This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
AIESEC UGM Outgoing Preparation Seminar for Global Youth Ambassadors, one of the session is Inner and Outer Journey. This session is made for exchange participant who will volunteer abroad to do social projects. Inner and outer journey is essential, it's all about themselves and actions that they can do to make positive and purposeful impact for the society.
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
AIESEC UGM Outgoing Preparation Seminar for Global Youth Ambassadors, one of the session is Inner and Outer Journey. This session is made for exchange participant who will volunteer abroad to do social projects. Inner and outer journey is essential, it's all about themselves and actions that they can do to make positive and purposeful impact for the society.
A presentation providing insight into some factors that allow for successful recruitment and retention. It is still important to hire the right candidates and to keep them!
Poonam yadav,talent acquisition intern at grip feb 21PoonamYadav247
Human Resources & Campus Ambassador Tasks
Different and effective ways of recruiting, How to get referrals from people on LinkedIn, plan for recruitment using
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Informational interviews are great for networking and learning more about a position, company, or industry you may be interested in. Use this handout for tips and advice on how to start.
- HR History
- HR Function
- HR Role in 3 words
- Recruitment
- Job Analysis
- Purpose of interviews
- Types of interviews
- Interview's questions
- Training & development
- Performance Management
- HR needed qualifications
- HR job titles
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
How to Create Map Views in the Odoo 17 ERPCeline George
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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4. But what does right people, right
place, right 3me mean?
Right people could be AIESEC
values…
Or right people could mean LDM
Right place might mean that
communica?on skilled people
should go to iGT
Or that the commiCed members
should go to …
????
7. How is the
customer/applicant
feeling throughout
the process?
How are you ge;ng
the informa.on you
actually need from the
recruitment process?
How are your best
applicants reac.ng
throughout the
process?
8. TALENT PLAN & PROMOTION
ONLINE APPLICATION
INTERVIEW
ASSESSMENT CENTER
The Process
9. TALENT PLAN & PROMOTION
ONLINE APPLICATION
INTERVIEW
ASSESSMENT CENTER
these are common processes used
throughout the network. You need
to choose what works for you mate.
10. 1. Training for Recruitment
2. Selec3on
3. Expecta3on SeMng
What is recruitment:
11. Training for Recruitment
How prepared is your team for
selec.on?
Assess their ability in:
Interviewing
Asking Ques.ons/ Probing
Reading body language
Making evalua.on and assessment
Link to Guide
12. You should ensure that
you are retaining all your
sign ups in your CRM for
future talent pool.
Sign up
Online
Assessment/
Applica=on
Expecta=on
Se@ng
Tasks
Group Assessment
Centre/ Group
Discussion
Personal Interview
You should ensure that
you are retaining all your
sign ups in your CRM for
future talent pool.
This can be in the form
of an AIESEC Mee=ng. It
can even be combined
with the GAC etc.
This is a follow up from
the Applica=on/
Assessment.
Selec7on & Expecta7on Se:ng
14. You should ensure that
you are retaining all your
sign ups in your CRM for
future talent pool.
Sign up
Online
Assessment/
Applica=on
Expecta=on
Se@ng
Tasks
Group Assessment
Centre/ Group
Discussion
Personal Interview
You should ensure that
you are retaining all your
sign ups in your CRM for
future talent pool.
Can be in the form of an
informa=on session
before they apply.
This is a follow up from
the Applica=on/
Assessment.
18. •For JD based competency assessment make sure you
give the applicants tasks to truly assess their abili.es.
Tasks
1. Allocate tasks aMer Expecta.on Se;ng
2.Make sure you explain the task in detail. Ask them if they have
any ques.ons. Make sure they are aware of how much they
have, how to submit, how they need to complete the tasks.
3.AMer they submit the tasks/ task report, schedule the Personal
Interview immediately within 1-3 days. Don’t keep the
applicant wai.ng for the task comple.on - take the interview
as soon as possible.
Task Alloca3on
19. Tasks
Examples of Tasks
Task
# to be
Achieved
Number of
Days that can
be given to
complete
task
Reporting: What should be included How you can follow up at the PI
Student
Sector
Convince your fellow students to
go on an AIESEC International
Internship in the coming year
You can
choose
this on
your own
5-7 Days in
Total
# Students Convinced, Countries & Issues pitched,
Explain the Pitch used
What fascinated people about the
product, what made them say No,
what feedback do you personally have
for the product, etc
Corporate
Sector
Convince corporate employers to
expand and benefit their business
by recruiting international HR
into their organization
Names of Corporates approached, brief Minutes of
the Meetings
What fascinated the organization
about AIESEC, what kind of
expectations did they have, what
more can we offer to these
organizations, what feedback do you
personally have for the product. etc
Social
Sector
The task is to convince NGOs/
Social charitable trusts and NGOs
to take interns from AIESEC
Names of NGOs/Trusts approached, brief Minutes of
the Meetings
Note: You are not asking them to Open for your LC, rather you are only getting them to Generate Leads! Also, they try to do all these tasks, but
they will end up doing the best in something that they like, or they are good at. You give them 3 tasks to do, but don't reject someone if they
haven't done 1 of these 3. Use the completion of the other 2 tasks as a basis for the interview and selection process.
20. Tasks
1.Schedule the interview
2.Before the applicant arrives, interviewer
must:
a.Have gone through interviewer training
b.Go through the Online Applica.on, Task
Report/Tracker & Other informa.on
collected about the applicants
Note: This must be done before the interview!
Tasks Done! What next?
21. Personal
Interview
1. Allocate tasks aMer Expecta.on Se;ng
2.Make sure you explain the task in detail. Ask them if they have
any ques.ons. Make sure they are aware of how much they
have, how to submit, how they need to complete the tasks.
3.AMer they submit the tasks/ task report, schedule the Personal
Interview immediately within 1-3 days. Don’t keep the
applicant wai.ng for the task comple.on - take the interview
as soon as possible.
The Interview
24. Every single AIESECer around
the world should have the
same base characteris?cs
that make us who we are.
25. WHY LDM?
•Although the AIESEC Values make us
who we are. Our highest priority was use
a model that was easily observable.
•We opted to focus on selec.ng
individuals who have the highest
poten.al to develop the leadership
quali.es.
26. Selec3on based on Leadership
Quali3es We asked: What are the observable characteris.cs
that are important for selec.on based on the
Leadership Quali.es.
In other words, what are the characteris.cs that are
needed in our members to have a higher/faster
poten.al to develop the leadership quali.es.
This refers to the most
advanced form of an
AIESECer.
What does it look like
before someone has even
heard of the LDM?
27. Introducing Selec=on based on
the Leadership Quali=es
SO: The ability to
see challenges as
learning
opportuni?es
WC: Interested in
World Issues and
has the desire to
act.
SA: Seeks to improve
oneself aligned with
their vision,
strengths, values
and/or passion
EO: The ability to
communicate
effec?vely both
through speaking
and listening
29. WHAT IT IS NOT WHAT IT ISPOTENTIAL
SO: The ability to
see challenges as
learning
opportuni?es
What it does not look like.
Do not recruit people who
are here!
What greatness looks like
for people who excel in
this area.
Take them!
What poten?al to be great
looks like!
Take them!
30. WHAT IT IS NOT WHAT IT ISPOTENTIAL
SO: The ability to
see challenges as
learning
opportuni?es
No aCempt to seek out
learning/challenging
experiences/opportuni?es
This looks like: no past
experiences outside of
typical student ac?vi?es
For Example. No club
ac?vi?es, no sports, no
invested hobbies.
Demonstrates an aCempt
to engage in learning
experiences.
This looks like: Has
aCempted and pursued
extracurricular ac?vi?es
For Example: I was a
member of the Red Cross
Society.
Pursues a wide range of
experiences and learning
opportuni?es that has a clear
focus and underlying meaning
with a strong sense of striving
for excellence. This looks like
reading ar?cles, talking to
experts, volunteering,
aCending workshops.
This looks like: Has truly and
strongly invested and pursued
extracurricular ac?vi?es that
have a clear purpose.
For Example: I was a member
of the Red Cross Society, I also
volunteered for Amnesty
Interna?onal and I aCended a
workshop recently on
Development in Third World
Countries because I am
interested in Development