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 Se@ng

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 Se@ng

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