1. EP SELECTION
oGCDP AIESEC in Morocco

2. Based on 2 pillars:
 Candidate suitability with AIESEC Values
 Candidate suitability with Host Entity Project

3. Value/Behavior
 Any state of mind, attitude or any other personal
characteristic that is essential to perform a role,
and improve our individual contribution that is
enabling the personal development.

4. Matchability
 Main personal traits and previous experiences
taken by the candidate allowing him/her to be
more suitable for the TN requirements.

5. Selection process
-1-
Registration
-2-
Invitation to
RB
(week ahead)
-3-
Info session
(on RB day)
-4-
Assessment
center
-5-
Interview
-6-
Announcement
(through email)
-7-
Bank payment
(400 MAD)
-8-
Official EP
(matching
phase)

6. REVIEW BOARD GUIDELINES
Preparation
 Review candidate profile
 Update your selection tool with all the information collected about
your candidate (basic/personal information/ registration form…)
 Conduct the interview physically and make sure there will be no
interreptions
 The interview board should count minimum 2 people (oGCDP &
TM representative) and 4 maximum people
 Choose your interview chair & note taker (who's responsible of
the selection tool)
 Prepare information about the TN(s) your candidate applied for
 Split your candidates into groups of 5 and inform them via email
about the whole process for the review board
 Schedule groups timing for each two groups in a row to be
present in the whole process

7. REVIEW BOARD GUIDELINES
Info Session
 Ensure that all your candidates have the same
level of information before the review board
 Basic information : AIESEC Essence (@way),
Global Citizen Definition, sub brands definition,
what is required and provided for the internship,
whole process of exchange
 Time: 10 min to 15 min
 Space of Q&As

8. REVIEW BOARD GUIDELINES
Assessment Center
 The assessment center should be seen as a way for us to
assess our applicants but also as a way for our applicants to
assess us. The Assessment Centre is vital to ensure that we do
not recruit people with the wrong expectations.
 "Benefits of running an Assessment Centre: • Have the ability to
test competencies rather than only talk about them in interviews.•
Candidates feel as if they have been fairly tested. • Candidates
have a greater understanding of what AIESEC is before they join
the program. • Helps achieve impact & recognition in the
schools/universities as applicants will talk about the assessment.
 Logistics: max 3 assessment centers can be run in one room,
each group should be from 5 to 7, groups in the same room can
run same activity (assessor explain once for everyone), pens
and papers are highly recommended to prepare, assessment
can last from 15 to 25 mins max.
 Assess each candidate flexibility, positive attitude, proactivity,
growth mindset as "none" (no sign), "medium" and "strong" after
the assessment center finishes.

9. Assessment center
activities/games
 Importance in life:
 1. Order the following sentence from most
important to least important for you (individual
exercise). 2. Create a list of importance of these
things in group. 3. Explain the logic behind this
raking. Very good paid job ; Nice car ; Stable
relationship with partner ; Opportunity to travel ;
Many friends ; Less friends, but close ones ;
Health ; Much free time ; Family ; Beautiful house
; Have a job which I like ; To have authority.

10. Assessment center
activities/games
 In a desert island:
 Your team has got into plane crash, but luckily
you are all alive and safely reached a desert
island.
 In the next 15 minutes you need to create the
rescue plan and distribute the roles and
responsibilities in the team. You have 3 pieces to
use for your rescue: plane wing, mobile phone
without any connection options and your team.
You are also able to use everything that is around
you on the island: ocean, fish, fruits etc. Moreover
you can use all possible and imaginary functions
of those pieces. Try to be as creative as possible.
 Find more in the EP selection tool.

11. REVIEW BOARD GUIDELINES
Interview Introduction
 Greetings
 Answer Candidate's questions in any
 Introduce the interviewers
 Open the interview:
1. Interview Time: approximately 15 minutes per
applicant.
2. Applicant can ask questions before or after
interview.
3. Interviewer can cut answer of applicant if the point
is clear.
4. Avoid distructions.
 Use the Selection Tool for oGCDP RBs to take
notes of all your observation
 EP introduction

12. REVIEW BOARD GUIDELINES
Interview Questions
 Ensure that the EP candidate has the right behavior
and purpose needed for our organization.
 Ensure that the aim of the EP candidates is for giving
impact and development for themselves and others &
set his expectations toward the internship.
 Ensure that the EP profile is suitable to the TN
opportunity (project requirement/ past experience…)

13. Selection based on AIESEC values

14. Selection based on project matchability

15. EP Motivation & Expectations
EP REACTION
*Choose randomly the study case for each candidate, no need to
repeat the same one or to use old already known study cases

16. REVIEW BOARD GUIDELINES
Interview Closing
 Appreciation for applying
 Space for questions from the candidate
 Information about next steps

17. REVIEW BOARD GUIDELINES
Post Interview
 Schedule a meeting by the end of RBs to discuss all
the profiles together with oGCDP & TM responsible
 Host a post RB meeting to discuss the day flow
logistically talking and share feedbacks to perform
better in future RBs
 Announcement of results for EPs via email after 48h
max

18. REVIEW BOARD GUIDELINES
Post Interview
 Feedback from interviewer:
if they pass: open the option to ask for feedback (what
is their strong sides that they need to capitalize on).
if they are not selected: give to each candidate what
are the things they need to work on (develop) in their
announcement email.

19. EP SELECTION TOOL

20. EP SELECTION TOOL

21. EP SELECTION TOOL

22. HAPPY
SELECTION