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OGX recruitment wiki


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OGX recruitment wiki

  1. 1. Welcome to Wiki Overview Browse Support OnGoing Recruitment Interested In Subscribe Home unrate Actions Profile Date(post/updated): January 06,2009 Create Wiki Inbox Entity: AIESEC Administer Wiki INTERNATIONAL Teams Author: Letitia Despina Groups Search (advanced) Keywords: ongoing, recruitment, show summary Networking strategy, Type Search Criteria membership, TMU, Go News campaign Classifieds News Wiki Classified Forums Wiki CONTENTS [hide] Blogs Forum Ongoing Recruitment Files STEP 1 Promotion File STEP 2 - Coffee Chats (Selection) People Surveys STEP 3 - Induction & Allocation Partnership STEP 4 - Retention Exchange Contact Flag Filter Statistics All Ongoing Recruitment January 6, 2009 -by Sophie Lamprou Bookmarks Subscriptions Administration Logout Entity Filter Category Filter Go System Status Online Users 450 (view) Registered 161530 Users 1 of 8 4/24/2009 1:54 PM
  2. 2. Welcome to Ongoing Recruitment Short Version Document Ongoing Recruitment FAQ Ongoing Recruitment Extended Version Document On‐going recruitment is the latest and greatest new process for improving your LCs. In AIESEC we have our main goals to increase EXCHANGE and LEADERSHIP #’s and the quality of their experience, and by doing that we need to increase our MEMBER #’s. This process increases all of these together in a really easy way! “But on‐going recruitment is new and it sounds confusing, it also sounds like a lot of changes?” Yes, changes, but changes that will make things easier. Instead of: PLANNING ‐> PROMOTION ‐> INDUCTION ‐> SELECTION ‐> ALLOCATION ‐> TEAM WORK (This is a 6 step process and it takes forever! Even worse it basically drains your entire LC’s resources for the whole time you are doing the recruitment… talk about a waste of time) Instead of this process, you have something like this: PROMOTION ‐> COFFEE CHAT ‐> INDUCTION + ALLOCATION ‐> RETENTION/TEAM WORK (4 steps instead of 6, plus coffee! That’s amazing!!) Let’s look at each step of the process… O STEP 1 Promotion December 21, 2008 -by Letitia Despina 2 of 8 4/24/2009 1:54 PM
  3. 3. Welcome to This will mean: Continuous visibility such as posters, websites, lecture talks, info‐sessions and others that your LC engages in. Forming good relationships with your University administration to ensure this happens smoothly and their support is guaranteed especially for things such as school notice boards, lecturing times, information sessions/seminars etc. Wave like framework of promotion. Apart from the two big promotions for AIESEC recruitment currently being done by LCs in the network, there will be constant visibility all year round to ensure we accept more people to get into the organization. WHAT CHANGES DOES IT MEAN FOR MY LC?? Setting up an on‐going recruitment team made up of members from the TM, X and Communications portfolios. These could be ranging from 3 to 9 people. On‐going recruitment progress checks every two weeks for this team and they report to the EB responsible. These progress checks would include reviewing of: LC needs Process review Talent pipeline Allocation of members Opportunities available in the network Global trends both internal and external ROLES AND RESPONSIBILITIES REGARDING ON‐GOING RECRUITMENT: TM Checking up on retention in the LC Checking up on the leadership pipeline Checking up in the exchange pipeline Checking up on diversity of profiles Talent planning COM Checking up on the needs from the X and TM portfolios to ensure good packaging of key messages to be used EXCHANGE Checking up on supply and demand analysis of pool, regions or countries Checking up on LC/CY partnerships Checking up on the exchange pipeline Checking up on opportunities regarding exchange in the network !Remember that this application form is for both long term and short term member applicants. Do not forget to include the exchange based questions. STEP 2 - Coffee Chats (Selection) December 21, 2008 -by Letitia Despina 3 of 8 4/24/2009 1:54 PM
  4. 4. Welcome to Objec ves Assess applicant motivations and profile though questions and a case study; Relate applicant profile with LC needs; Recruit for AIESEC aligned people with the right expectations; Clarify initial doubts and show AIESEC Way and opportunities (briefly); Present international exchange program for STMs’ (briefly). Flow (During interview) Print Applicant Evaluation Sheet and get as much notes and comments as you can! Ask listed questions or others relevant ones regarding member desired profile. (Evaluating) POINTS Give points (accordingly with the ones defined in the table 1‐4) per each 1 Unacceptable answer (fail, does not answer the characteristic we’re looking in applicant students, make sure you address comments question) to support your assessment (e.g. “the candidate was succinct in his/her answer, I 2 Poor answer (mentions one key aspect of the criteria) was expecting more”, “he/her was objective”, “he/her demonstrates a great 3 Good answer (covers most aspects of the criteria) passion for the organization but have lacks of confidence” or “I really like this guy/girl he/her is really aligned with the profile 4 Excellent answers (fully meets the criteria plus offers we’re looking for) additional abilities beyond the criteria or offers extensive examples from past performance). Make sure you fulfill all entries after selection interview (try to avoid be writing during it) before start to interview another applicant, probably you will get confuse. You should not select people without a sum of 9 points | (mean: ok categories) Interview Start the interview presenting yourself (tell to the candidate something about your AIESEC Experience) and ask him/her to present himself/herself, what’s his/her studies… And starting… 15’ [AIESEC related ques ons] What do you know about AIESEC and how do you know about it? 4 of 8 4/24/2009 1:54 PM
  5. 5. Welcome to STEP 3 - Induction & Allocation December 21, 2008 -by Letitia Despina 5 of 8 4/24/2009 1:54 PM
  6. 6. Welcome to Part 3a. Induc on To ensure that the balance between resources available in the LC and quality of the newbie's experience is kept, the most efficient way to deliver induction is by assigning the new member joining (outside the normal recruitment cycles) a buddy within the LC. The role of a buddy is to deliver induction and assist members to gain their footing as quickly as possible. AIESEC offers many opportunities and directions; however these choices can be confusing and daunting if members don’t have someone to turn to for clarification. Roles and Responsibili es Building social bonds and ensuring participation to social activities Activity tracking and ongoing competencies and skills observation Ensure education is on track and learning points are consolidated Integrate members into LC Ensure new members are receiving a balanced view of everything in AIESEC Members understand the induction process Supporting members through the Introduction stage (outside the normal recruitment cycle) Supporting members with the introduction to Functional Areas Explaining their own Introduction experiences in AIESEC to new members to provide clarification of what AIESEC is/does Support the self driven learning concept promoted through AIESEC Being an extra communication link for new members and the LC activity Part 3b. Alloca on Allocation would happen in parallel with induction (since the induction process under the ongoing recruitment is on a „need to know” basis, thus the relationship between the buddy and the newbie won't immediately cease after the allocation, and guidance might still be needed). The Interviewer (person running the Coffee Chat) and the Buddy are responsible to send their notes to the Ongoing Recruitment Team or VP TM (according to what each LC has decided). When making the allocation decision, the person responsible should take into consideration 2 aspects: Organizational perspective Individual perspective ‐ we need the best most able people to fill each ‐ we need to be developing our members' role, and diverse teams are the most effective competencies through the positions theyare (LC needs) in (skills and interests) The Interviewer's notes and Buddy's notes (goal setting, interests of the newbie) should be basis enough for the person responsible with allocation to be able to place the newbie in the right area. Part 3. Tips for the Buddy 6 of 8 4/24/2009 1:54 PM
  7. 7. Welcome to STEP 4 - Retention December 21, 2008 -by Letitia Despina How to make people feel part of the LC Job description with real responsibilities – don’t let people waiting with nothing to do, make them move fast. Give real responsibilities, with clear timeframe and goals soon and they will work. Buddy meetings ‐ The buddy has a big role in integrating the newie to the LC, see the buddy part for more info. LC meetings – present the new members in the LC meeting, their role and recent plans. Maybe a team building activity would help. What about a chill out with the LC after or before the meeting? Team meetings and team work –Make sure new members have a group that they can interact it and get to know more easily – and that’s their team. Refer to the Team Building part of the How to Lead a Team campaign to integrate the newies on the team. Have fun! – this should be done within the new member’s team and also in the LC as a whole: team dinners, LC parties, LC team buildings, all of this should happen constantly. What about having a “reception weekend party” every month to celebrate all the new members that joined in the month? How to make these new members fit in the LC educational cycle? Team leaders will have a much bigger deal on their team members’ development. And that’s amazing, because isn’t leadership also about supporting the development of leadership in others? Here’s how to handle the education of members in the context of ongoing recruitment: Individual coaching – the main purpose of the educa on cycle is that members develop the right competencies and skills to perform in their job and be prepared to take the opportuni es they want in the near future. Team leaders have a big role in that and should coach each team member so he/she develop what is needed. For more informa on about coaching see: Coaching campaign by TMU, ar cle on coaching on the HR portal and AIESEC in Poland Coaching Guide Mentorship – there will be a great need for mentorship in the LC where there are constantly new members. You can do it in several ways, such as using alumni as mentors, encouraging the buddy to keep on the relationship and be mentor, use the ex‐new members from ongoing recruitment as mentors, etc. Individual Assessment Tool and Goal setting – make the new members take responsibility on their own learning! They should complete the Individual Assessment Tool and use it to choose which competencies they want to develop. Based on this, coach and/or mentor can support the member in developing those competencies. If you want to see more how team leaders can support the development of their team, check the Team Development wiki from TMU. Constant opportunity promotion and customized opportunity promotion Based on member’s profile, learning goals and opportunities that might be interested, you should allocate your members into “groups” or “clusters” of opportunities that might suit them. Examples of clusters can be “summer exchange”, “possible EB candidate”, “DT”, “IT”, etc. Then, when you have opportunities that suits one or more of your clusters, you just promote it to them. Simple as that. 1 month check up After 1 month after the new member joined, you should have a new coffee talk to check how the member is going, if he/she fulfilled the minimum criteria set to the LC by participating in what was expected, if he/she want to stay in AIESEC, what next opportunity want to take, etc. This is the point also that it should be clear for everyone that he/she is not a new member anymore, but a full AIESEC member with responsibilities. HINT: it would be very good if you have each month (maybe in LC meeting) a point where the ex‐new members are recognized as full time member (and, of course, have a celebration party with that! Maybe even combined with the reception of the new members that just joined the organization?) Contact December 22, 2008 -by Letitia Despina 7 of 8 4/24/2009 1:54 PM
  8. 8. Welcome to Graduates Recruitment! Editor: Letitia Despina News & comments to: Letzu ( TMU 08/09 Implement and Impact Want to talk about the campaign? Send us an e-mail! Comments show | add Terms of Use Privacy Policy Copyright @ 2008 AIESEC International 8 of 8 4/24/2009 1:54 PM