• Your chance to go more into debt with all your candidates and evaluate specific things based on your profile• What materials should you have done for this? – Members profile – Interview guide • For each competency/skill that you want to search for give examples of some questions the interviewers can use – Interview evaluation sheet • Have a premade form for the interviewers where they can write their evaluation of the candidate based on the profile
How to prepare for the interview?• Know very well the members profile so that you know what you are searching for• Read trough the application form and the interview guide before you start the interview• Decide on the roles with your partner• If people that were not involved in recruitment will participate, make sure you get them up to speed with all the above
The stages of the interview• Intro – present the interviewers and roles – present the flow of the interview – see if the candidate has any questions – see what the candidate knows about the organization so that you can clear possible misunderstandings• II. Interview development – ask questions related to the profile needed (use the interview guide and the evaluation grid to ensure you have everything covered) – try to cover as much as possible from your profile – Try to note down specific statements of the candidate and not your interpretation of what he/she said• III. Ending – explain the next steps (when will they find out the results and what happens afterwards – first meeting, induction...) – see if the candidate has any other questions – encourage the candidate to ask for feedback regardless of the results
Dos & DON’Ts in an interview• Don’t write your impressions about • Write specific statements what the candidate might have said that can be discussed later• Don’t show emotions like • Try to keep a professional disapproval, surprise, dislike, etc. attitude and make the• If you are the only interviewer don’t just candidate feel comfortable. write the answers, but also try to keep • Use: as much as possible eye contact with the • open questions – you will get candidate a much more sincere answer• Try to avoid: (tell me about a situation – Suggestive questions (don’t you agree when..., how did you...) that..) • description – Multiple questions (tell me .... and why questions(describe a you did that) situation where you acted as – Hypothetical questions (You will only get a leader to your team) hypothetical answers and they don’t really show the candidate’s way of acting
• This stage is only relevant if you know exactly what you want to test in the participants.• Give them a clear task and make sure that the people who are evaluating understand and know how to evaluate their performance.• You can also use this stage to explain again what AIESEC is• What materials should you have done for this? – Assessment guide • Explain the tasks/games and outline their relevance for the evaluation of the candidate • Give some guidelines of what the evaluators should look for – Assessment evaluation sheet • Have a premade form for the assessment where they can write their evaluation of the candidate based on what they observe during the assessment
How to prepare for the assessment centre/group interview ?• Know very well the members profile so that you know what you are searching for• Read trough the assessment guide before you start• Understand the tasks and games that the candidates will run• If people that were not involved in recruitment will participate, make sure you get them up to speed with all the above
Tracking in the selection period• Make sure you have a clear, simple tracking for all the candidates• Make this tracking available to everyone involved in recruitment• Why is this relevant? – Help YOU have an OVERVIEW of the candidates
Don’t forget !• Keep a clear communication with your candidates• Give feedback and let them know if they were not selected.• PREPARE the people who will attend the selection and make them realize how important this stage is.