Internal Selective Process

1. Internal Selective Process
(TLB election)

2. ● The traditional method (application, interview, selection) is spending much
time and not being effective
● It’s a bureaucratic process, since many of VPs focus on certain people, and
decision is made by intuition
● Mostly, the process is not taken serious by everyone involved
● The current selection process doesn’t prepare the applicant for the every day
work
● The process does not contribute to the entity’s productivity.
The new process is based on recognition!
1 Why did it change?

3. 2
All the steps are crucial for the process. Adapt your timeline so you don't skip any!
Promotion +
LC Mapping
All LC Applicants + EB Only EB
Personal
Application
LCP + VP PM
Pre Allocation
Presentation to
EB + Inputs
Task Launch
O2O + Partial
Delivery of the Task
Task Presentation
+ Results
Steps
Leadership
Summit

4. LC Mapping1.
Moment when the EB and the SQUAD team will promote the
TLB experience inside the LC. This will be done in two steps:
1. Together with the SQUAD, promote the TLB
experience inside your LC. Talk about the spots open
and, mainly, ask your EB to talk to their members as a
way of helping the decision process. Be creative and
raise interest on being part of the TLB.
2. Right after that, launch a form in which you will
collect and consolidate your members' wished next
steps! Make sure to cover all the steps written on the
right!
1. How many of your members
intend to continue in the
organization in the next semester?
2. What type of position do your
members seek? Member, NST, OC,
TLB?
3. What area(s) do each of them
want to be?
4. What kind of competence / skill
they want to develop ?
5. How flexible are them for
different opportunities?

5. ATTENTION for approach part!
After have informations provided by LC mapping, it’s important that VPs go to every
applicant that they want in their team and mention the opportunity to apply to a TLB
position, specifying the role, what characteristics he/she is searching and why this
opportunity fits to the possible applicant in question.
Is VERY IMPORTANT that this conversation works like a “possible promotion” not a
promotion for itself. The applicant will be evaluated like every applicant in the
process, won’t have privileges or any type of different help.
This approach is to guarantee that the applicant is aware about the opportunity and is
being recognized by their efforts, NOT to skip steps.

6. Personal Application2.
Different from the old "EBzão Applications", this application has ONEmain goal:
"Clarify for the VPs how it would be to have that applicant working together
with them as a Team Leader"
For that, invest in questions like:
What are the people you
work best with, and what
are the ones your work
worst with? Why?
What discourages you? What
can we expect from you when
things get difficult?
What are your main values inlife? How will they guide you tobe the best version of yourselfduring your TLB experience?
REMEMBER: from now on, your GET SQUAD
cannot participate as evaluators , since they might be
applying as well.

7. VP PM + LCP Pre-Allocation3.
Why?
You and your LCP are the people that have most directly
been involved in the people situation inside the LC during
the semester and, so, can design a plan that potentialize
each candidate's strengths, and think about the LC as a
whole.
For this moment, point out the main informations from:
- The record you have about the applicants throughout the semester (including behaviors and
results delivered during the most recent experience);
- Their answer on the Next Steps form;
- Their most relevant answers in the Personal Application.

8. - Explain Why! Prepare a little speech in which you will explain the reasons why the
allocation was made the way it was. Ask your LCP for back up before, so there is no
problem!
- Collect Inputs! Be open to some changes based on what the rest of the EB says
- This is a PRE Allocation! The idea is to define for which areas the applicants will be tested
for, during the next phase: the Task Phase! Ex: if an applicant is being thought for iGT and
iGV, he/she will have to receive the task for both areas.
- Use the Next Steps Form! Everything is based on it, since it establishes the possibilities
that the members are open to be tested for, and allocated in the end.
4. EB Presentation + Inputs

9. - The Task phase will be important to serve as a practical learning and as an exercise that tests
functional skills. So it needs to be focused on the area and position that the person is "running" for.
- Pay attention on the planning of the tasks, it needs to be well thought out. It needs to be prepared
with the realism of each position in question (schedule, workload, flexibility, prioritization…)
- Don't ask applicants to do something they will not be able to learn how to do in time for the task
delivery.
- This task must have a clear goal, and a partial delivery, that has to be finished in time for the
applicant's O2O.
5. Task Phase

10. 6. O2O + Partial Task Delivery
Make it a O2O! Show the applicant that you care about the process by making him/her feel comfortable and
understood. Pressure is not always the answer.
Practical Situations: this is the moment to check how the applicant would deal with certain situations, if
elected. Bring cases!
Alignments: emphasize the importance of the role for the LC, and every detail that is important to the role,
so the candidate won't get surprised when start to work.
Career: It is a good moment to talk about next steps of the applicant inside AIESEC. How is this application
related to it?
Task Evaluation: make some time for the applicant to show what he/she is doing in the task, ask questions,
and for you to give some feedback on the work done so far
It is a talk between the applicant and the VP(s) from the area(s) he is doing the task for!

11. - Make it a memorable moment! The TLB election needs to be so important as other LC
elections (like LCP or EB), making the LC to get really anxious for the results. Prepare it in
advance, and try thinking about some surprises for the applicants/ special moments.
- Task Pitch: each applicant, on election day, will make a maximum 2 minute pitch,
explaining his/her main results from the task. The pitches will be evaluated by the EB, who
can make last minute adjustments, and then launch the final results.
- Everyone gets a feedback! It doesn't if the person is elected or not, DON'T forget to give
everyone their feedbacks on the process. This will certainly influence on his/her view of
the organization, and next steps after the election.
7. Election Day

12. - Presence: It should be questioned in the next steps form on available dates and should be the most
attended by the TLB elected.
- Don’t get LATE: It should be done on the weekend after the task force (elections) or at most a week
later.
- Duration: It can be in one or two days (depending on the availability of membership and EB, and
also of the content that will be prepared).
- Content: prepare the agenda in advance, including major behaviors that your EB want the TLB to
have, abilities and skills that you judge important for the next semester, functional area moments
for processes to be passed and, finally, team moments for them to start the Building part of the
Team Standards flow.
8. Leadership Summit

13. Week 1 Week 2 Week 3
-Launch Form
-Launch Personal
Application-Start Promotion
-VP PM + LCP Meeting
-EB Presentation + Inputs
- Launch Tasks
- O2Os + Task
Partial Delivery
3 Timeline
-Election Day
Leadership
Summit
PRE SELECTION SELECTION TRANSITION

14. What's the difference between an interview and an O2O?
Some AIESEC interviews end up pressuring the applicants without the need for that. Try thinking that having that
applicant on the TLB is as important for him/her, as it is for the EB, and show that you care about him/her
delivering the best process possible, and also expose your concerns and what you expect for the area.
Will the tasks substitute the old interviews?
The tasks are supposed to evaluate the functional knowledge of that applicant, and his/her ability to deal with a
job related to the area he/she is applying, in a specific period of time. Other aspects (like profile, strengths and
weaknesses, alignments…) can be evaluated in the Personal Application and/or in the O2O.
Do I specify what is the characteristics we are looking for in each role?
Yes! Make sure your possible applicants know what kind of person the EB is looking for in each role. This might
end up attracting people who you thought would not apply, and will also bring more criteria to your selection,
making it more clear.
4 Frequently Asked Questions

15. 4 Frequently Asked Questions
Are the tasks going to be the same for everyone?
No. After you and your EB decide the pre allocation, you will define what tasks will be sent for which candidates. The
idea is that each applicant ONLY do the task(s) for the area(s) you and your EB are thinking for him/her, so you can have
material to evaluate.
What is the best time to ask the applicants to research the Hub and talk to the network?
The best time is the task phase. You can include a step in which the applicant has to talk to X people, read Y
materials, and bring solutions based on that.
How to evaluate the tasks?
This is a moment in which you and your operations VPs will have to be very aligned. Specify max. 3 major MoSs for
each task (it can be a report delivered, conclusions based on a research, a plan designed, or even a result
increased) and stick to these MoSs when evaluating in the end.

16. 4 Frequently Asked Questions
Can an applicant work in more than one task?
Yes. If you and your EB decide to test someone for more than one spot/area, he/she will have to
deliver two tasks. Since this will probably be the minority of cases, just make sure the VPs in
these cases, talk to each other so the applicant will not do a job twice. Other than that, it is just
one extra way of evaluating your applicant's skills.
What must be the priority when allocating?
Your no.1 focus area has to be the priority for allocation. However, the pre-allocation moment
between you and the LCP is made for you to evaluate all options. It is not just about putting the
best applicants in the focus area, without thinking on team bonding, availability during
weekdays etc.

17. 4 Frequently Asked Questions
And if I have different membership situations?
“I will stay on the AIESEC, but not as a TLB”
This members should be approached if there is, in fact, any interest to assuming any other role. (When it is
necessary)
“Members who want to be TLB but no VP want to approach”
The VP PM should check if there is a possibility for the member to stay for one more semester in AIESEC out
of the TLB (strengthen OC experiences); Verify that all TLB posts are being filled; Check if the profiles fit any
of the open TLB Jobs; Talk with the others VPs that those profiles can be welcome; If any VP wants to
approach, the VP PM approach and allocates to the task that seems the best for that member, or, in case of
being a member, waits for the TLB process to allocate to a new job. If nothing succeeds, turn it off.
“Members that whats specific roles but the VP don’t want or there is already someone to the role”
The VP PM approaches, verifies the conditions and, if the member is not flexibilizing, he can allocate him to
the task that he wants (preferably, not). The member can fulfill the task that he want, this does not invalidate
the process, but you need to align that the chances are small by the performance until that moment.

18. - The AIESEC membership profile likes to be recognized. Bring this kind of process based on
recognition and the role rendered by member X during your experience and basically one of the strongest
rewards he can receive while being invited to a position of greater importance to the office.
- Who are they and what did they do to get there? What results did you get? How engaged were they? And,
in that way, membership will have a driver for action. "If I want to be there, I have to act this way or
better".
- The process does not limit the operational capacity of the organization.
- Bureaucracy is often necessary for sustainability and information management. However, sometimes we
need to get rid of certain bureaucracies. We do not have to make a new selection process to know who is
good among those who are with us. We need to be aware of that.
5 Benefits
#VDC