Setting up a Selection Process

Determining a Recruitment Strategy Among the most frequent objections to the systematic selection approach discussed in this chapter, are concerns about getting enough applicants. How many people apply partly depends on your recruitment efforts, the opportunities your LC is offering, and the Brand of AIESEC in your LC. The larger the applicant pool, the greater the chance of finding qualified applicants. The most thorough selection approach cannot make up for a poor candidate pool attraction. Design the Selection Process A well-designed selection process will yield information about a candidates skills and weaknesses, enabling your LC to make an informed choice. Step 1: Determine which selection tools to use Applicant skills can be evaluated through applications, interviews, tests, Group Discussions etc. Some selection tools are more effective than others, but a combination of tools is usually best. If possible, try to verify evidence of specific skills, knowledge, and abilities at more than one point in the selection process (Table 2-1). Time constraints may limit choices. Step 2: Prepare questions and situations for written and practical tests, the interview and reference checks At this point your LC can convert important skill areas into specific questions or activities for the application, interview, and tests. Table 1: Determining where to check for Skills and Competencies Skills/Knowledge/Ability Talent Management knowledge AIESEC Experience Competencies and Related Behaviors X Test X Interview X X X Application X X

Talent Selection Campaign TMU

Selection Tools
Group Discussions (GD) Guidelines: Preparation: 1. The seating arrangement in the room should be such that all the participants can see each other. The judging panel should be seated at the top of the table and should also be able to observe all the candidates. 2. The judging panel should not comprise of more than 3 EB members (the LCP/LCVP TM essentially should be there for all GDs and should be the one conducting the GDs) 3. Make sure that the evaluation sheets and topics/role plays for the GDs are in place. During the GD: 1. Welcome all the candidates and thank them for applying for AIESEC. 2. Let the group introduce themselves to each other (make sure that the selection panel introduces themselves as well) [Name + College + Hobbies] 3. Introduce the idea of GDs and clarify any conceptual doubts that they have about how GDs work. 4. Give them 2 minutes to think about the topic after you have introduced it. 5. The discussions on a particular topic should not extend beyond 10-12 minutes. 6. Ask one person to conclude their discussions at the end of each discussion. 7. You should have discussions around 2-3 different topics in a group. 8. The selection panel is there as observers and should not get involved in the discussions. If the group has misunderstood the topic/role play, wait for someone in the group to lead and put things into place. Get involved and clarify only if this does not happen. 9. Switch the topic if and when you feel the ideas have exhausted and the discussion is not moving forward. 10. The participants should be addressing each other and not the judges. After the GDs are over: 1. Give participants some time to ask you questions, if they have any. (Avoid discussions around the topics of the GD) 2. Thank them and tell them about the next steps (what is in store for people who have cleared the GDs and how would they come to know about it) 3. Evaluate the performance of different candidates on the basis of pre-determined criteria with the selection panel.

Talent Selection Campaign TMU

Interviews: See attached Interview Questions and Interview Skills

Role Plays: For example

Role Plays/Case Studies: 1. You are the management of a loss making concern (give them different roles to playGM, HR, R&D, Finance etc). Your company is involved in manufacturing and trading of wooden furniture, but you have been suffering from losses over the last 3 years. The Board of Directors has given you an ultimatum of taking some corrective measures and showing positive results in the next 3 months, otherwise the company would be shut down. This is the meeting where you have to decide the next course of action and your plan for how you will turn your company around. There is a flooded river and you need to cross it as a group. You do not have a boat and the currents are sure to drown you. All you have as a group is a 5 meter rope and two 2 meter sticks. How would you cross the river?

2.

3.

You are all working as a team on the issue of child malnutrition. You need some money for research and promotion of the campaign. The only company that comes forward to sponsor your initiative is a cigarette manufacturing company. Would you go ahead and accept this sponsorship.

The role plays and case studies can also resemble situations that they might encounter in their jobs while being in AIESEC. The criteria for defining the questions or cases that you present should be linked to the competencies/skills you assess (If you want to evaluate the candidates level of empathy, think of a case study that requires empathy to be solved out, etc.)

Talent Selection Campaign TMU