Recruitment, Induction, Selection

1. GET

2. MEMBERSHIP
PLANNING

3. 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.

4. 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.

5. 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?

7. FOR EXAMPLE:

8. 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?

9. 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

10. 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

11. 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

12. 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

13. 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
reallocaIon
recruitment
Is not connected
to the LC.
Doesn’t feel
moAvated by
team leader
feedback TL
LC engagement
people decision
feedback
probaIon
recruitment

14. 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

15. 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

16. 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

17. 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?

18. 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?

19. ORG
REVIEW
PEOPLE
REVIEW
IDENTIFY
NEEDS
CHECK
POOL
GTCM
PLAN

20. some reflec)on ques)ons here mate?

21. MEMBERSHIP
RECRUITMENT

22. peopleRight
placeRight
timeRight

23. Membership Recruitment - refers
to the overall process of a5racAng,
selecAng and appoinAng suitable
candidates for work(either
permanent or temporary) within an
organisaAon.

24. individual organisaIonal

25. 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?

26. TALENT PLAN & PROMOTION
ONLINE APPLICATION
INTERVIEW
ASSESSMENT CENTER

27. 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.

28. 1. Training for Recruitment
2. SelecIon
3. ExpectaIon SeWng
What is recruitment:

29. Training for Recruitment
How prepared is your team for
selecAon?
Assess their ability in:
Interviewing
Asking QuesAons/ Probing
Reading body language
Making evaluaAon and assessment
Link to Guide

30. 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 Interview
You 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

31. YOU CAN MOVE THESE
AROUND AS YOU WISH

32. 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 Interview
You 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.

33. YOU CAN MOVE THESE
AROUND AS YOU WISH

35. Online
Assessment/
Applica=on

36. •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

37. Tasks
Examples of Tasks
Task
# 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.

38. 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?

39. 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

40. So, how should we recruit
members?

41. 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

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

43. MEMBERSHIP
INDUCTION

44. 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

45. 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)

46. THE FIRST 10 DAYS

47. 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