2. to ensure we are recruiting people who can be
developed through our leadership model and
who can contribute to our organisation (through
exchange)
why is selection important?
4. APP
An individual buys a form/application.
!
The purpose of the application is to:
• use it as a marketing tool
• collect basic information about the applicant
6. SCREEN
The applicant then arrives at a selection venue, see’s job
descriptions and fills in their preferences.
!
Here they are given a short presentation on the Job Descriptions
that are available for the Local Committee and are able to read/ ask
questions to LCEB/ other TMP available.
!
The candidate is then asked to fill the pre-interview questionnaire
that contains a basic competency assessment and allows the
candidate to provide their preferences for job descriptions.
7. Why do we have the Pre-Interview Questionnaire?
In order to assess and allocate candidates to job descriptions
we need to see their competency level as well as their
preferences and future aspirations to ensure we are tailoring to
the individual and organisational need.
8. FGD
The Candidate will then be taken to case
studies.
!
Here candidates must demonstrate their ability
to work in a team and problem solve.
9. FGD
example of case study scoring sheet
Aditya is giving his CAT examination.
It is his dream of doing
his studies from one of the IIMs. He
has always been a studious boy and
has been sincere in his academics.
Being from a middle class family, his
parents have invested everything for
his academics. But on the fateful day
of his CAT examination, pressure
caused Aditya to cheat and getting
caught. You are the teacher who has
caught him cheating. What would
you do in this case?
example of case
check wiki for
resources!
10. PI
!
The purpose of the behavioural interview is to
assess the candidates on:
!
• overall competency assessment
• Job description fit - based on preference
and previously identified competencies.
• Cultural Fit
Finally, candidates sit the personal
interview 1.
Please note: not all candidates that attend the Case Studies should be
allowed to continue to Personal Interview. Candidates that do not make the
cut-off score for Case Studies should not receive a Personal Interview.
11. Ideally:
Recruitment Form
enabled you to gather basic
info on the candidate
Pre-interview Questionnaire:
gives basic info on their
preferences and further basic
competency assessment.
Group Discussions/ Case Studies:
gives strong competency assessment
about an individuals ability to work in
teams, communicate and their
thought process.
The GD/CSs should also be tailored
towards assessing key competencies
within your job descriptions/ local
committee selection criteria.
12. Ideally you understand/have:
Basic motivations about why
they want to join AIESEC
You have narrowed
down key JDs this
individual is fit for. The
personal Interview can
now focus in on
assessment for those
specific JDs.
Competency Assessment
demonstrating that this
candidate can develop
leadership through AIESEC
and has the basic
competencies of an
AIESECer.
what’s missing?
Made a basic
expectation setting
about what is AIESEC.
13. Define your key objectives for Personal
Interviews:
1. Assessing Cultural Fit
2. Finalising JD Allocation
3. ‘Sign Off’/ Check From
Executive Team
15. The final step of the selection process is
Personal Interview 2.
!
This is the interview for the Local Committee
President to ‘sign off’ on the new recruit. The
purpose of the interview is to assess:
• overall cultural fit
and give LCP ownership over the selection
process.
!
PI
17. what to watch out for?
key challenges
• lack of interview skills training within EB/
recruiters team
• Tools and resources are there, however usage
by interviewers demonstrates poor skills
training in recruitment/selection.
• No carry-forward “How are the Recruitment
Forms/ Case Study assessments being used
to refer to within the interview”.
18. To help…
check out our
recruitment
course for EBs!
https://learningacad.appspot.com/interviewing
