How to…SELECT

Have the right people on the right positions

What is the purpose of selection?

• 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

Why is selection important?

What can be the stages of selection?

Application form

Personal Interview

Group interview/ Assessment Centre

• First interaction with the candidates

• What do you want to find out from the AF?

• Based on this, what should the AF contain?

Example

• 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

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

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

Dos & DON’Ts in an interview• Don’t write your impressions about

what the candidate might have said• Don’t show emotions like disapproval,

surprise, dislike, etc. • If you are the only interviewer don’t just

write the answers, but also try to keep as much as possible eye contact with the candidate

• Try to avoid:– Suggestive questions (don’t you agree

that..)– Multiple questions (tell me .... and why you

did that)– Hypothetical questions (You will only get

hypothetical answers and they don’t really show the candidate’s way of acting

• Write specific statements that can be discussed later

• Try to keep a professional attitude and make the candidate feel comfortable.

• Use:• open questions – you will get a

much more sincere answer (tell me about a situation when..., how did you...)

• description questions(describe a situation where you acted as a leader to your team)

Example

• 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

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

Example

• 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

Tracking in the selection period

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.

Interview simulation