AIESEC in Serbia - Guideline for selection process

GUIDELINE FOR

•SELECTION•

STANDARDIZED PROCESS OF SELECTION

CANDIDATE SHOULD GO THROUGH 3 STEPS OF SELECTION: 1. ONLINE/OFFLINE APPLICATION 2. GROUP WORKSHOPS 3. INDIVIDUAL INTERVIEW

WHY THIS PROCESS SHOULD BE STANDARDIZED IN EVERY LC?

EQUAL CHANCES FOR EVERY CANDIDATE FIRSTLY, EVERY CANDIDATE SHOULD HAVE EQUAL CHANCE TO BECOME A MEMBER OF AIESEC IN SERBIA, NOT DEPENDING ON THE LC TO WHICH HE/SHE WAS ASIGNED TO

ALSO, OUR ORGANIZATION GAINS ON IT'S CREDIBILITY AND PROFESSIONALISM BY USING ALIGNED PROCESS IN EVERY LC DURING EVERY RECRUITMENT

MOST OF ALL - THIS BRINGS QUALITY SELECTION.

STEP 1: ONLINE/OFFLINE APPLICATIONS ONLINE APPLICATIONS THAT COME FROM ONLINE CHANELS SHOUD ALL BE CONTACTED AND CALLED TO GROUP WORKSHOPS. CONVERSION FROM ONLINE APPLICATION TO ACTUALLY SHOWING UP AT THE WORKSHOPS IS FIRST STEP OF A 'NATURAL' SELECTION :)

OFFLINE CONTACTS THAT YOU GET FROM PROMOTION/INTERNAL CAMPAIGN ARE ALSO VALUABLE POOL AS ONLINE CONTACTS, WITH EQUAL CHANCES IN PROCESS. ONLY DIFFERENCE IS CONTACT THAT YOU GOT FROM A MEMBER - THERE'S A BIGGER CHANCE THAT THIS PERSON IS SUITABLE FOR THE ORGANISATION BECAUSE OF THE ALREADY SET EXPECTATIONS.

GROUP WORKSHOP SHOULD ALWAYS CONSIST FROM TWO SEPARATE GAMES/WORKSHOPS. VP TM CHOOSES 2 FROM THESE 3: 1. SURVIVAL GAME 2. 12 CATASTROPHES 3. CREATING A PROJECT *4. CASE STUDY

You can find the workshops here with an example of slideshow for them. *For case study, you can create it according to you needs.

STEP 2: GROUP WORKSHOPS

ALL THE RULES FOR GAMES AND DEBRIEFING YOU CAN HEAR DURING THE RECRUITING EDUCATION (NEXT SLIDE).

ALSO,YOUCANFINDSOMEEXAMPLESFORDEBRIEFINGONTHE DRIVEWITHTHEWORKSHOPS.

GENERAL COMPETENCIES TO FOLLOW DURING THE WORKSHOPS: EXISTENCE OF PREJUDICE TEAM WORK ORIENTED WAYS OF COMMUNICATION LEVEL OF PARTICIPATION DESICION MAKING

INITIATIVE RESULTS ORIENTATION ORGANISATION TIME MANAGEMENT LEADERSHIP

STEP 2: GROUP WORKSHOPS

BUT, MOST IMPORTANTLY...

“We believe that it’s really important to come up with core values that you can commit to. And by commit, we mean that you’re willing to hire and fire based on them. If you’re willing to do that, then you’re well on your way to building a company culture that is in line with the brand you want to build.”

– Tony Hsieh, CEO, Zappos

STEP 2: GROUP WORKSHOPS

MC SUPPORT: EDUCATIONS FOR YOUR RECRUITMENT TASK FORCES

MC SHOULD PROVIDE SUPPORT BY GIVING ONLINE SHORT EDUCATIONS ON HOW TO BEHAVE AND GET THE BEST FROM ASSESSMENT DURING THE GROUP WORKSHOPS. CONSIDERING THAT VP TM CAN'T DO IT ALONE, OTHER VPS OR TLS SHOULD HELP, BUT AFTER LEARNING HOW AND WHAT TO ASSESS.

IT'S NOT POSSIBLE TO MANIFACTURE TALENT - YOU HAVE TO RECRUIT IT IN THE FIRST PLACE. SO YOU MUST NOW HOW TO DO IT. PPT for this education is here.

STEP 3: INDIVIDUAL INTERVIEW

Y EVER

D GO L U HO S , S OP H S K OR W P ROU EW. G E VI R S TH E E T S S L IN PA A O U H D IVI EW D T A N I D DI TO CAN

RULES:

QUESTIONS: YOU CAN FIND THE QUESTIONS FOR THE INTERVIEW HERE. ADJUST THEM TO EVERY CANDIDATE, DON'T USE ALL OF THEM!

ONLY ONE CANDIDATE AT A TIME ONE CANDIDATE - TWO RECRUITERS DURATION OF THE INTERVIEW: 30MIN MAX KIND, PROFESSIONAL AND OBJECTIVE APPROACH FOR EVERYONE ONE PERSON ASKS QUESTIONS, SECOND PERSON WRITES: OUTPUT AND IMPRESSIONS LET THEM KNOW WHEN WILL THEY HEAR THE RESULTS

EVALUATION OF THE CANDIDATES AFTER THE INTERVIEW, COMES EVALUATION OF ALL CANDIDATES. WHEN DECIDING, TAKE INTO CONSIDERATION THESE THINGS: DOES HE/SHE FITS INTO AIESEC AND LC CULTURE? DOES SHE/HE HAS SIMILAR VALUES LIKE OUR ORGANIZATION? IN WHICH DEPARTMAN CAN YOU SEE HIM/HER? HOW MOTIVATED IS HE/SHE REALLY AND WHY? CAN YOU SEE THAT AIESEC CAN DEVELOP THIS PERSON THROUGH LDM?

FOLLOW UP AFTER THE SELECTION PROCESS EVERY CANDIDATE SHOULD KNOW THE RESULTS. LET THEM KNOW IN MAXIMUM 3 DAYS. USE THE SAME MESSAGE FOR EVERY CANDIDATE. IF SOMEONE ASKS FOR FEEDBACK, GIVE IT PROFESSIONALLY AND DON'T GO INTO MUCH DETAILS.

“Time spent on hiring is time well spent.”

THANK YOU

FOR READING!