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.

    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