in this experience, what would you change or what would you do different? 4) How was these experiences connected to what you see for your future? Understand why the candidate wants to be part of AIESEC. 1) What/Who motivated you to subscribe to be part of AIESEC? Why would you like to join? 2) What are you doing today to achieve your goals, achieve what you want for your future? 3) What bothers you today in society? What have you done about it? Understand what he/she will use this experience for. 1) How do you see the world in 10 years? 2) If you could do something big to guarantee a better future, what would do? Present Future
- 26. 3 How to evaluate this stage Past Present Future AIESEC is a leadership PLATFORM. What is mean? The members will be developed here and after AIESEC Experience they will impact the world each one in your area. Thus, in this phase is most important understanding the real motivate of candidates to be part of AIESEC. What this experience will help them to be a better person in the future based on their past and present.