Ideal profles and selection process frame

Ideal candidate profiles

According to FA

GCDP ICGeneral competencies 1. 2. 3. 4.

Global Mindset XXX

Emotional Inteligence X XX

Proactive Learning X X X

Social Responsibility X XX

Enterpreneurial Outlook X X X

Specific comepetencies Open towards other cultures and views

Willingness to learn

 Having own values and attitudes

Not be afraid of problems

Creative thinking

Communication skills

 Responsibility

Flexibility

Specific knowledge/experince/skills Communicative English

Organisational skills / experience

GIP ICGeneral competencies 1. 2. 3. 4.

Global Mindset X

Emotional Inteligence X

Proactive Learning X

Social Responsibility X

Enterpreneurial Outlook X

Specific comepetencies Communicative

Responsible

 Persistence, self-motivation

Sesnse of purpose

Proactivity

Competetiveness

 Willingness to improve

Charisma

Specific knowledge/experince/skills Knowledge / experience in corporate sphere

Sales esperience / skills

Overview of what is happening in society, interested in learning something new

OGX

General competencies 1. 2. 3. 4.

Global Mindset XX X XX

Emotional Inteligence XX X XX

Proactive Learning X XXXX

Social Responsibility XX XX X

Enterpreneurial Outlook X XXXX

Specific comepetencies Willingness to learn

Responsibility

 Social thinking

Good listener

Self-coinfidence

Specific knowledge/experince/skills Volunteering experience

Experience from abroad

TMGeneral competencies 1. 2. 3. 4.

Global Mindset XX XXX

Emotional Inteligence X XXX X

Proactive Learning XXXXX

Social Responsibility XXXX X

Enterpreneurial Outlook XXXX X

Specific comepetenciesProblem solution approach

 Effective communication

Willingness to spend time in @

Positive thinking

Willingness to succeesd

 Enpathy

Team player, hard-worker, Leader

Specific knowledge/experince/skills Planning and oranising skills

Communicative English

Leadership experience, work expericence

PRGeneral competencies 1. 2. 3. 4.

Global Mindset XX X

Emotional Inteligence X XX

Proactive Learning X XX

Social Responsibility XXX

Enterpreneurial Outlook X X X

Specific comepetencies Flexibility

Open minded

  Self-awareness

Responsibility

Hard-worker

Proactivity

  Creativity

Specific knowledge/experince/skills Team work, team leading

Grahic programmes (adobe, gimp.,,,)

Excellent Czech languageKnowledge about marketing and sociologyWork in PR agency

FinanceGeneral competencies 1. 2. 3. 4.

Global Mindset X X XXXX

Emotional Inteligence XX XX X

Proactive Learning XX XXX

Social Responsibility X XXX X

Enterpreneurial Outlook X XXX X

Specific comepetencies Open minded

Commitment to work

 Organized, structured personality

Independent

Vision of a big picture

Responsinility

 Analysis and evaluation

Specific knowledge/experince/skills Communicative English

CRGeneral competencies 1. 2. 3. 4.

Global Mindset X XXX

Emotional Inteligence XX XX

Proactive Learning X XXX

Social Responsibility X XX X

Enterpreneurial Outlook X XX X

Specific comepetencies Communicative

Passionate

 Empathic

Extrovert

Fast learner

Specific knowledge/experince/skills Communicative English

Experience with selling

Fall RCTM 2012Selection process -

frame

AF

Interview

s

RR AF

Int.

# of ppl selected re/plan

% of applican

ts recruite

d

# of ppl at

LTC

% of newies at LTC

BRNO 109

71 65% 31/26 28% 26 84%

ČB 16 14 88% 10/12 63% 7 70%

ČZU 73 57 78% 35/37 48% 26 74%

HK 31 22 71% 17/15 55% 7 41%

KARVINÁ 38 37 97% 32/30 84% 20 63%

OLOMOUC 45 34 76% 20/24 44% 12 60%

OSTRAVA 70 51 73% 30/31 43% 19 63%

PILSEN 35 31 89% 18/28 51% 13 72%

PRAHA 145

110 76% 52/54 36% 49 94%

ZLÍN 45 37 82% 29/28 64% 25 86%

Current # of

newies25.11.

31

9

29

13

19

18

21

15

47

28

RR of newies25.11.

100%

90%

83%

76%

59%

90%

70%

83%

90%

97%

AFInterviews

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of

newies25.11.

RR of newie

s25.11.

Brno 109

71 65% 31/26 28% 26 84% 31 100%

Zlín 45 37 82% 29 64% 25 86% 28 97%

AFInterview

s

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of

newies25.11.

RR of newie

s25.11.

OL 45 34 76% 20/24 44% 12 60% 18 90%

AFInterviews

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of

newies25.11.

RR of newie

s25.11.

ČZU 73 57 78% 35 48% 26 74% 29 83%

AFInterviews

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of

newies25.11.

RR of newie

s25.11.

ČB 16 14 88% 10/12 63% 7 70% 9 90%

Ostrava

70 51 73% 30 43% 19 63% 21 70%

AFInterview

s

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of newies25.11.

RR of newies25.11.

Pilsen 35 31 89% 18/28 51% 13 72% 15 83%

Praha 145

110 76% 52 36% 49 94% 47 90%

Karviná

38 37 97% 32 84% 20 63% 19 59%

AFInterviews

RR AF Int.

# of ppl selected re/plan

% of applicant

s recruited

# of ppl at

LTC

% of newies at LTC

Current # of

newies25.11.

RR of newie

s25.11.

HK 31 22 71% 17 55% 7 41% 13 76%

Comments • Unfortunately we didn‘t track the

retention rate btw interviews and AC / trial period (or vice versa), therefore we don‘t know how many people participated in the next part of the selection process

• Prague and Brno have quite small RR btw AF and interviews becasue of pre-selection based on AFs (also Prague had interviews after AC)

Recommendation • 2 LCs with highest RR (0-3) (Brno

100%, Zlín 97%) used the following frame of the selection process:

• 3 LCs with RR 90% (Olomouc, Praha, ČB)

Used the following frames:

Olomouc:

* Some newies selected after LTC

Praha:

* The same frame used Pilsen (RR 83%) and Karviná (RR 59%) – I believe that the reason why Karvina has so low RR is the fact they recruited almost everybody who applied (84% of applicants)

České Budějovice

* Budějky are special case, I wouln‘t recommend this frame to other LCs since it decreases quality of the selection process and lowers the RR later on (Ostrava used this as well and their RR is 70%)