The document provides guidance on selecting candidates for an organization. It discusses the importance of selection and outlines key stages in the selection process including application forms, personal interviews, and group interviews or assessment centers. It emphasizes preparing interviewers and evaluators, developing proper forms and guides to structure the process, asking open-ended questions, taking detailed notes, and providing feedback to candidates. The overall goal is to choose applicants that are the best fit for the organization's needs and ambitions.

1. How to…
SELECT

2. What is the purpose of selection?
Have the right people
on the right positions

3. Why is selection important?
• Without the right people in the organization
we won’t be able to achieve our ambition
• If we don’t recruit the people suited for our
organization they will quit

4. What can be the stages of selection?
Application form
Personal Interview
Group interview/ Assessment Centre

5. • First interaction with the candidates
• What do you want to find out from the AF?
• Based on this, what should the AF contain?

6. Example

7. • 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

8. 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

9. 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

10. 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

11. Example

12. • 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

13. 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

14. Example

15. 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

16. 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.

17. Interview simulation