2. The Problem : Gap in Need AssessmentLack of understanding of
our customer needs.Customer Dissatisfaction leading to Clients
dropping outInaccurate Profile Selection for our Customers 3.
Process : Better Profile Selection Understanding the needs of our
customers help us match their requirements faster and meet their
expectationsUnderstanding the future talent needs of our customer
we can improve re-raisingBy 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 futureUsing
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.Results: 1. Matching Faster 2.
Match More 3. No client drop-outs 4. Satisfied Customers 4. Profile
Selection Challenges with current JQSolutionJQ has Unclear Job
RolesIntroduction 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 ToolThe new JQ is only 4 pages long including
cover page and the contract.JQ Unaligned to Sub-ProductsCustomers
see skills and backgrounds specific to different sub productsJQ
Unaligned to Demand and SupplyEntities can customize JQ according
to global supply and partnerships for specific Sub-ProductsJQ
Limited to current HR NeedsAsks about customers long-term HR needs
/ Recruitment patterns to help Re-Raising in the future 5. The all
new Job Questionnaire o/ 6. 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 7.
Things to keep in mind while filling the JQ IntroductionMake sure
to follow-up on the companys Mission, Vision and Values. Explain
AIESECs Mission and Vision to the company and the Why of
GIP?Position InfoBe 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 profilesSub-Product InformationEdit 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
AIESECInquire about Customers future needs and projects that could
require Global Talent 8. Profile Selection MC Implementation
iGIPFinalize the JQ after making it specific for Sub-Products and
Demand And Supply.Translate it and Adapt it to local Realities.
EducateEducate 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 9. Profile
Selection LC Implementation iGIPGo through the new JQ and
understand usage of the sameEducate 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. oGIPEducate 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 10.
Overall Implementation Timeline (all 3 solutions)Educatio n about
account manage ment andn JQIntroduce, adapt, translate new
JQAllocate one account manager to every accountNew Years Campaig n
to meet respectiv e accounts and plan 2014Create Selection Process
Tracking ToolTrain your members to slect candidat es and impleme nt
selection timelineTrack your members selection process and deliver
the GIP for customers!
