1. 
Selection process- oGCDP

2. 1. Keep the things simple.
2. Selection should be fast and to the point.
3. A good selection means a Raise as follow up.
Main steps
1. First contact
2. Interviews
3. Optional
Assessment
4. Follow up
5. GCPs

3. First contact
Contact the candidates in advance and announce them
about next steps. We advice you to contact them by
phone in order to be able to have a faster response and
ensure the MRBs attendance.
Schedule the MRBs when the person is available, even
if it means that you have to do it online.
Establish a day for interview and assessment for the
participants. Assessment is optional, depending on the
situation you have. But all the things that are evaluated
in assessment should be evaluated during interview.

4. 
Important:
Selection should be ongoing, for example you have 20
applicants try to fix interviews with them the same week
and select.
- Make a weekly timeline for your recruitment, that should
include all the activities, starting with promotion and finishing
with legalization.
REMEMBER: to run a recruitment process it is easy and it is needed
just one or two well prepared people. Don´t overcomplicate things and
just do it.

5. 
Important:
MRBs its another tool/ space for selling our program and
set expectations with our customers about countries, sub
products, JDs, reception, costs & benefits.
During MRBs, remember to give information with clear
dates and DDLs for next steps: parents info sessions, raising
& legalization. Also, ask for personal information (in case
this person didn’t apply in the national link to keep te
records in PODIO)

6. Interviews
The office:
The interview should happen in a place proper for the interview. The office
where you make the interview should be clean, it is better if there are no
other people in it, of if they are, they should respect the silence and enable
you to make a proper interview. It is good to have some presentation
materials about AIESEC in the office or so the candidate get informed.
The interview:
The interviewers should be prepared for the interview and have the basic
knowledge about every candidate.
Each interviewer should have an evaluation form for each participant for
interview.
Use the interview template provided by the MC.

7. Types of Interviews
WHEN?
Individual 

In case that you have few applicants
You have few time to organize the applicants
interview 

You don´t have enough interviewers
You don´t have proper space to do a group
interview
Group WHEN?
 In case that you have a lot of applicants;
interview  In case that you have more interviewers
 In case you have a good space to organize a
good group interview

8. Assessment
The Place:
The assessment should happen in a place proper for the assessment. The
office/ place where you make the assessment should be clean, it is better if
there are no other people in it, of if they are, they should respect the silence
and enable you to make a proper assessment. It is good to have some
presentation materials about AIESEC for the candidate get informed.
The assessment:
The assessment should include activities that are interesting for them
and you in terms of candidate analysis.
Each activity should have well trained observers that will take care of the
activity and also that will notice the behaviors of candidates. Each activity
should have prepared all the logistics necessary.
Use the assessment template provided by the MC.

9. Follow up
Have a clear follow up for both, interview and
assessment.
Understand what are the
needs of people that
were part of selection
process and even if they
cannot be Ra as EPs, try
to find a place for them
in AIESEC.

10. GCPs
GCPs- How to conduct an interview:
- http://www.youtube.com/watch?v=aS_3VV154hI
- http://www.youtube.com/watch?v=FgV1-tBuCEY
- http://www.youtube.com/watch?v=12hkASouLzY
Books:
- https://aiesecincolombia.podio.com/recruitment-
management/item/36579560
- https://aiesecincolombia.podio.com/recruitment-
management/item/36579530