AIESEC: Get
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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.
Doesn’t have commitment
Doesn’t have the design
capability to be in the role.
Is not connected to the LC.
Doesn’t 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.
Doesn’t have commitment
Doesn’t have the design
capability to be in the role.
Is not connected to the LC.
Doesn’t 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.
Doesn’t have commitment
Doesn’t have the design
capability to be in the role.
feedback probaIon
recruitment
feedback probaIon
recruitment
Is not connected to the LC.
Doesn’t 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.
Doesn’t have commitment
Doesn’t have the design
capability to be in the role.
feedback probaIon
recruitment
Is not connected to the LC.
Doesn’t 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.
Doesn’t have commitment
Doesn’t have the design
capability to be in the role.
feedback probaIon
recruitmentfeedback probaIon
reallocaIon recruitment
Is not connected to the LC.
Doesn’t 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 have, how to submit, how they need to complete the tasks.
3.Aber they submit the tasks/ task report, schedule the Personal Interview immediately within 1-3 days. Don’t keep the applicant waiAng for the task compleAon - take the interview as soon as possible.
Task AllocaIon

Tasks Examples of TasksTask # to be
Achieved
Number of Days that can be given to complete
task
Reporting: What should be included How you can follow up at the PI
Student Sector
Convince your fellow students to go on an AIESEC International Internship in the coming year
You can choose this on
your own
5-7 Days in Total
# Students Convinced, Countries & Issues pitched, Explain the Pitch used
What fascinated people about the product, what made them say No,
what feedback do you personally have for the product, etc
Corporate Sector
Convince corporate employers to expand and benefit their business by recruiting international HR into their organization
Names of Corporates approached, brief Minutes of the Meetings
What fascinated the organization about AIESEC, what kind of
expectations did they have, what more can we offer to these
organizations, what feedback do you personally have for the product. etc
Social Sector
The task is to convince NGOs/Social charitable trusts and NGOs to take interns from AIESEC
Names of NGOs/Trusts approached, brief Minutes of the Meetings
Note: You are not asking them to Open for your LC, rather you are only getting them to Generate Leads! Also, they try to do all these tasks, but they will end up doing the best in something that they like, or they are good at. You give them 3 tasks to do, but don't reject someone if they
haven't done 1 of these 3. Use the completion of the other 2 tasks as a basis for the interview and selection process.

Tasks
1.Schedule the interview 2.Before the applicant arrives, interviewer must:
a.Have gone through interviewer training b.Go through the Online ApplicaAon, Task Report/Tracker & Other informaAon collected about the applicants
Note: This must be done before the interview!
Tasks Done! What next?

Personal Interview
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 have, how to submit, how they need to complete the tasks.
3.Aber they submit the tasks/ task report, schedule the Personal Interview immediately within 1-3 days. Don’t keep the applicant waiAng for the task compleAon - take the interview as soon as possible.
The Interview

So, how should we recruit members?

How should we recruit members?
1. Values 2. JD Based Competencies 3. Alignment with LC Culture/Behaviours
How should we not recruit members?
1. Leadership Development Model

people analy(cs
What are the decisions we make?
GET
DEVELOP

MEMBERSHIP INDUCTION

What are the typical quesIons/thoughts newbie
have?Why am I here?
Who are these people?
What is my job?
I don’t belong here

In order to explore personal development with new
members, O2O with EB or groups to explore personal
mentoring.
Mentoring/ Home Groups
Opera=onal Induc=on
Induc=on Day
Induc=on/ Newie Conference
It is a combina=on of training + func=onal team
touch points. To align knowledge of newbies and ensure they can perform as
fast as possible.
Usually the first touch point with the Local CommiWee.
Understand AIESEC broadly and get connected with other
memebrs.
Usually held with other LCs (regionally)

THE FIRST 10 DAYS

HOW CAN I CREATE AN EXPERIENCE WITHIN
THE FIRST 10 DAYS THEY WON’T FORGET.
Why am I here?
Who are these people?
What is my job?
I don’t belong here