AIESEC: Get

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:


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










feedback probaIon

recruitment








feedback probaIon

recruitment

feedback probaIon

recruitment










feedback probaIon

recruitment



feedback TL LC engagement people decision

feedback probaIon

recruitment








feedback probaIon

recruitmentfeedback probaIon

reallocaIon recruitment



feedback TL LC engagement people decision

feedback probaIon

recruitment

every month:What behaviours are missing in who?


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?


ability


are IXPs


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?


ability


are IXPs


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?


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 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


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


•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

Education

AIESEC: Get