oGCDP AIESEC in Morocco

EP SELECTION

Based on 2 pillars:

Candidate suitability with AIESEC Values

Candidate suitability with Host Entity Project

Value/Behavior

Any state of mind, attitude or any other personal

characteristic that is essential to perform a role,

and improve our individual contribution that is

enabling the personal development.

Matchability

Main personal traits and previous experiences

taken by the candidate allowing him/her to be

more suitable for the TN requirements.

Selection process

-1-Registration

-2-

Invitation to RB

(week ahead)

-3-Info session (on RB day)

-4-Assessment

center

-5-Interview

-6-

Announcement(through email)

-7-Bank payment

(400 MAD)

-8-Official EP (matching

phase)

REVIEW BOARD GUIDELINESPreparation Review candidate profile

Update your selection tool with all the information collected about your candidate (basic/personal information/ registration form…)

Conduct the interview physically and make sure there will be no interreptions

The interview board should count minimum 2 people (oGCDP & TM representative) and 4 maximum people

Choose your interview chair & note taker (who's responsible of the selection tool)

Prepare information about the TN(s) your candidate applied for

Split your candidates into groups of 5 and inform them via email about the whole process for the review board

Schedule groups timing for each two groups in a row to be present in the whole process

REVIEW BOARD GUIDELINES

Info Session Ensure that all your candidates have the same

level of information before the review board

Basic information : AIESEC Essence (@way),

Global Citizen Definition, sub brands definition,

what is required and provided for the internship,

whole process of exchange

Time: 10 min to 15 min

Space of Q&As

REVIEW BOARD GUIDELINESAssessment Center The assessment center should be seen as a way for us to

assess our applicants but also as a way for our applicants to assess us. The Assessment Centre is vital to ensure that we do not recruit people with the wrong expectations.

"Benefits of running an Assessment Centre: • Have the ability to test competencies rather than only talk about them in interviews.• Candidates feel as if they have been fairly tested. • Candidates have a greater understanding of what AIESEC is before they join the program. • Helps achieve impact & recognition in the schools/universities as applicants will talk about the assessment.

Logistics: max 3 assessment centers can be run in one room, each group should be from 5 to 7, groups in the same room can run same activity (assessor explain once for everyone), pens and papers are highly recommended to prepare, assessment can last from 15 to 25 mins max.

Assess each candidate flexibility, positive attitude, proactivity, growth mindset as "none" (no sign), "medium" and "strong" after the assessment center finishes.

Assessment center

activities/games

Importance in life:

1. Order the following sentence from most

important to least important for you (individual

exercise). 2. Create a list of importance of these

things in group. 3. Explain the logic behind this

raking. Very good paid job ; Nice car ; Stable

relationship with partner ; Opportunity to travel ;

Many friends ; Less friends, but close ones ;

Health ; Much free time ; Family ; Beautiful house

; Have a job which I like ; To have authority.

Assessment center

activities/games

In a desert island:

Your team has got into plane crash, but luckily you are all alive and safely reached a desert island.

In the next 15 minutes you need to create the rescue plan and distribute the roles and responsibilities in the team. You have 3 pieces to use for your rescue: plane wing, mobile phone without any connection options and your team. You are also able to use everything that is around you on the island: ocean, fish, fruits etc. Moreover you can use all possible and imaginary functions of those pieces. Try to be as creative as possible.

Find more in the EP selection tool.

REVIEW BOARD GUIDELINESInterview Introduction Greetings

Answer Candidate's questions in any

Introduce the interviewers

Open the interview: 1. Interview Time: approximately 15 minutes per

applicant. 2. Applicant can ask questions before or after

interview.3. Interviewer can cut answer of applicant if the point

is clear.4. Avoid distructions.

Use the Selection Tool for oGCDP RBs to take notes of all your observation

EP introduction

REVIEW BOARD GUIDELINES

Interview Questions Ensure that the EP candidate has the right behavior

and purpose needed for our organization.

Ensure that the aim of the EP candidates is for giving

impact and development for themselves and others &

set his expectations toward the internship.

Ensure that the EP profile is suitable to the TN

opportunity (project requirement/ past experience…)

Selection based on AIESEC values

Selection based on project matchability

EP Motivation & Expectations

EP REACTION

*Choose randomly the study case for each candidate, no need to

repeat the same one or to use old already known study cases

REVIEW BOARD GUIDELINES

Interview Closing Appreciation for applying

Space for questions from the candidate

Information about next steps

REVIEW BOARD GUIDELINES

Post Interview Schedule a meeting by the end of RBs to discuss all

the profiles together with oGCDP & TM responsible

Host a post RB meeting to discuss the day flow

logistically talking and share feedbacks to perform

better in future RBs

Announcement of results for EPs via email after 48h

max

REVIEW BOARD GUIDELINES

Post Interview Feedback from interviewer:

if they pass: open the option to ask for feedback (what

is their strong sides that they need to capitalize on).

if they are not selected: give to each candidate what

are the things they need to work on (develop) in their

announcement email.

EP SELECTION TOOL

EP SELECTION TOOL

EP SELECTION TOOL

HAPPY

SELECTION