Talent selection

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Talent Selection How to ensure selection is eective and ecient.

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Page 1: Talent selection

Talent SelectionHow to ensure selection is

effective and efficient.

Page 2: Talent selection

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?

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processof selection


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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

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check wiki for resources!

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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.

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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.

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The Candidate will then be taken to case studies.


Here candidates must demonstrate their ability to work in a team and problem solve.

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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!

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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.

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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.

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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.

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Define your key objectives for Personal Interviews:

1. Assessing Cultural Fit 2. Finalising JD Allocation 3. ‘Sign Off’/ Check From

Executive Team

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Interview Template

The interview is based on the concept that

competencies is measured based on

behaviour. As behaviour defines


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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.


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pitfallsof selection


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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”.

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To help…

check out our recruitment

course for EBs!