2. | RECRUITING | OVERALLSUMMARY
This is the first contact with AIESEC.
No matter the attraction channel
(virtual, physical), AIESEC should be
able to capture the attention of this
person by showing them what they
can gain from this experience and
what AIESEC does.
“I first go attracted”
In this phase the person becomes a
lead and shows interest in joining.
The speed in contacting & the
professionalism in this touchpoint
and the messages sent are
fundamental to build their trust in
the organization.
“I signed up”
This phase exists when there is a long
wait between the sign up part and the
actual recruitment process. This can
happen either because the person signed
up during a non-recruitment peak or if
you have a long attraction period. You
should give them more information
about AIESEC and make sure the person
stays engaged.
“I am being nurtured”
Make the process is transparent &
take into consideration a
pre-defined criteria and the
selection based on an unbiased
and fair decision. AIESEC should
also ensure a good impression by
having good communicators
presenting and making group
activities connected with their
future JD.
“I am in the process”
Make the member feel excited
and honored after selected.
Provide them feedback & ask for
feedback about the process and
their performance. Also, clarify
what the next steps are by
preparing a welcome booklet. The
focus here is to start the feeling
of belonging and trust in the new
member with AIESEC.
“I got selected”
3. | ATTRACTION | "I FIRST GOT ATTRACTED"RECRUITING
This is the first contact with AIESEC. No matter the attraction channel (virtual,
physical), AIESEC should be able to capture the attention of this person by
showing them what they can gain from this experience and what AIESEC does.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To have clear
understanding of what is
AIESEC, values and jobs
Transmit a coherent
message in a objective
way
“This is what I need”
To know how to sign up
and what are the next
steps of the process
Focus on what the
member will gain with the
experience
“I see it as an opportunity”
To receive objective and
clear message from
AIESEC
Show what AIESEC does
and align the message
with our values
“I understand what
AIESEC does and what a
member does”
“How is AIESEC relevant for me?”
THE CHALLENGES
- “I don’t fully understand what my
daily role will be here?
THE QUESTION TO ANSWER FOR THE MEMBER:
- “Am I going abroad or joining?
What’s the difference?”
-
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Persona
building
GET: Talent
Attraction
4. | ATTRACTION | "I SIGNED UP"RECRUITING
In this phase the person becomes a lead and shows interest in joining. The
speed in contacting & the professionalism in this touchpoint and the messages
sent are fundamental to build their trust in the organization.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To have a professional
touchpoint (fast, clear and
objective) Contact the person within
48h
“I’m already in the process
and understand the next
steps”
To know what are the next
steps of the process Explain what are the next
steps of the process
“AIESEC is professional
and this is a serious
process”
To understand more what
AIESEC does and what
jobs are available
Provide information about
what we are and what the
members do
“I understand what
AIESEC does and what a
member does”
“What are the next steps?”
THE CHALLENGES
- “I don’t completely remember what
AIESEC does.”
THE QUESTION TO ANSWER FOR THE MEMBER:
- “I don’t know what happens next?
When will I be contacted?”
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Attraction
5. | ATTRACTION | "I AM BEING NURTURED"RECRUITING
This phase exists when there is a long wait between the sign up part and the
actual recruitment process. This can happen either because the person signed
up during a non-recruitment peak or if you have a long attraction period. You
should give them more information about AIESEC and make sure the person
stays engaged.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To know how to prepare
myself for the process Engage the lead through
digital media
“I can’t miss this
opportunity”
To know what are the next
steps of the process
Communicate what are
the next steps or when is
the next recruitment
“AIESEC is professional
and cares about future
members”
To understand more what
AIESEC does and what
jobs are available
Provide information about
what we are and what
members do
“I understand what
AIESEC does and what a
member does”
“How is AIESEC relevant for me?”
THE CHALLENGES
- To understand how AIESEC can
help me in my needs and/or future
plans
THE QUESTION TO ANSWER FOR THE MEMBER: - To have clear instructions about
the next steps of the process
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Attraction
6. | ATTRACTION | "I AM IN THE PROCESS"RECRUITING
Make the process is transparent & take into consideration a pre-defined criteria
and the selection based on an unbiased and fair decision. AIESEC should also
ensure a good impression by having good communicators presenting and making
group activities connected with their future JD.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To have a professional and
well organized process Clear communication with
the candidate during the
entire process
“I have butterflies in my
stomach”
To be selected/rejected
based on a fair criteria
Define the steps based on
the criteria you will
evaluate the candidates
“This is very professional
and I feel they care about
the candidates”
To get a taste of AIESEC
Make a professional
process and show the
candidate what is AIESEC
“This is what I was looking
for”
“What do I have what it takes to be in AIESEC?”
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Selection &
Allocation
- To connect the person with AIESEC
culture and LC members
- To show how big AIESEC is and how
serious is the recruitment
- To evaluate the person accordingly
with the criteria and be able to
provide clear feedback later.
7. | ATTRACTION | "I GOT SELECTED"RECRUITING
Make the member feel excited and honored after selected. Provide them
feedback & ask for feedback about the process and their performance. Also,
clarify what the next steps are by preparing a welcome booklet. The focus here is
to start the feeling of belonging and trust in the new member with AIESEC.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To have a professional and
well organized process Clear communication with
the candidate during the
entire process
“I have butterflies in my
stomach”
To be selected/rejected
based on a fair criteria
Define the steps based on
the criteria you will
evaluate the candidates
“This is very professional
and I feel they care about
the candidates”
To get a taste of AIESEC
Make a professional
process and show the
candidate what is AIESEC
“This is what I was looking
for”
“Why AIESEC is the best option for me now?”
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Selection &
Allocation
- To be clear about the next steps
without overwhelm the member
- To provide feedback to all members
justifying the selection and
allocation
- To start
8. WHAT
TM PROCESS
&TS
HOW WE
ARE DELIVERING IT WHEN
WHO
DELIVERS
To know what AIESEC
does and how
GET: Talent Attraction &
Selection
Not proper expectation setting
during Selection Process.
VP TM FIrst Month of the
Semester
To get a wider
perspective on the job
description.
GET: Talent Attraction &
Selection
We only do it once the members are
in the organization and after being
allocated in the 1st Team Meeting
and Team Building
Respective TLs Building Phase: 1st
Month.
To know how will
AIESEC help them in
self development
GET: Talent Attraction &
Selection
We are doing it only throughout
the First O2O and the Initial PDP.
Respective TLs Building Phase: 1st
Month.
To feel connected to
the organization's
values.
GET: Talent Attraction &
Selection
Selection & Building & First Local
Conferences
VP TM Building Phase: 1st
Month.
How can AIESEC
contribute for their
career orientation
GET: Talent Attraction &
Selection
Selection & Building & First Local
Conferences & First PDP
VP TM & TLs Building Phase: 1st
Month.
9. WHAT
TM PROCESS
&TS
HOW WE
ARE DELIVERING IT
WHEN
WHO
DELIVERS
To know how to work on
the problems that existed
before.
Closing:
Transition
Through Team Standard of Transition
but not necessarily this is being
covered up
VPs and TLs Last Month of
Semester
How to actively contribute
to the future of the LC in
terms of the culture
Develop: TL
Capacity building
Through Team Standard of Transition
but not necessarily this is being
covered up.
VPs and TLs Right after being
selected as TLs
To get a better idea about
the roles I can take up other
than the TL role!
TS: O2O & PDPs Through O2Os and PDPs, but not
necessarily being completely covered
up.
VPs and TLs Throughout the
semester
To learn and understand
MC roles and their plans
for LC and commission
Develop: NEC National Conferences and NEC maybe MCs and VPs Throughout the
semester
To learn soft skills on how
to manage diverse
members behaviours
TL Capacity
Building
Closing: Transitions & NEC if
happening!
MCs and VPs Throughout the
semester
