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