Summary report after first Future Leaders recruitment 2014

1. Implementation Report
May-June 2014
*In this report you can find information about results of first
national campaign of Future Leaders executed by 14 Local
Committees of AIESEC in Poland.

2. Table of content
1. Introduction.
2. Our preparations.
3. Overall results.
4. Campaign sum up.
5. Recruitment and Allocation
Report.
6. Conclusions.

3. Dear AIESEC in Poland,
There is strong „why” behind Future Leaders. Main reason to create it was strong
will to communicate AIESEC ‘s fundamental mission which is leadership development.
When it all starts? In the moment when we go to our university, to our colleagues
at classes and present AIESEC encouraging them to join. And from this moment we
should with pride and confidence share what AIESEC is about.
We believe that Future Leaders, created with solid research and beautiful dream,
is a solution to attract right talents to help us in creation of the most impactful
youth network in Poland.
Please take a look at our report and find your conclusions- yes, there is still a lot to
be done, but you need to admit that we have a great tool- our own branded
program with clear and amazing value preposition!

4. Program
Launch at
National
Functional
Summit
Future
Leaders
Education
Days
Trainings at
National
Functional
Summit
Talent
Management
Functional
Meeting
Print out of
9000
leaflets for
LCs
Wiki with all
materials
and
guidelines

5. In times of change what organization needs is to engage every member in it through complex education, training
and feedback. Most of LCs were using Local Committee Meetings and information meetings as way to prepare LC
for campaign. From national point of view education especially around value preposition wasn’t enough to see real
change in the way we communicate with our customers.
0
1
2
3
4
5
6
7
8
9
10
Information
meeting for all
members
Value
preposition
training for
OCPs
Value
prepositon
training for
marketing
structure
Promotion
training for
marketing
structure
Promotion
training for
OCPs
Inne
How did you prepare your LC to Future Leaders
implementation?

6. Overall results
We achieved 60% plans nationally.
To see more scroll down the report.

7. 0
20
40
60
80
100
120
140
KatowiceUE
NowySącz
Kielce
Poznań
Białystok
ToruńUMK
LublinUMCS
Bielsko-Biała
Łódź
WarszawaUW
WrocławUE
Rzeszów
WrocławUT
Szczecin
Numerical plans realization
plans
results
Overall results
0%
20%
40%
60%
80%
100%
120%
KatowiceUE
NowySącz
Kielce
Poznań
Białystok
ToruńUMK
LublinUMCS
Bielsko-Biała
Łódź
Warszawa…
WrocławUE
Rzeszów
WrocławUT
Szczecin
% of plans achieved
We achieved 60% plans, which means we received 392 applications for AIESEC
in Poland.
Only 1 LC achieved more than 100% (Nowy Sącz); Warszawa UW achieved 98%.
5 LCs had struggles to achieve even 50%.

8. Results per Future Leaders sub-program
(application stage)
We achieved 100% of plans only in Social Enterprenuer program
(217 people in whole Poland applied for SE).
68%
38%
100%
0%
20%
40%
60%
80%
100%
120%
Marketing Business Sales Social Entrepreneurs
%

9. We recruited tp AIESEC 121 new members.
74% female, 26% male.
Two LCs recruited only women (Białystok, Łódź).
3 LCs with perfect proportion (50%): Nowy Sącz, Wrocław UT, Szczecin
0%
20%
40%
60%
80%
100%
Male
Female
*Warszawa UW, Toruń UMK don’t have those information yet

10. Campaign sum up
National Promotion started on 5th
of May 2014
14 LCs took part in
implementation
12 of 14 LCs had at least 1
parallel campaign Some
of LCs had 6 campaigns
at once
Average
campaign last 20
days and cost 150
PLN
Average LC
engaged 10
members for
active promotion.

11. Campaign duration
10
17 18 18
25
21 19
29
25
20
25
18
14 14
First local campaign was initiated by LC Poznań on
23rd of April 2014.
Average duration was 20 days.

12. 50% of LCs hadn’t budget for
Future Leaders Campaign (used
free promotion channels and
materials from MC).
Usage of materials:
5 LCs printed posters for FL,
3 LCs used social media ads
(sponsored posts);
Only 1 LC used google adwords
(Warszawa UW).
Campaign budget
0.00
0.00
0.00
149.00
148.99
688.80
0.00
100.00
0.00
400.00
620.00
50.00
0.00
0.00
Katowice UE
Nowy Sącz
Kielce
Poznań
Białystok
Toruń UMK
Lublin UMCS
Bielsko-Biała
Łódź
Warszawa UW
Wrocław UE
Rzeszów
Wrocław UT
Szczecin
Average budget per LC is 150 PLN.

13. Efficiency of our campaign
Most effective channel is FRIEND (50 % of applicants in 9
from 14 LCs admit that AIESEC was recommended by
person they know and trust).
38% applicants got ot know about AIESEC
thanks to Facebook.
Only 5 from 14 LCs organized outdoor events.

14. Katow
ice UE
Nowy
Sącz
Kielce
Pozna
ń
Białys
tok
Toruń
UMK
Lublin
UMCS
Bielsk
o-
Biała
Łódź
Warsz
awa
UW
Wrocł
aw UE
Rzesz
ów
Wrocł
aw UT
Szcze
cin
How many online media appearances did
you get?
17 0 0 10 40 0 4 5 0 0 1 3 42 10
How many stands did you organise? 2 1 8 5 8 0 6 5 3 0 1 5 1 0
How many classshouts? 0 1 2 0 5 0 0 12 10 0 0 0 0 4
0
5
10
15
20
25
30
35
40
45
Efficiency of our campaign
Wrocław UT had 32%
of all media
appearances;
Bielsko-Biała made
35% of all classhouts..
2 LCs (Warszawa UW
and Toruń UMK) hadn’t
done any of those
activities.
8 LCs didn’t make
classhouts, 3 stands, 5
LCs didn’t get any media
appearance.

15. 10 7 10 8
18
6 7 6
20
3 4
10 13
6
Katow…
Nowy…
Kielce
Poznań
Białys…
Toruń…
Lublin…
Bielsk…
Łódź
Wars…
Wrocł…
Rzesz…
Wrocł…
Szcze…
How many people from the LC was
engaged in promotion of Future
Leaders?
128 people were
engaged in Future
Leaders promotion
(average ~10).
7%
29%
64%
Did you have an event on
facebook or did you use only the
fanpage to promote FL?
event fanpage both
Most committees had
used both events and
fanpage. Only 1 LC used
only event.
Engagement (online and in the LCs)

16. Talent Management
Recruitment and allocation part of the report.
To recruit 127 newies we engaged 151 current members
(to run interviews, group exercise and screen apps).
Are we successfull already?

17. Recruitment and allocation
151 people were engaged in recrutiment process (average ~11).
In 71% LCs by now was no skips (10/14); 4 LCs noted 1-5 skips.
Most of the members was allocated to Social Enterprenuer
program
0%
20%
40%
60%
80%
Mkt SE BS
Allocation per each program
%

18. 72% of LCs made allocation
after interview.
Only 14% had pre-allocation
on each step.
7%
36%
21%
29%
7%
How did you allocate people?
With
engagement of
OCPs
Final decision of
VP TM
Final decision of
VP TM and LCP
Final decision of
EB
Mostly, the final allocation
decision belongs to VP TM
(36%) or VP TM and LCP (21%).
Engaging EB in decision
making process is not
standard.
14%
72%
7%
7%
When did you allocate people?
Pre- allocation on
each step of the
process
After interview
On LCC
After LCC

19. Group Exercise lasted in
71% around 45 min - 1h.
4 Committees prepared
it for 1h-1,5h
71%
29%
0% 0%
How long was Group Exercise?
45 minutes-1 h
1h-1,5h
1,5h-2 h
Over 2 h
14%
57%
22%
7%
0%
How long was average interview?
30 minutes
30-50 minutes
60 minutes
60-75 minutes
Over 1,5 h
Average interview was ( in
57% LCs) around 30-50
minutes.

20. 12
9
13
5
12
2
Membership
profile
Subprogram
profiles
Group
exercises
Value Based
Recruitment
File
Generator
Assessment
sheet
Inne
What kind of materials you used?
64%
22%
14%
How much time did you spent on Interviewing all
candidates?
1-3 days
3-5 days
5-7 days
7-10 days
Over 10 days

21. 0
2
4
6
8
10
12
14
Number of people
How many people resigned after: application
How many people resigned after: Group Exercise
* Toruń doesn’t have those inf. yet
Resignations

22. Resignations
0%
5%
10%
15%
20%
25%
30%
% of general results
How many people resigned after: application
How many people resigned after: Group Exercise

23. 0
2
4
6
8
10
12
How many people resigned after:
RB
How many people didn't come
for LCC
Chart shows number of people who:
• resigned after: RB (They were selected but didn't come to LCC )
• didn't come for LCC (They were selected & allocated and didn't come)
According to our information no one of new recruits resigned right
after LCC.
*Toruń, Warszawa UW don’t have those information yet
*Szczecin, Katowice didn’t organise LCC
Resignations
Number of people

24. Those charts show us if communication is clear and matched to our
expectations. f numbers of rejection is huge it means that we need to change
something in our promotion.
*Toruń and Warszawa UW doesn’t
have those information yet.
Rejections
0
5
10
15
20
25
30
35
40
How many people we rejected
after: application
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
% of general results
%
0
2
4
6
8
10
12
14
How many people we
rejected after: Group
Exercise
How many people we
rejected after: RB

25. Challenges we faced creating report
• Mistakes in providing data for campaigns results, sub-programs results-
different answers in different questions
•Not filling in full report
•Some misunderstandings happened related to names (for example for steps
of recruitment process etc. )
•A lot of LCs missed DDLs, including 2 LCs send data 3 weeks after DDL
•Lack of basic tracking in the LCs – as outcome we had estimated data not
real data (LCs had difficulties to find data for us)
•Lack of LC controlling of each part of campaign and recruitment (general
data accessible but lack of specific information)
Not all of data sent by LCs was used in the report. In some cases it is
impossible to create statistics.

26. Overall Challenges
No strategy and correct
bakward planning
Lack of understanding of
value preposition of
Future Leaders
Too many campaigns to
run at the same time
Targeting and finding
new ways to reach
target
Difficulties building
cooperation in EB
LC engagement
Building too long
applications

27. Are you innovative in the way you
approach customers?
Do you position all sub-programs?
Do you connect with customer? Do you
make this process joyful for them?
Do you know who is your target and
where to find them?
Do you communicate value preposition
of Future Leaders?
How much you demonstrate out values
and leadership development?
Thoughts to consider

28. AIESEC in Poland exists to develop responsible
and action-oriented leadership in youth to
address social and economic issues by
empowering collaboration across sectors.
Only in 2013 year we realized 2962
amazing leadership development
experiences for our members. In 2014
year (until 1st of July) it was over 1800
experiences.
This is impact we create, let’s make it
BIGGER and BETTER with Future Leaders
program which purpose is to position
AIESEC with it’s true mission. and deliver
develpment of certain amount kind of
useful skills with focus on leadership.