Spring 2014 Global Leader Recruitment Strategy

Global Leader Recruitment

2014

PRODUCT PORTFOLIO

STUDENT MARKET

What is a Global Leader?

PERSISTENT AND ENERGETIC TO SURMOUNT OBSTACLES

ABILITY TO CONNECT THE BIG PICTURE TO ACTION

ANTICIPATS, ADAPTS, AND TRANSFORMS FOR FUTURE CHANGE

HAVING A STRONG SENSE OF IDENTITY AND VALUES

TAKES RESPONSIBILITY FOR DECISIONS AND ACTIONS

RECOGNIZES OPPORTUNITIES FRO SELF IMPROVEMENT

RECOGNIZES AND USES AVAILABLE RESOURCES

ALIGNS PURPOSE AND PASSION IN EVERYTHING THEY DO

COMMITMENT TO THE DEVELOPMENT AND EMPOWERMENT

OF THOSE AROUND THEM

BREAKING THE STATUS QUO

WHAT IS A GLOBAL LEADER?

WHAT DO YOU DEVELOP?

SELF AWARENESS & CONFIDENCE

SELF SUFFICIENCY

CRITICAL THINKING SKILLS

STRONG INTERPERSONAL COMMUNICATION SKILLS

ADAPTABILITY

LEARNING AGILITY

ABILITY TO APPLY KNOWLEDGE

CONSISTENCY IN PERFORMANCE

STRONG ANALYTICAL SKILLS

INBOUND MARKETING PROCESS

GLOBAL.AIESECUS.ORG

TALENT.AIESECUS.ORG CITIZEN.AIESECUS.ORG LEADER.AIESECUS.ORG

UNDERSTAND

FOCUS CUSTOMIZE

ATTRACT

CONVERT

CLOSE

DELIGHT

SHOWCASE

WINTER NATIONAL CONFERENCE 2013

WHEN DOES IT HAPPEN?

#WNC

RAISE MARKET RESEARCH-

INTERNAL & EXTERNAL

IDENTIFICATION OF TARGET AUDIENCE (MARKET

SEGMENTATION) AND GOALS

TALENT PLANNING

TALENT PROMOTION

INFORMATION SESSION

MATCH PROMOTION( ON

CAMPUS AND OTHER CHANNELS)

INFORMATION SESSIONS

APPLICATION

ASSESSMENT CENTERS

INTERVIEW & SELECTIONS

ALLOCATION

REALIZE INDUCTION

PERSONAL DEVELOPMENT PLANNING

CAREER PATH MANAGEMENT

CLOSING

RE-RAISING

UPSCALING

GLOBAL LEADER TIMELINE

JANUARY FEBRUARY FEBRUARY – JUNE

TMP SUB-PRODUCTS

SOCIAL SALES BUSINESS ADMINISTRATION

Information Management

Talent Management Finance Student

Sales (OGX) Corporate Sale (ICX)

Marketing/COMM

TLP SUB-PRODUCTS

PRODUCT DEVELOPMENT ORGANIZATIONAL DEVELOPMENT

LCP Talent Management Finance NSB- LCD,

RC, TM FIN Account Delivery

Business Development

Marketing/COMM

NSB- ICX, AD, OGX

Student Sales Marketing

Corporate Sales

•  Communication & presentation skills

•  Practical sales, •  Stakeholders and acc. mng. •  Organizational positioning (PR

& ambassadorship) •  Talent attraction •  Product customization &

delivery •  Brand delivery

Key Benefits

“Sales with a purpose- talented entrepreneurs are the key to the

world”

Information Management

Talent Management Finance

• Organizational structure •  Planning & tracking •  Education •  Legal & governance • Knowledge Management •  Team management skills •  Strategic mindset • Nonprofit know-how

Key Benefits

“Want to learn how to run an international organization?”

BENEFITS OF GLOBAL LEADER

• The program has a face

• The program has a connection to employer demands

• Segment-based selling makes it easy to win the right students

• Clear definition of the membership program

• Showing possible career paths to students

TEAM MEMBER PRODUCT FLOW

Raising Market Research

Talent Planning

Talent Segmentation

Talent Promotion

Information Session

Matching Application Assessment Center Interview Selection Allocation

Realizing Induction Career Path Management

Personal Development Re-Raising Upscaling


MARKET RESEARCH


Talent Planning

Talent Segmentation

Talent Promotion

Information Session

•  University market research- demographics including majors, interests, admissions processes, university trends

TALENT PLANNING

•  Backwards Planning

•  Assess the competencies your teams/LC need

•  Who is leaving the LC/ switching teams?

•  Which JDs are open?

•  What can you learn in them?

•  Cluster the JDs into the teams and sub-products


Talent Segmentation

Talent Planning

Talent Promotion

Information Session

TALENT SEGMENTATION



Talent Planning

Talent Segmentation

Talent Promotion

Information Session

• Based on your university market research and your internal HR analysis (the competencies your LC has and the competencies you need), segment your market to have a more focused approach for Talent Promotion.

• Focus on key departments, profiles, demographics, and channels within the university to reach them

• (National) Materials - Segmented Product Approach

• Having the right pitch – One-on-One sales

• Tell he right audience what they can learn and link it to our organizational goal (selling the right need)

• Use different methods for promotion – different channels

TALENT PROMOTION


Talent Planning

Talent Segmentation

Talent Promotion

Information Session

INFORMATION SESSION

Engage them

(WOW moment)

Relate to them

WHY AIESEC?

Learning Points

HOW: Make signing up

simple

Show JDs

Share stories +

Testimonials

Use alumni, EPs,

members

Have AIESECers

there to answer

questions

Information Sessions need to be engaging.


Talent Planning

Talent Segmentation

Talent Promotion

Information Session

PRODUCT FLOW



Talent Planning

Talent Segmentation

Talent Promotion

Information Session




• Global ORS

• National Application Form is standard

• Application asseses history, effort, and motivation to join

Every potential member or EP goes through the SAME national process!

NATIONAL APPLICATION


GLOBAL COMPETENCY MODEL


All AIESEC programs are enabling the development of our members in specific ways


ASSESSMENT CENTER


• Based on the quality of the application, invite applicants to an Assessment Center which is a group interview process to evaluate group and individual behaviors in group situations.

• Evaluate competencies that can include interpersonal skills, oral and written communication, planning and evaluating, and reasoning and problem solving abilities.

• The next step is an in individual interview process.


INDIVIDUAL INTERVIEW


• Questions are based on 5 key competencies-pillars

• Use the individual interview to identify sub-product fit and potential teams & Job Descriptions

GLOBAL COMPETENCY MODEL AND GLOBAL LEADER

WHAT DOES OUR SOCIETY NEED?

Transformational leaders, who open organizations and businesses that run things differently

Sales-people who follow and sell an idea

COMPETENCIES? Example 1

Niels is a competent teacher.

=

Niels has the necessary ability or skills to teach in a school/ university. He is able to do perform in his work well or well enough to meet a

teacher standard.

Synonyms to describe Philipp = able, capable, equal, fit, good, qualified, suitable


PROFILE? Example 2

Niels is a competent manager.

=

Niels has

1.  The practical or theoretical understanding of management (Knowledge)

2.  The natural or learned ability to perform as a manager (Skills)

3. the necessary behavior of a manager (Attitude)


GCM AND TALENT SELECTION

•  Selecting new members based on their program fit

•  Key competencies assessed for each program

•  Current state of development vs. potential of development


Social sales Business Administration

ASSESSING PROGRAM FIT



ALLOCATION


• Allocate candidates to sub-product, team, and specific Job Description (i.e. Social Sales, ICX, IT Sales Associate.

• Ensure Job Descriptions are well rounded and flexible to adjust with the member

TEAM MEMBER PRODUCT FLOW


Talent Planning

Talent Segmentation

Talent Promotion

Information Session




• General Induction mimumims

• Functional induction for each function & for sub-products

• Request trainers to fill in gaps

Getting the right people to stay

TALENT INDUCTION



National Executive

Board

Local Executive

Board

Team Leader

Team Member

Team Member

Team Leader OCP

LCP VP

MCP MC VP

NST / LCDST

Trainer

NTT

ca. 1-‐2 Semester

ca. 1-‐2 Semester

2 Semester 2 Semester Trainer: not limited NTT: 2 Semester



• Personal Development talks as career path management method

• Mentoring/ Coaching – Team Leaders, VPs, TM, Mentors/Coaches

• Show opportunities throughout the semester

• Deliver training and education to empower them to succeed

• Deliver on your promises

PERSONAL DEVELOPMENT






RERAISING & UPSCALING

•  If the team member is retained on the team, the experience will be re-raised

• If the team member takes on another program, or takes on a Team Leader role, the experience will be upscaled


Thank you!

Spring 2014 Global Leader Recruitment Strategy

Business

Transcript of Spring 2014 Global Leader Recruitment Strategy