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Spring 2014 Global Leader Recruitment Strategy
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Spring 2014 Global Leader Recruitment Strategy

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  • 1. Global Leader Recruitment 2014
  • 2. PRODUCT PORTFOLIO STUDENT MARKET
  • 3. What is a Global Leader?
  • 4. WHAT IS A GLOBAL LEADER? PERSISTENT AND ENERGETIC TO SURMOUNT OBSTACLES ABILITY TO CONNECT THE BIG PICTURE TO ACTION ANTICIPATS, ADAPTS, AND TRANSFORMS FOR FUTURE CHANGE HAVING A STRONG SENSE OF IDENTITY AND VALUES TAKES RESPONSIBILITY FOR DECISIONS AND ACTIONS RECOGNIZES OPPORTUNITIES FRO SELF IMPROVEMENT RECOGNIZES AND USES AVAILABLE RESOURCES ALIGNS PURPOSE AND PASSION IN EVERYTHING THEY DO COMMITMENT TO THE DEVELOPMENT AND EMPOWERMENT OF THOSE AROUND THEM BREAKING THE STATUS QUO
  • 5. WHAT DO YOU DEVELOP? SELF AWARENESS & CONFIDENCE SELF SUFFICIENCY CRITICAL THINKING SKILLS STRONG INTERPERSONAL COMMUNICATION SKILLS ADAPTABILITY LEARNING AGILITY ABILITY TO APPLY KNOWLEDGE CONSISTENCY IN PERFORMANCE STRONG ANALYTICAL SKILLS
  • 6. INBOUND MARKETING PROCESS
  • 7. GLOBAL.AIESECUS.ORG
  • 8. TALENT.AIESECUS.ORG CITIZEN.AIESECUS.ORG LEADER.AIESECUS.ORG
  • 9. UNDERSTAND FOCUS CUSTOMIZE ATTRACT CONVERT CLOSE DELIGHT SHOWCASE
  • 10. WHEN DOES IT HAPPEN? WINTER NATIONAL CONFERENCE 2013
  • 11. GLOBAL LEADER TIMELINE JANUARY FEBRUARY RAISE MATCH REALIZE PROMOTION( ON CAMPUS AND OTHER CHANNELS) INDUCTION MARKET RESEARCHINTERNAL & EXTERNAL IDENTIFICATION OF TARGET AUDIENCE (MARKET SEGMENTATION) AND GOALS INFORMATION SESSIONS TALENT PLANNING APPLICATION TALENT PROMOTION ASSESSMENT CENTERS INFORMATION SESSION INTERVIEW & SELECTIONS FEBRUARY – JUNE PERSONAL DEVELOPMENT PLANNING CAREER PATH MANAGEMENT CLOSING RE-RAISING UPSCALING ALLOCATION #WNC  
  • 12. TMP SUB-PRODUCTS SOCIAL SALES Student Sales (OGX) Corporate Sale (ICX) Marketing/ COMM BUSINESS ADMINISTRATION Information Management Talent Management Finance
  • 13. TLP SUB-PRODUCTS PRODUCT DEVELOPMENT Account Delivery Business Development Marketing/ COMM ORGANIZATIONAL DEVELOPMENT NSB- ICX, AD, OGX LCP Talent Management Finance NSB- LCD, RC, TM FIN
  • 14. “Sales with a purpose- talented entrepreneurs are the key to the world” Key Benefits Student Sales Marketing Corporate Sales •  Communication & presentation skills •  Practical sales, •  Stakeholders and acc. mng. •  Organizational positioning (PR & ambassadorship) •  Talent attraction •  Product customization & delivery •  Brand delivery
  • 15. “Want to learn how to run an international organization?” Key Benefits Information Management Talent Management Finance •  Organizational structure •  Planning & tracking •  Education •  Legal & governance •  Knowledge Management •  Team management skills •  Strategic mindset •  Nonprofit know-how
  • 16. BENEFITS OF GLOBAL LEADER • The program has a face • The program has a connection to employer demands • Segment-based selling makes it easy to win the right students • Clear definition of the membership program • Showing possible career paths to students
  • 17. TEAM MEMBER PRODUCT FLOW Raising Market Research Talent Planning Talent Segmentation Talent Promotion Information Session Matching Application Assessment Center Interview Selection Allocation Realizing Induction Career Path Management Personal Development Re-Raising Upscaling
  • 18. MARKET RESEARCH •  University market research- demographics including majors, interests, admissions processes, university trends Raising WINTER NATIONAL CONFERENCE 2013 Market Research Talent Planning Talent Segmentation Talent Promotion Information Session
  • 19. TALENT PLANNING •  Backwards Planning •  Assess the competencies your teams/LC need •  Who is leaving the LC/ switching teams? •  Which JDs are open? •  What can you learn in them? •  Cluster the JDs into the teams and sub-products Raising Market Research Talent Segmentation Talent Planning Talent Promotion Information Session
  • 20. TALENT SEGMENTATION • Based on your university market research and your internal HR analysis (the competencies your LC has and the competencies you need), segment your market to have a more focused approach for Talent Promotion. • Focus on key departments, profiles, demographics, and channels within the university to reach them Raising WINTER NATIONAL CONFERENCE 2013 Market Research Talent Planning Talent Segmentation Talent Promotion Information Session
  • 21. TALENT PROMOTION • (National) Materials - Segmented Product Approach • Having the right pitch – One-on-One sales • Tell he right audience what they can learn and link it to our organizational goal (selling the right need) • Use different methods for promotion – different channels Raising Market Research Talent Planning Talent Segmentation Talent Promotion Information Session
  • 22. INFORMATION SESSION Information Sessions need to be engaging. Engage them (WOW moment) Relate to them Raising WHY AIESEC? Learning Points Market Research HOW: Make signing up simple Show JDs Talent Planning Share stories + Testimonials Talent Segmentation Use alumni, EPs, members Talent Promotion Have AIESECers there to answer questions Information Session
  • 23. PRODUCT FLOW Raising Market Research Talent Planning Talent Segmentation Talent Promotion Information Session Matching Application Assessment Center Interview Selection Allocation Realizing Induction Career Path Management Personal Development Re-Raising Upscaling WINTER NATIONAL CONFERENCE 2013
  • 24. NATIONAL APPLICATION • Global ORS • National Application Form is standard • Application asseses history, effort, and motivation to join Every potential member or EP goes through the SAME national process! Matching Application Assessment Center Interview Selection Allocation
  • 25. GLOBAL COMPETENCY MODEL All AIESEC programs are enabling the development of our members in specific ways Matching Application Assessment Center Interview Selection Allocation
  • 26. ASSESSMENT CENTER • Based on the quality of the application, invite applicants to an Assessment Center which is a group interview process to evaluate group and individual behaviors in group situations. • Evaluate competencies that can include interpersonal skills, oral and written communication, planning and evaluating, and reasoning and problem solving abilities. • The next step is an in individual interview process. Matching WINTER NATIONAL CONFERENCE 2013 Application Assessment Center Interview Selection Allocation
  • 27. INDIVIDUAL INTERVIEW • Questions are based on 5 key competencies-pillars • Use the individual interview to identify sub-product fit and potential teams & Job Descriptions Matching WINTER NATIONAL CONFERENCE 2013 Application Assessment Center Interview Selection Allocation
  • 28. GLOBAL COMPETENCY MODEL AND GLOBAL LEADER
  • 29. WHAT DOES OUR SOCIETY NEED? Transformational leaders, who open organizations and businesses that run things differently Sales-people who follow and sell an idea
  • 30. COMPETENCIES? Example 1 Niels is a competent teacher. = Niels has the necessary ability or skills to teach in a school/ university. He is able to do perform in his work well or well enough to meet a teacher standard. Synonyms to describe Philipp = able, capable, equal, fit, good, qualified, suitable Matching Application Assessment Center Interview Selection Allocation
  • 31. PROFILE? Example 2 Niels is a competent manager. = Niels has 1.  The practical or theoretical understanding of management (Knowledge) 2.  The natural or learned ability to perform as a manager (Skills) 3. the necessary behavior of a manager (Attitude) Matching Application Assessment Center Interview Selection Allocation
  • 32. GCM AND TALENT SELECTION •  Selecting new members based on their program fit •  Key competencies assessed for each program •  Current state of development vs. potential of development Matching Application Assessment Center Interview Selection Allocation
  • 33. ASSESSING PROGRAM FIT Social sales Matching Application Assessment Center Business Administration Interview Selection Allocation
  • 34. ALLOCATION • Allocate candidates to sub-product, team, and specific Job Description (i.e. Social Sales, ICX, IT Sales Associate. • Ensure Job Descriptions are well rounded and flexible to adjust with the member Matching WINTER NATIONAL CONFERENCE 2013 Application Assessment Center Interview Selection Allocation
  • 35. TEAM MEMBER PRODUCT FLOW Raising Market Research Talent Planning Talent Segmentation Talent Promotion Information Session Matching Application Assessment Center Interview Selection Allocation Realizing Induction Career Path Management Personal Development Re-Raising Upscaling
  • 36. TALENT INDUCTION • General Induction mimumims • Functional induction for each function & for sub-products • Request trainers to fill in gaps Getting the right people to stay Realizing Induction Career Path Management Personal Development Re-Raising Upscaling
  • 37. MCP MC VP NST / LCDST National Executive Board Local Executive Board LCP VP Team Leader Team Leader Team Member NTT OCP Team Member ca.  1-­‐2   Semester   Realizing Trainer ca.  1-­‐2   Semester   Induction 2  Semester   Career Path Management 2  Semester   Personal Development Re-Raising Trainer:   not  limited   NTT:  2  Semester   Upscaling
  • 38. PERSONAL DEVELOPMENT • Personal Development talks as career path management method • Mentoring/ Coaching – Team Leaders, VPs, TM, Mentors/Coaches • Show opportunities throughout the semester • Deliver training and education to empower them to succeed • Deliver on your promises Realizing Induction Career Path Management Personal Development Re-Raising Upscaling
  • 39. RERAISING & UPSCALING •  If the team member is retained on the team, the experience will be re-raised • If the team member takes on another program, or takes on a Team Leader role, the experience will be upscaled Realizing WINTER NATIONAL CONFERENCE 2013 Induction Career Path Management Personal Development Re-Raising Upscaling
  • 40. Thank you! WINTER NATIONAL CONFERENCE 2013

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