Implementation Report
May-June 2014
*In this report you can find information about results of first
national campaign of F...
Table of content
1. Introduction.
2. Our preparations.
3. Overall results.
4. Campaign sum up.
5. Recruitment and Allocati...
Dear AIESEC in Poland,
There is strong „why” behind Future Leaders. Main reason to create it was strong
will to communicat...
Program
Launch at
National
Functional
Summit
Future
Leaders
Education
Days
Trainings at
National
Functional
Summit
Talent
...
In times of change what organization needs is to engage every member in it through complex education, training
and feedbac...
Overall results
We achieved 60% plans nationally.
To see more scroll down the report.
0
20
40
60
80
100
120
140
KatowiceUE
NowySącz
Kielce
Poznań
Białystok
ToruńUMK
LublinUMCS
Bielsko-Biała
Łódź
WarszawaUW
Wr...
Results per Future Leaders program
(application stage)
We achieved 100% of plans in Social Enterprenuer program (217
peopl...
We recruited tp AIESEC 121 new members.
74% female, 26% male.
Two LCs recruited only women (Białystok, Łódź).
3 LCs with p...
Campaign sum up
National Promotion started on 5th
of May 2014
14 offices took part in
implementation
12 of 14 of local
com...
Campaign duration
10
17 18 18
25
21 19
29
25
20
25
18
14 14
First local campaign was initiated by Poznań on
23rd of April ...
Efficiency of our campaign
Most effective channel is FRIEND (50 % of applicants in 9
from 14 offices admit that AIESEC was...
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...
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...
Talent Management
Recruitment and allocation part of the report.
To recruit 127 newies we engaged 151 current members
(to ...
Recruitment and allocation
151 people were engaged in recrutiment process (average ~11).
In 71% entities by now was no res...
72% of offices made
allocation after interview.
Only 14% had pre-allocation
on each step.
7%
36%
21%
29%
7%
How did you al...
12
9
13
5
12
2
Membership
profile
Subprogram
profiles
Group
exercises
Value Based
Recruitment
File
Generator
Assessment
sh...
Those charts show us if communication is clear and matched to our
expectations. f numbers of rejection is huge it means th...
AIESEC in Poland exists to develop responsible
and action-oriented leadership in youth to
address social and economic issu...
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Future Leaders Implementation Report

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Implementation report for Future Leaders campaign in 2014 in Poland.

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Future Leaders Implementation Report

  1. 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. 2. Table of content 1. Introduction. 2. Our preparations. 3. Overall results. 4. Campaign sum up. 5. Recruitment and Allocation Report
  3. 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.
  4. 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. 5. In times of change what organization needs is to engage every member in it through complex education, training and feedback. Most of offices were using Local Committee Meetings and information meetings as way to prepare for campaign. *OCP- project team leader in local office 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 for Future Leaders implementation?
  6. 6. Overall results We achieved 60% plans nationally. To see more scroll down the report.
  7. 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. 1 Office achieved more than 100% (Nowy Sącz); Warszawa UW achieved 98%.
  8. 8. Results per Future Leaders program (application stage) We achieved 100% of plans in Social Enterprenuer program (217 people in whole Poland applied). 68% 38% 100% 0% 20% 40% 60% 80% 100% 120% Marketing Business Sales Social Entrepreneurs %
  9. 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. 10. Campaign sum up National Promotion started on 5th of May 2014 14 offices took part in implementation 12 of 14 of local commitees had at least 1 parallel campaign Some had 6 marketing campaigns at once. Average campaign last 20 days and cost 150 PLN Average office engaged 10 members for active promotion.
  11. 11. Campaign duration 10 17 18 18 25 21 19 29 25 20 25 18 14 14 First local campaign was initiated by Poznań on 23rd of April 2014. Average duration was 20 days.
  12. 12. Efficiency of our campaign Most effective channel is FRIEND (50 % of applicants in 9 from 14 offices 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 offices organized outdoor events.
  13. 13. 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.
  14. 14. 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 office 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 offline)
  15. 15. 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?
  16. 16. Recruitment and allocation 151 people were engaged in recrutiment process (average ~11). In 71% entities by now was no resignation (10/14); 4 offices 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 %
  17. 17. 72% of offices 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 Talent Management (36%) or VP TM and Local Committee President (21%). Engaging whole executive board 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
  18. 18. 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
  19. 19. 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
  20. 20. 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,

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