4. 2 Job Description
● OCP: LCVP People Management
○ Set membership profile
○ Manage the OC
○ Manage all the selection process
○ Select candidates
○ Facilitate induction
○ Final approval
○ Guarantee the signature of volunteer term
5. 2 Job Description
● OC Logistics (LOG)
○ Responsible for finding a place where the
selection process, the induction and the
presentation will happen, make use of
partnership
○ Create and range all the materials needed to
the process
○ Manage the logistics for the presentation:
place and time
○ Allocate the subscribers to interviewers
6. 2 Job Description
● OC Customer Experience (CX)
○ Schedule and remind dynamics and interviews
○ Solve doubts and answer the candidates
○ Collect and send feedback about the process
○ Communicate the results
○ Organize the subscribers list (access to ORS
CRM)
○ Evaluate dynamics and tasks
8. 1 The Recruitment Process
AIESEC's recruitment process has changed. Now, being a member of AIESEC is no
longer being part of a program in which the organisation is the one responsible for
"giving" us leadership!
Of course that, as in every AIESEC experience, our members develop leadership.
However, it is not by the same way as our EPs. By applying the Team Standards, we
facilitate the members' Outer Journey, so they can work on their Inner Journey,
and develop leadership on the 12 Defining Elements.
9. 1
Even though little changed, this will directly reflect on how we divulgate
our Recruitment Process in local level!
From now on, what we offer to our customer is:
"Team experiences, that will provide a personal and
professional development, in an International
Environment"
The Recruitment Process
10. 1 The Recruitment Process
Team
Experiences
Professional Development
Personal
Development
International
Environment
Consequently, our process will
be based on these 4 main
points!
11. 1 The Recruitment Process
Team Experiences
- Make clear the benefits an AIESECer has when
having the opportunity of participating, or
even LEADING a team!
- This is the point that differs what we offer on
our Recruitment Process to what we offer to
our EPs! Remember the flow from the Team
Standards to the 12 Defining Elements
12. 1 The Recruitment Process
Personal
Development
- An AIESEC experience can develop us in many
different ways! It can teach us to talk in public,
deal with multiple tasks etc. However, the
personal development we offer is one:
Leadership Development! Don't forget to
make that clear!
13. 1 The Recruitment Process
Professional Development
- Having an AIESEC experience surely makes us
more prepared for the job market! Try
mentioning showcases about your LC's
alumni's steps after leaving the organization
and how the @ experience helped them.
14. 1 The Recruitment Process
International
Environment
- This point is really important, because it is
here that we emphasize what will his/her job
be! Make sure to state that AIESEC works
promoting Exchanges, and that this is the way
we chose to impact the world.
- This is also an important point in
differentiating AIESEC over the other entities
inside the university (EJs, CA, Atlética…)
15. 2 Dates
According to our national Recruitment Process calendar, the suggested
dates are:
DECEMBER, 9th - Define Recruitment Process Persona: the profile you look for
DECEMBER, 18th - Elect OC PSel
DECEMBER, 19th - Start divulging
JANUARY, 25th - End Divulgation
FEBRUARY, 9th - 17th - Publish Results
JANUARY, 30th - Start Selection
16. 3 Advertising
When planning your Divulgation, don't forget to:
Use the 4 pillars of recruitment!Everything else might not be passing the
right idea of what it actually is.
Use the National Form!We will soon not have local Facebook Fan Pages, so it
is important that we use the national form
(https://podio.com/webforms/16323713/1096164),the one that leads the subscribers to the
"ORS Nacional" on the CRM Nacional Podio workspace! If you have any feedbacks
and/or suggestions to the form, make sure to tell your NST Tracker as soon as
possible!
17. 3 Advertising
When planning your Divulgation, don't forget to:
Clarify the actual job!Make sure your subscribers know EXACTLY what they
signed up for. For that, write short description about the spots open in your LC (ex:
iGV member, Sales member…). This will help you not to have to align/explain too much
during the selection process.
Look for your Persona!We have to allocate the right person to the right spot
in AIESEC. So, for that, try to understand your LC's main needs in terms of HR, and
look FOR THAT when divulging. It will be worthless to get 100 subscribers to your
PSel that does not fit the required characteristics you LC needs. before setting
divulgation actions, study you HR records and try to understand how each profile
impacted on results and culture during 2016, and what are the main needs for 2017.
Only then start divulging.
18. 3
3 Advertising
In order to help you on a good Divulgation, here are some ideas!
Profile Pictures!
Engaging your LC on taking a picture holding the
Recruitment Process sign and putting that as
their profile picture on Facebook can spread the
divulgation through many groups of people! Try
talking to AIESEC in USP or AIESEC in Maringá
University!
Having good relations to your university can also
help you on that! Schools usually send general
emails to all students, and can be great help
divulging your PSel.
19. 3 Advertising
3
In order to help you on a good Divulgation, here are some ideas!
3
FAQ Videos
Asking your OC PSel to record short
videos answering common questions
candidates usually have, and posting it can
help you get more informed subscribers.
Talk to AIESEC in Santa Maria for more
Showcasing
How cool would it be having one of your
members and/or alumni talking about one
defining element he/she developed during
their AIESEC Experience?!
20. Next Steps at national level….
at
- Reformulating the National Form;
- Publishing Facebook divulgation arts;
- Publishing Recruitment Process Landing Page (where all
information will be centralized);
- Recording and publishing showcasing videos for
divulgation.
22. What is Persona?1
The persona is a fictional representation of the ideal costumer,
based on realistic data of behaviours and demographic
informations. To make this better you, should use your data base
(CRM).
TIP
You should focus on the satisfied customers and on the
unsatisfatied to understand completely your reality.
23. Target Market x Persona2
While Target Market is the general part of your customer target,
the Persona is a customized style, which you can define with
simple peculiarities.
TIP
You don’t need to create only one persona, however try not
out-top it. The ideal number is between 3 and 5, so you can
represent your Market.
24. Why do you need to create a persona?3
This is a fundamental part inside of digital marketing to guarantee
that the right informations will be sent to the right people.
1. Set the kind of content you need to achieve your goals
2. Desing the focused strategies of marketing for attraction.
3. Understand where are the prospected customers and which
kind of things they want to do.
4. It will help you to select potential teammates easier.
25. How to create a persona to your selective
process?
4
To create it, you need to answer the right questions:
1. Who is your potential teammate? (personal questions)
2. What kind of issues do they concern?
3. Which are the most common activities do they do?
4. In which semester are them?
5. What kind of social media do they use more often?
6. Which are their life goals, challenges and difficulties?
26. To make your personal more real, you should:
1. Check your site analystics.
2. Involve your team in creating profiles.
3. Social media research.
4. Ask your potential teammates questions.
TIP
30. 1 Why is this an important part?
This part of the selection process represents the first contact with your candidates.
Through online communication, they will know about the phases of process and start
to understand more about our organization.
In this part too, your candidates will start your relation with AIESEC, so keep in this
four points to measure the quality of it:
Agile
Effective
Pratice
Clear
31. 2 How it has to work?
In our new selective process, we will have two forms of approach: The first one is
focused on OC approach to inform our candidates about phases of process, solve
doubts, next steps and results. The second one is about content that our candidates
will receive about organization, our work, our cause, tips and even approach with
parents. Both communications has to be aligned.
This part of the guide is about the first form. Here you can understand when and how
is indispensable contact your candidates and what informations they has to know to
keep a good process.
