CLO Summit Output

Tier 2 – Profile Selection

The Problem : Gap in Need Assessment

Lack of understanding of our customer needs.

Inaccurate Profile Selection for our

Customers

Customer Dissatisfaction

leading to Clients dropping out

Process : Better Profile Selection

By asking our customers the right questions in the JQ

(Job Role, Skills required ) we will be

able to provide better job profiles and re-raise

them in the future

Understanding the needs of our customers help us match their requirements faster and meet their expectations

Understanding the future talent needs of our customer we can improve re-raising

Results:1. Matching Faster

2. Match More

3. No client drop-outs

4. Satisfied Customers

Using the New Global Talent Profile during Sales Meetings and Re-Raising Meetings will help us select Accurate Profiles

for our Customers and meet their Talent Expectations.

Profile Selection

Challenges with current JQ Solution

JQ has Unclear Job Roles Introduction of Minor and Major Job Roles and Goals for the internship will

help Interns prepare for the internship and result in clear expectation setting.

The length of the Job Questionnaire / Profile Selection Tool

The new JQ is only 4 pages long including cover page and the contract.

JQ Unaligned to Sub-Products Customers see skills and backgrounds specific to different sub products

JQ Unaligned to Demand and Supply Entities can customize JQ according to global supply and partnerships for

specific Sub-Products

JQ Limited to current HR NeedsAsks about customers’ long-term HR needs / Recruitment patterns to help

Re-Raising in the future

The all new Job Questionnaire

\o/

The Solution : New Job Questionnaire

1. Use the New Job Questionnaire at all your Sales and

Re-Raising Meetings.

2. Customize the JQ according to Demand and Supply

and Sub-Products your entity works with.

3. Follow the JQ guideline ( A guideline document that

describes the flow of a JQ Meeting) document to know

how to fill and follow-up on the same effectively.

Link for the Global Talent Profile Guideline Document :-http://www.myaiesec.net/content/viewfile.do?contentid=1

0284569

Things to keep in mind while filling the JQ

Introduction Make sure to follow-up on the company’s Mission, Vision and Values.

Explain AIESEC’s Mission and Vision to the company and the Why of GIP?

Position Info Be as specific as possible and make sure the organization answers the purpose of the internship.

Make sure to define the Key Deliverables of the intern and translate the same in selecting intern profiles

Sub-Product Information

Edit the JQ based on the sub-product / Field of work the customer chooses.

Align the skills , backgrounds and supply according to the same.

Future with AIESEC

Inquire about Customer’s future needs and projects that could require Global Talent

Profile Selection – MC Implementation

iGIP Finalize the JQ after making it specific for Sub-Products and Demand And Supply.

Translate it and Adapt it to local Realities. Educate

Educate Local Committees on the JQ Meeting Guidelines in the following slide.

Incorporate training on JQ Meeting and filling/usage of JQ into Sales Development Program

Overall Implementation Timeline

(all 3 solutions)

Education about account manage

ment andn JQ

Introduce, adapt,

translate new JQ

Allocate one

account manager to every account

New Years

Campaign to meet respectiv

e accounts and plan

2014

Create Selection Process Tracking

Tool

Train your

members to slect

candidates and

implement

selection timeline

Track your members selection process

and deliver the GIP for customers!

Profile Selection – LC Implementation

iGIP Go through the new JQ and understand usage of the same

Educate the GIP Peeps on how to use the new JQ Effectively and run JQ meetings successfully.

Use the new JQ to understand the needs of the company and align them in your processes.

oGIP Educate your EPs on the new features like qualities expected from the intern, the purpose of the internship and results expected from the intern.

Highlight the importance of the personal qualities as one of the selection criteria for TN takers