Recruitment Toolkit

1 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

Contents

5 first steps for good beginnings:

STEP 1: Talent Planning

STEP 2: Talent Marketing

STEP 3: Talent Selection

STEP 4: Talent Induction

STEP 5: Talent Allocation

Recruitment Timeline

2 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

Fundamental Principles of Recruitment

1) Clear positioning and expectation setting along the process. 2) Shift from general approach to specific/segmented approach.
3) Its about marketing and sales.
Recruitment is a search and selection of new people to any organization. It is realized by attracting, screening and selecting new people. In AIESEC, recruitment is one of the keytasks of the modern Talent Management direction. It benefits the country realization of TMP and is a basis of all functional processes in the organization. Without constant and quality recruitment of new people, AIESEC is meaningless. Recruitment consists of 5 main operational stages: Talent Planning, Talent Marketing, Talent Selection, Talent Induction and Talent Allocation.

Talent Induction Talent Selection Talent Marketing/ Promotion Talent Planning

Talent Allocation

3 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

STEP 1: TALENT PLANNING

What is Talent Planning? Talent Planning links member management to the organization's mission, vision, goals and objectives, as well as to the strategic plan and budgetary resources of each LC. A key goal of Talent Planning is to get the right number of people with the right skills, experiences and competencies in the right jobs and send the right persons abroad to the right internship. Only with the right people and a good planning we can fulfill and exceed our expectations. Its also about instituting the people-related practices and activities that will help your LC achieve and improve its results. Talent Planning is an EB job and it must take into account the LC structure, the VPs needs and possible allocation needs. Before you can do marketing you need to know what you want. Before you send people abroad you need to know about their plans and their skills. Why do Talent Planning? Attract the people you need to AIESEC By targeting a specific profile of student, you can send a clear and strong message to attract that target profile. Much more effective way to recruit, rather than mass marketing. When we recruit Talent for AIESEC, what we need to remember is that we are not necessarily looking for the best people in general, but we are looking for people who will put in their best for AIESEC. This means discovering people who will fit well with AIESEC's culture, will be participating wholeheartedly in AIESEC's activities and who will have a deep sense of commitment towards AIESEC's goals and will be able to relate to them. It is not necessarily about finding people with the right experience. It's about finding people with the right mind-set.

RECRUIT for ATTIDUDE TRAIN for SKILLS

4 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

How to plan your Human Resources?

Lets PLAN
Talent Planning will help us answering 4 critical questions:
1. How many members do we have right now? 2. What kind of members do we have right now? 3. How many members should we recruit? 4. What kind of members should we recruit?

How many and what kind of members do we have right now?

To be able to answer this question you need to make sure that all of your current members have clear roles within your LC, with proper job descriptions! Q?: How many members are leaving the LCs? How many sall go on exchange? You also need to know more about the LC's overall competency analysis! That is to get to know what are the missing competencies in the LC that you need to focus on during the next recruitment.

How many members should we recruit?

The first step is to know what your LC goals are! Go through the following points based on your LC plan: - How many members do you need to have till next recruitment? - How many exchanges do you want to raise/match/realize during this term? - How many leadership opportunities do you plan to offer during this term? - What kind of projects / task forces / functional teams / activities do you want to run till next recruitment? What are their people needs? Now you should be able to calculate the gap between your current membership and your membership needs? What is this number?

What kind of members should we recruit?

For this question, you should look into different facts and data again! - What is the current global exchange situation? - Here you need to look into the global exchange supply and demand facts, as it will determine your profiles for those members who you want to send on exchange during this term! - What is your university reality? - You need to analyze now what your market is! Check out your faculties, courses, and the type of students who study at your university. - What is the gap between your goals and your current membership? - Don't just plan the numbers, but also try to find out what kind of skills, competencies, or knowledge is missing from your LC currently! E.g. If there is a few people with stakeholder focus, and your LC's biggest weakness is partnership management, you clearly need to get some new members who will be able to fill this gap! 5 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

Week 1&2 4th to 16th Feb Week 3 18th to 23rd Feb Week 4 25th Feb to 2nd March Week 5 4th to 9th March

Banner Classroom speeches Info Stand Info session Registration forms 1st Selection Day = 16th February

Interviews - allocation 2nd Selection day (interview, assessment) Promotion LIS and SCORE

Interviews - allocation Local Induction Seminar Trainings

Allocation review Trainings Work, work, work

Week 6
11th to 17th March
Trainings - LEADERSHIP: SCORE Work, work, work

6 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|

GOOD LUCK!!!!!
Any question: MCVP AIESEC Experience: aurelie.duchateau@aiesec.net

7 |AIESEC in Uganda 2012/2013| |MCVP AIESEC Experience: aurelie.duchateau@aiesec.net| 0784 610 207|