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  1. 1. Induction
  2. 2. Why Induct new recruits? First impressions count and there are fewer timeswhen first impressions are as vital to the quality of the Every new recruit should experience a pre-relationships that are forged than when a person starts planned induction process designed to with AIESEC. The ‘right’ person can be lost in the first cover the major aspects of what they’re few days if they experience the ‘wrong’ induction. applied to. Essentially, the aim of an After making the investment in good recruitment, it’s induction process should be to make the essential that a similar investment is made in high new person: quality WELCOME Without induction a new feel that they are valued and will fit with the team employee can drift aimlessly and helplessly; CONFIDENT never knowing the –– that they can do the job that has been comprehensively explained to them possibilities and fail to fully engage with the OPTIMISTIC new organisation and about their future with the company realise his potential. The inevitable outcome is EXCITED reduced performance about the potential opportunities in the role and the company and eventual departure. IDENTIFY with the company’s philosophies and objectives and feel happy and even proud to be part of it
  3. 3. The Induction Process Local Members Long-term Mentorship DepartmentTraining Training mentorship Meets AllocationSeminar Seminar module
  4. 4. Local Training Seminar• Local Training Seminar is a new recruits first detailed interaction with AIESEC, the organization. The impact of your LTS needs to be really strong, as it creates your recruits first impression on the organization.You need to cover the organisation’s vision and the kind of impact we try to create.• Your LTS content is a crucial driver for growth in oGCDP as well.
  5. 5. Mentorship meets• Mentorship is a win-win-win situation. It helps the “mentee” become more proficient at his job, it is good for the mentor to “give back” by sharing wisdom and it helps the organisation by developing the well-rounded, knowledgeable professionals we strive to be.• It’s a responsibility we have to the organisation. Part of what we need to give back to the agency is the development of people who can be part of and carry on the culture, so that future generations of people who work here can sustain the same mood, atmosphere and positive corporate citizenry that exist today.
  6. 6. Department Allocation• This is the most crucial step. The processes you use to allocate members into departments define whether the ‘right person will be in the right place’.• AIESECs Global Competency model ideally shoulde be used for allocation
  7. 7. Members Training Seminar• Your LTS was in introduction for the new recruits to the organisation. This is where they get practical and theoretical training on the operations of their portfolios and understand the goals and targets of the organisation and local reality and how to achieve it.
  8. 8. Long-term mentorship moduleLEAD Mentorship Program (Menteedevelopment tracking on the LEADcompetencies and Personal Mentoring todevelop competencies beyond LEAD Sessions) –Send LEAD Individual assessment for the samealong with steps for the mentor