AIESEC: Get
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10-Jan-2017Category
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GET
MEMBERSHIP PLANNING
Membership Planning - is an ongoing monthly process of
iden(fying the people needs of your Local Commi5ee based on pipeline, strategy, jobs that need to be done, the culture you want
to build.
Membership Planning - is an ongoing monthly process of
iden(fying the people needs of your Local Commi5ee based on pipeline, strategy, jobs that need to be done, the culture you want
to build.
every month:What is the culture we are trying to build?
What are the goals we are trying to achieve? Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals? What behaviours are missing in who?
What jobs needs to be done and what people are required for that?
What is the current pipeline of people we have waiAng for AIESEC Membership?
How will you a5ract them?
FOR EXAMPLE:
every month:What is the culture we are trying to build?
What are the goals we are trying to achieve?
#liveandlead
#fearless
#Gen16-20
Live the AIESEC Values
Entrepreneurial
No ego
150 Completed
$10,000 USD Profit
NPS 60
What are the pain points and gain points in our people that are enabling or blocking our ability to achieve these goals and build this culture?
every month:Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals?
Has a big ego, not aligned to the behaviours
Not performing in his/her role.
Doesnt have commitment
Doesnt have the design
capability to be in the role.
Is not connected to the LC.
Doesnt feel moAvated by team leader
every month:Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals?
Has a big ego, not aligned to the behaviours
Not performing in his/her role.
Doesnt have commitment
Doesnt have the design
capability to be in the role.
Is not connected to the LC.
Doesnt feel moAvated by team leader
feedback probaIon
recruitment
every month:Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals?
Has a big ego, not aligned to the behaviours
Not performing in his/her role.
Doesnt have commitment
Doesnt have the design
capability to be in the role.
feedback probaIon
recruitment
feedback probaIon
recruitment
Is not connected to the LC.
Doesnt feel moAvated by team leader
every month:Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals?
Has a big ego, not aligned to the behaviours
Not performing in his/her role.
Doesnt have commitment
Doesnt have the design
capability to be in the role.
feedback probaIon
recruitment
Is not connected to the LC.
Doesnt feel moAvated by team leader
feedback TL LC engagement people decision
feedback probaIon
recruitment
every month:Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals?
Has a big ego, not aligned to the behaviours
Not performing in his/her role.
Doesnt have commitment
Doesnt have the design
capability to be in the role.
feedback probaIon
recruitmentfeedback probaIon
reallocaIon recruitment
Is not connected to the LC.
Doesnt feel moAvated by team leader
feedback TL LC engagement people decision
feedback probaIon
recruitment
every month:What behaviours are missing in who?
What jobs needs to be done and what people are required for that?
Need 3 more designers with graphic design
ability
Need Team Leaders for next semester who
are IXPs
Need more self-organising and independent
profiles
every month:What is the current pipeline of people we have waiAng for
AIESEC Membership?
Need 3 more designers with graphic design
ability
Need Team Leaders for next semester who
are IXPs
Need more self-organising and independent
profiles
Have 30 EPs returning from winter peak
Have 50 volunteers from Local Volunteer EwA product
Have 10 rejected applicants from last round who can be
invited to re-apply Have 50 referrals from our
current members
every month:What is the current pipeline of people we have waiAng for
AIESEC Membership?
Need 3 more designers with graphic design
ability
Need Team Leaders for next semester who
are IXPs
Need more self-organising and independent
profiles
Have 30 EPs returning from winter peak
Have 50 volunteers from Local Volunteer EwA product
Have 10 rejected applicants from last round who can be
invited to re-apply Have 50 referrals from our
current members
Need 5 profiles from this background Need 10 profiles with these qualiAes
every month:How will we a5ract them?
Have 30 EPs returning from winter peak Have 50 volunteers from Local Volunteer
EwA product Have 10 rejected applicants from last
round who can be invited to re-apply Have 50 referrals from our current
members
GOAL
POOL TARGET
CHANNEL
MESSAGE
How do we use the current pool? Do we need to launch a new recruitment? Which faculAes should we address? How many people/applicants do we want to reach to recruit
needed number of members? (based on last years conversion)
What channels were the most effecAve for us last year? What channels can reach the type of membership we need?
What is the message we are sending to recruit the profiles that we need?
What is the value of AIESEC Membership for them?
every month:What is the culture we are trying to build?
What are the goals we are trying to achieve? Are our people currently matching the right performance,
capability and displaying the right behaviours to build the right culture and achieve our goals? What behaviours are missing in who?
What jobs needs to be done and what people are required for that?
What is the current pipeline of people we have waiAng for AIESEC Membership?
How will we a5ract them?
ORG REVIEW
PEOPLE REVIEW
IDENTIFY NEEDS
CHECK POOL
GTCM PLAN
some reflec)on ques)ons here mate?
MEMBERSHIP RECRUITMENT
peopleRightplaceRighttimeRight
Membership Recruitment - refers to the overall process of a5racAng, selecAng and appoinAng suitable
candidates for work(either permanent or temporary) within an
organisaAon.
individual organisaIonal
How is the customer/applicant feeling throughout
the process?
How are you ge[ng the informaAon you
actually need from the recruitment process?
How are your best applicants reacAng
throughout the process?
TALENT PLAN & PROMOTION
ONLINE APPLICATION
INTERVIEW
ASSESSMENT CENTER
TALENT PLAN & PROMOTION
ONLINE APPLICATION
INTERVIEW
ASSESSMENT CENTER
these are common processes used throughout the network. You need
to choose what works for you mate.
1. Training for Recruitment 2. SelecIon 3. ExpectaIon SeWng
What is recruitment:
Training for RecruitmentHow prepared is your team for selecAon? Assess their ability in:
Interviewing Asking QuesAons/ Probing Reading body language Making evaluaAon and assessment
Link to Guide
You should ensure that you are retaining all your sign ups in your CRM for
future talent pool.
Sign up
Online Assessment/ Applica=on
Expecta=on [email protected]
Tasks Group Assessment
Centre/ Group Discussion
Personal InterviewYou should ensure that
you are retaining all your sign ups in your CRM for
future talent pool.
This can be in the form of an AIESEC Mee=ng. It can even be combined
with the GAC etc.
This is a follow up from the Applica=on/
Assessment.
Selec(on & Expecta(on Se=ng
YOU CAN MOVE THESE AROUND AS YOU WISH
You should ensure that you are retaining all your sign ups in your CRM for
future talent pool.
Sign up
Online Assessment/ Applica=on
Expecta=on [email protected]
Tasks Group Assessment
Centre/ Group Discussion
Personal InterviewYou should ensure that
you are retaining all your sign ups in your CRM for
future talent pool.
Can be in the form of an informa=on session before they apply.
This is a follow up from the Applica=on/
Assessment.
YOU CAN MOVE THESE AROUND AS YOU WISH
Online Assessment/ Applica=on
For JD based competency assessment make sure you give the applicants tasks to truly assess their abiliAes.
Tasks
1. Allocate tasks aber ExpectaAon Se[ng 2.Make sure you explain the task in detail. Ask them if they have
any quesAons. Make sure they are aware of how much they