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Official AIESEC Ukraine recruitment report for period of Winter-Spring 2015
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AIESEC Ukraine internal recruitment report.
Winter-Spring 2015
What you can find in the report?
Part 1. The way we Plan
Recruitment GTCM
Value-based Recruitment
AIESEC UA Recruitment timeline
AIESEC UA Recruitment goals
Part. The way we Act
Brutal Facts
GTCM Analysis
Start/Stop/Continue
Main challenges during recruitment
The way we Plan.
Recruitment plans by LCs
LC Name AFs Interview People BD 35 25 15 CV 120 50 40 DP 120 55 19 IF 140 40 27
KH 195 105 50 KM 18 16 6 KR 260 130 65 KY 325 152 56 LT 25 20 11 LV 330 135 110 MR 51 35 21 TE 80 44 25 VN 40 20 10 UZ 70 45 20 ZP 60 30 15
Total 1869 902 490
GOAL
2 Interview 1 RcR
# of Interview
# of TMP
4 AFs
# of AF
Target AUDIENCECourses: 2-3
Specialties: management, marketing, finance area, philology and foreign languages, psychology and social sciences, tourism Background XP: experience in youth activities, international experience (travel or educational), volunteering experience
Channels
Website – 13% of AFs
FB – 3%
VK – 28%
Posters/flyers – 2%
Friends – 42%
Unis+ other – 12%
[Message] Promotion Positioning: Програма ‘Team Member’
Message: Benefits of Team Member Program: - Team work experience - Interviewing skills -Time management skills - Project management skills - Events management skills - English speaking experience - Business communication - Presentation skills - Social Media Marketing skills - Customer Relations management skills
Promo timeline
MONTH January February March
WEEK
5 11
12 18
19 25
26 1
2 8
9 15
16 22
23 28
2 8
9 15
16 22
23 29
30 5
General flow Online promo Offline promo
Why? Committed and motivated members ( as their
own values are aligned with „AIESEC why”)- decreasing the rotation
True essence of organization is represented to our customers and partners by members demonstrating it in daily behaviors
Building
What is value based recruitment?
Value based recruitment is process of talent selection based on values that drives organization. Idea is to select candidates that demonstrate behaviours connect with this values and are aligned with purpose of organization from the beginning.
Personal Values
Organizational Values
Values
World Citizen
Solution-driven
Self-aware
Empo-wering others
Competence vs. values
(
)
Competence (as it can be developed) is a base for Talent Allocation and Learning Plan.
AIESEC values in recruitment OUR ESSENCE AS WAY OF TМP SELECTION
Activating Leadership Demonstrating Integrity
Living Diversity Enjoying Participation Striving for Excellence
Acting Sustainably
Recruitment process
Application AC/Group dynamics
Interview
Talent Selection
and Allocation
Check motivation
See teamwork
Look for demonstration
of values & competence
Select based on values and
allocate based on competence
Interview flow
1. Introduction to the interview.
2. Values alignment (values related questions).
3. Competence& knowledge check point (skills related questions).
Activating Leadership
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line (team
members)
Entrepreneurial attitude of turning ideas into actions.
Ability to engage others- delegate and share responsibilities with other people.
Teamwork,
Contribution to the society and the team,
Entrepreneurship,
Leadership development Providing international experiences to others
1. Give example of the situation when you were entrepreneurial.
2. Have you ever had idea and turn it into actions? What were the effects?
3. What are you characteristics that might be a challenge for your team and team leader?
4. Have you ever were successful working in the group or team?
5. Bring example of situation when you contributed to someone else success.
Purposeful
& Driven
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line (team
members)
Transparency between words and actions.
Standing for own values and beliefs.
Delivering promises and committments.
Open and honest communication.
Credibility, honesty,
high-mindeness
1. Give me an example of situation when
you were aksed to do something that you didn’t believe in?
2. Please bring example of situation that you didn’t deliver your promise?
3. Please bring example of situation that group or others forced you to make a decision or action you didn’t agree with it.
4. Describe me a time when it was important for you to „take a stand” for your opinion.
5. Have you ever situation that you said painful truth to someone? 6. Have you ever faced dishonesty? Please describe me a situation.
Demonstrating Integrity
Collaborative
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line
(team members)
Openess for international environment.
Understanding the value of multicultural environment.
Ability to communicate with people of diverse backgrounds.
Internationalism,
diversity, multicultural environment
1. What is the added value for you
out of being part of multicultural organization?
2. What added value you can bring as a person for international organization?
3. What does diversity mean to you? What is your definition of it?
4. What is the risk of multicultural teams?
5. Have you ever worked in international team?
6. Have you ever been abroad? What was the most shocking or difficult for you?
Living Diversity
Purposeful& Collaborative
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line
(team members)
Enthusiasm of working with others.
Proactive attitude.
Being able to work in a team.
Teamwork, Proactiveness,
Enthusiasm,
Contribution,
Work with people.
1. What people you like to interact with? 2. What is the most important for team to integrate
perfectly in your opinion? 3. What makes you motivated and enthusiastic? 4. Talk about the situation when you showed
proactive attitude for the good od the team or any group of people?
5. Tell me when you enjoy being or working with people the most?
6. What characteristics you present that will be useful for the team?
7. What kind of the role you have in groups/team usually?
Enjoying Participation
Collaborative
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line
(team members)
Look for constant improvement of himself. And his surrounding.
Demonstrates engagement in alll responsibilities given to him/her.
Excellence,
professionalism,
high quality,
constant improvements
, engagement, ambition.
1. What excellence means to you? 2. What you want to achieve through AIESEC? 3. What self-develpoment means to you? 4. How do you work on your self-
development? 5. Do you see field of improvement for
yourself? 6. How do you see yourself in 2-3 years time? 7. In the last months, what have you done to
enhance your skill s or knowledge set? 8. What was the biggest challenge for you till
now? How did you face it? 9. What is your biggest ambition? Why?
Striving for Excellence
Driven
Level Behavior Words to use in JD advertising
Questions to raise at interview
Front-Line
(team members)
Present sustainable approach towards environment. Ability to take decisions and actions that will have no negative long-term consequences in the future.
Sustainability,
Responsibility
1. What sustainability means to you?
2. What in your opinion sustainability
means in daily life? 3. Please share situation when you had
undertaken decision or action that had negative consequences for others.
1. Please bring example of situation when
your actions influenced in a positive way your environment (can be social enviornment).
2. Provide with a situation from the past when you presented acting sustainability?
Acting Sustainabily
Purposeful
Use measurable behavioral indicators
Communicate values to
candidates
Look for the past experience
(demonstration of behaviors)
Train recruiters about the AIESEC way
Golden rules
The way we Act.
GOAL
2 Interview 1 RcR
# of Interview
# of TMP
6 AFs
# of AF
Target AUDIENCESpecialties: Management, Marketing Finance area, Journalism Engineering & Computer Science Philology and Foreign languages Psychology and Social sciences Ecology & Geography International relations Background XP: Experience in youth activities International experience (traveling or educational) Volunteering experience
Courses % of applicants
1 30,6
2 20,8
3 16,9
4 10,2
5 and more 9,7
Graduates 4,6
Not mentioned 6,4
Channels
VK – 34,5%
Friends – 33,6%
FB – 21,9%
University + other – 19,2%
Search in Google/ Yandex– 14,9%
Posters/flyers – 0,7%
[Message] Promotion Positioning: Програма ‘Team Member’
Message: Benefits of Team Member Program: - Team work experience - Interviewing skills -Time management skills - Project management skills - Events management skills - English speaking experience - Business communication - Presentation skills - Social Media Marketing skills - Customer Relations management skills
Promo timeline
MONTH January February March
WEEK
5 11
12 18
19 25
26 1
2 8
9 15
16 22
23 28
2 8
9 15
16 22
23 29
30 5
General flow Online promo Offline promo
Brutal Facts about RcR
Duration January – April
Final responsible in LCs – VP TM/LCP
69 people worked on RcR in country (average 4-5 people)
Value-based RcR package implemented
14 of 16 LCs noted that they implemented value-based Rcr
Brutal Facts about RcR
For question about candidates profile none LC specified @ values.
Only 7 of 16 LCs provide their candidates with a feedback on selection. Excuses: we don’t know how to give a feedback; candidates didn’t ask; we forgot.
Value-based RcR? Really?
Recruitment timeline
January February March
5 11
12 18
19 25
26 1
2 8
9 15
16 22
23 28
2 8
9 15
16 22
23 29
30 5
Online promo Offline promo
January February March April
5 11
12 18
19 25
26 1
2 8
9 15
16 22
23 28
2 8
9 15
16 22
23 29
30 5
6 12
Online promo Offline promo
PLAN FACT
Recruitment results
LC Name
AFs Interview People
Plan Fact % Plan Fact % Plan Fact %
BD 35 24 68,57 25 16 64 15 6 40
CV 120 122 101,66 50 50 100 40 30 75
DP 120 89 74,17 55 51 92,72 19 18 94,73
IF 140 148 106 40 35 87,5 27 25 92,59
KH 195 205 105,13 105 101 96,19 50 46 92
KM 18 6 33,33 16 3 18,75 6 1 16,7
KR 260 33 12,69 130 15 11,54 65 9 13,84
KY 325 436 134,15 152 121 79,6 56 40 71,43
LT 25 11 44 20 5 25 11 7 63,63
LV 330 507 153,63 135 83 61,48 110 63 57,27
MR 51 30 58,82 35 18 51,43 21 11 52,38
SU
TE 80 86 107,5 44 61 138,63 25 34 136
VN 40 26 65 20 11 55 10 9 90
UZ 70 46 65,71 45 27 60 20 15 75
ZP 60 79 131,66 30 15 50 15 5 33,33
Total 1869 1848 98,87 902 612 67,85 490 319 65,1
RcR analysis
• Did not do RcR: DO, OD. • # of AFs 1848 - (99%) • # of Interviews - 612 (68%) • # of members RcR to organization – 319
(65%) • LCs with RcR people goals realization at
more then 90% - TE, KH, IF, DP • LCs with RcR people goals realization at
more then 75% - UZ, CV
National recruitment conversions
1848 AF
612 IW
319 Rcr ppl
6 AF – 1 person RcR
2 IW – 1 person RcR
Main challenges during RcR
Ineffective promotion
Not quality AF
Candidates are not interested in volunteering
Vacations in universities
AF in the last moment of promotion
RcR evaluation • Start RcR in timeline
Make Talent Planning
Rcr team selection
and education on RcR as a process
Plan RcR in LC based on conversions
Clarity of “why”
for LC members
Involve TLs in Rcr process
Members allocation
by profile
• Stop Ineffective promotion Not quality selection 1 week LIC preparation
•Continue Value-based RcR 1 day induction Invite NSTs/MCs to chair conference Online promo
Main conclusion
RcR is not a project, it is a process.
Make Talent Planning first.
Plan RcR in LC based on conversions.
Recruitment should start in timeline even earlier.
Plan promo strategy.
We need to select RcR team and give them quality education on candidates profile.
Value-based Recruitment should be in our actions.
Any questions?If you have any questions on the recruitment process please
contact the following people on the specific topics:
Marketing strategy and Promotion – Tatiana Landysheva, Vice-President for Marketing, AIESEC Ukraine via [email protected]
Recruitment process – Svitlana Udovenko, Vice-President for Talent Management and Operations, AIESEC Ukraine via [email protected]
Selections and Allocation – Olja Pasishnyk, National Talent Manager, AIESEC Ukraine via [email protected]
AIESEC UKRAINE RcR report Jan-April 2014