AIESEC Ukraine Recruitment Report. by Svitlana Udovenko

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 CV DP IF KH KM KR KY LT LV MR TE VN UZ ZP Total

35 120 120 140 195 18 260 325 25 330 51 80 40 70 60 1869

25 50 55 40 105 16 130 152 20 135 35 44 20 45 30 902

15 40 19 27 50 6 65 56 11 110 21 25 10 20 15 490

GOAL 4 AFs

2 Interview

1 RcR

# of AF

# of Interview

# of TMP

Target AUDIENCE Courses: 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 Message: Benefits of Team Member Program:

Positioning: Програма ‘Team Member’

- 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

WEEK General flow

January

February

March

5 12 19 26 2 9 16 23 9 16 23 30 11 18 25 1 8 15 22 28 2 8 15 22 29 5

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

Competence vs. values World Citizen

( Empowering others

Values

Solution -driven

) Selfaware

Competence (as it can be developed) is a base for Talent Allocation and Learning Plan.

AIESEC values in recruitment OUR ESSENCE AS WAY OF TлюP SELECTION

Activating Leadership Demonstrating Integrity Living Diversity Enjoying Participation Striving for Excellence Acting Sustainably

Recruitment process

Application

Check motivation

AC/Group dynamics

See teamwork

Interview

Look for demonstration of values & competence

Talent Selection and Allocation

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

Teamwork,

Front-Line (team members)

Questions to raise at interview

1. Give example of the situation when Entrepreneurial attitude you were entrepreneurial. of turning ideas into actions.  Contribution to the 2. Have you ever had idea and turn it society and the team, into actions? What were the effects? Ability to engage others3. What are you characteristics that  Entrepreneurship, delegate and share might be a challenge for your team responsibilities with other and team leader?  Leadership people. 4. Have you ever were successful development working in the group or team? 5. Bring example of situation when you Providing contributed to someone else international success. experiences to others

Purposeful & Driven

Demonstrating Integrity Level

Front-Line (team members)

Behavior

Words to use in JD advertising

Transparency between words and actions.

Credibility,

Standing for own values and beliefs.

 high-mindeness

Delivering promises and committments. Open and honest communication.

Collaborative

 honesty,

Questions to raise at interview

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.

Living Diversity Level

Front-Line (team members)

Behavior

Words to use in JD advertising

Openess for international environment.

Internationalism,

Understanding the value of multicultural environment.

diversity, multicultural environment

Ability to communicate with people of diverse backgrounds.

Purposeful& Collaborative

Questions to raise at interview

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?

Enjoying Participation Level

Behavior

Enthusiasm of working with others.

Front-Line (team members)

Proactive attitude.

Words to use in JD advertising

Teamwork, Proactiveness,

 Enthusiasm,

Being able to work in  Contribution, a team.  Work with people.

Collaborative

Questions to raise at interview

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?

Striving for Excellence Level

Behavior

Words to use in JD advertising

Excellence,

Front-Line (team members)

Look for constant improvement of himself. And his surrounding.

 professionalism,

Questions to raise at interview

1. 2. 3. 4.

 high quality, 5.

Demonstrates  constant engagement in alll improvements responsibilities given , engagement, to him/her. ambition.

6. 7. 8. 9.

Driven

What excellence means to you? What you want to achieve through AIESEC? What self-develpoment means to you? How do you work on your selfdevelopment? Do you see field of improvement for yourself? How do you see yourself in 2-3 years time? In the last months, what have you done to enhance your skill s or knowledge set? What was the biggest challenge for you till now? How did you face it? What is your biggest ambition? Why?

Acting Sustainabily Level

Front-Line (team members)

Behavior

 Present sustainable approach towards environment. Ability to take decisions and actions that will have no negative long-term consequences in the future.

Purposeful

Words to use in JD advertising

Questions to raise at interview

What sustainability means to you?

Sustainability,

 Responsibility

What in your opinion sustainability means in daily life? Please share situation when you had undertaken decision or action that had negative consequences for others.

Please bring example of situation when your actions influenced in a positive way your environment (can be social enviornment).

Provide with a situation from the past when you presented acting sustainability?

Golden rules Use measurable behavioral indicators

Communicate values to candidates

Look for the past experience (demonstration of behaviors)

Train recruiters about the AIESEC way

The way we Act.

GOAL 6 AFs

2 Interview

1 RcR

# of AF

# of Interview

# of TMP

Target AUDIENCE Courses

% of applicants

30,6

20,8

16,9

10,2

5 and more

9,7

Graduates

4,6

Not mentioned

6,4

Specialties: 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

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 Message: Benefits of Team Member Program:

Positioning: Програма ‘Team Member’

Promo timeline MONTH

WEEK General flow

January

February

March

5 12 19 26 2 9 16 23 2 11 18 25 1 8 15 22 28 8

Online promo

9 16 23 30 15 22 29 5

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 5 12 19 11 18 25

26 1

February 9 16 23 15 22 28

2 8

Online promo

2 8

March 9 16 23 15 22 29

30 5

Offline promo

PLAN

FACT

January

February

5 12 19 26 2 11 18 25 1 8

9 16 23 2 15 22 28 8

Online promo

March

April

9 16 23 30 6 15 22 29 5 12 Offline promo

Recruitment results AFs

Interview

People

LC Name

Plan

Fact

Plan

Fact

Plan

Fact

68,57

120

122

101,66

100

120

74,17

92,72

94,73

140

148

106

87,5

92,59

195

205

105,13

105

101

96,19

33,33

18,75

16,7

260

12,69

130

11,54

13,84

325

436

134,15

152

121

79,6

71,43

63,63

330

507

153,63

135

61,48

110

57,27

58,82

51,43

52,38

107,5

138,63

136

65,71

131,66

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, VicePresident 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