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Talent Management Guidelines

Autumn Recruitment Edition


Content of the guide:

Setting Recruitment Target

Learn by Doing


1. How much human resource do we need? Planning recruitments’ target

Do you have a members and leaders pipeline (planning of how many TMP and TLPs will be raised, matched, realized/ month)? What ICX and OGX operations do you have planned in the next 6 months? Do you have enough members for them? What about the support areas (TM, Comm, Finance and ER)? Do you have members there to support ICX/OGX operations? What other activities will you run? National conferences, international ones? How many TMP/TLP will you need there? Now look at you current status => How many people do you have in your LC? How many people do you forecast to have in September? Calculate the difference between what HR you have and how much you need and you have YOUR RECRUITMENT TARGET!

Take into consideration that:  You can reintegrate in September EPs to have more HR available  1 person can have 2 parallel TMPs ( ICX/OGX + functional area, ICX/OGX + OC)  RETENTION during Summer => you HAVE TO MAKE SURE that members come back to AIESEC in September  How to retain members during summer = personal talks now+ communication during summer+ presentation of opportunities they can take in autumn

In order to assure that you have the number of applicants necessary for your target in recruitments you need to establish it with your VP COMMUNICATION. Ex. An approximation: for 10 members => 25 candidates in interviews (after role plays) => 40 applicants in recruitment.


2. What type of members do we need inside our LC? Profiling Engagement with AIESEC profile:  Motivated to interact/join AIESEC  Cultural Sensitive (not a racist)  Medium/ Good English Level

Soft Profile Read the Global Competency Model. What competencies and what behaviors do you want to see in your members from the GCM? (eg. With high Global Mindset and that is a Proactive Learner) What other behaviors (outside the GCM) do you want to see in your future members? (Proactive, with a lot of time, innovative, implementator,etc) Make a list of THE MOST IMPORTANT COMPETENCIES & BEHAVIOURS you want to see in the future member based on the GCDM and your personal wish list  Competence= competenze (it.) capacity, ability (the condition of being able, ability) Behavior= comportamenti (it.) (action made by somebody in reaction with the environment)


Hard profile Refers to the HR needs that are specifically for your LC. You might need people with:     

IT/ graphics skills Sales/ER background or experience HR/TM background or experience Finance background or experience Project management background or experience

Do not create the profile of SUPERHERO/PERFECT MEMBER, you will not find them. Choose the most important requirements and communicate these specific needs to the VP Communication, so they know what Faculties/Universities to target for promotion.


3. How do we select our members? Selection methods

The Application Form that should contain the minimum following criteria:      

Name/Surname Contacts ( email, telephone) Faculty/ Year of Study Motivation for interacting with AIESEC Level of English If they want to receive the AIESEC newsletter

Role plays as first selection method should contain the following:  Activities must TEST the profile you have created  Train the observers and the moderator (AIESEC members that will observe the candidates and moderate the activities)  Activities should not be more than 3 for 1 group  Activities should not last more than 1 hour  Include 1 exercise in English  Activities should be relevant to PROFILE you are selecting for (as closer they are to real situation of AIESEC working life the better) Individual interview as a second selection method that should contain the following:  Motivation and expectations from AIESEC (check availability to fast track to TMP if you need inside your LC)  Time availability for Learn by Doing/Discovery Days/trainings+ practice in ICX/OGX / Do it Now  Profile matching ( if he/she fits the profile of member your are looking for)  Awareness of attendance and costs of Learn by Doing (Discovery Days / Do it Now)

If the candidate is NOT suitable with the profile you made DO NOT SELECT him/her. She/He will leave the organization either way.


4. How do we induct our members? Learn by Doing

Discovery Days Implementation:  Budget and plan in advance location, logistics, facilitators, chairs, etc.  Chairing – MC members can chair if they are allredy in Coaching Visit, if they are not, find other chairing options (young alumni, former MC members, etc)  Agenda will be received from the MC  Agenda can be customized adding session extra BUT NOT CUTTING sessions  Offer general www.myaiesec.net training (new members make accounts, middle managers raise their project teams, present platform )  Promote and check from the Individual Interview the attendance of the new members  First impression about AIESEC of new members ( be professional and aware of HOW MUCH AIESEC culture we display)  Stage 1 of AIESEC knowledge (basic ICX/OGX , present Support Areas)

Training + Practice implementation:      

Trainings are in ICX/ OGX processes ( raising, matching, promoting,etc.) Trainings are done by LC VP ICX/OGX and Middle Manager of the team Practice is in ICX/OGX processes that the new member is being educated in Practice follows immediately after the training (same day or next day) Practice is coached and tracked by the Middle Manager directly Offer specific training in first Team meeting ( new members get matched with their teams and learn ICX/OGX menu)

Tutoring /Career Plan implementation:  Tool delivered by the MC in EBC  Tool can be customized, adding extra field but NOT CUTTING parts of the tool  Implemented by the Middle Manager to his/her team members


www.myaiesec.net implementation:  Offer general www.myaiesec.net training (new members make accounts, middle managers raise their project teams, present platform )  Offer specific training in first Team meeting ( new members get matched with their teams and learn ICX/OGX menu)

Do it Now implementation:  Budget and plan in advance location, logistics, facilitators, chairs, etc.  Chairing – internatiols or young alumni, former MC members (MC can facilitate contacting the internationals)  Agenda will be received from the MC  Agenda can be customized adding session extra BUT NOT CUTTING sessions  Promote and check from the Discovery Days the attendance of the new members  First impression about AIESEC as a network of new members ( be professional and show the power of the network)  Stage 2 of AIESEC knowledge (Advanced ICX/OGX , basic level Support Areas)


5. How do we allocate our members? ICX/OGX Allocation

All our newly recruited members will be allocated in ICX and OGX teams. Allocation should be done based on:      

the volume of work of our ICX/OGX operations academic background and experience of the new members personal preferences of the new members be done by the EB before the Discovery Days be presented to the new members during Discovery Days any complaints/misalignments between the new members and allocation should be resolved immediately ( if they are based on solid arguments)


Next steps:  group skype chat – clarifications, examples, sharing of materials from last year /other countries  material creation by the LC VP TMs 

For any questions please write to me:  cristina.banuta@aiesec.it  cristina.banuta (skype)

THANK YOU!!!


Autumn Recruitment Guidelines