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 tatiana.landysheva@aiesec.net

Recruitment process – Svitlana Udovenko, Vice-President for Talent Management and Operations, AIESEC Ukraine via sveta.udovenko@aiesec.net

Selections and Allocation – Olja Pasishnyk, National Talent Manager, AIESEC Ukraine via olja.pasishnyk@aiesec.net

AIESEC UKRAINE RcR report Jan-April 2014