1. A forum where entire Recruitment Task Force got together to plan the recruitment project and also
learnt how to do effective promotions across colleges to attract the right talent.
Why do a Recruitment Eve?
Objectives -
 Not all LC members were present at NLS so the idea is to bring everyone on the same page
in terms of recruitment – how to package experiences in order to bring right people in the
organisation
 The idea is also to do a correct expectation setting/training of recruitments task force, so
that they effectively promote recrutiments
 The end result of all this will be that your LC does a brilliant recruitment and at the same time
not fall in terms of LC performance in other areas like exchanges, events and other
engagement activities.
 One of the major purpose was to bring an external perspective in regards to
selling/marketing of AIESEC .
Agenda
 Introduction and excitement for Recruitment Eve <importance of recruitment for any
organisation> - LCP
 Recruitment Eve agenda explanation - VP TM
 Recruitment Experience sharing < Our Core OC has members which were part of
recruitment earlier ,their perspective on how effective promotions need to be, what are do’s
and dont’s involved during personal selling and class room presentation>
 Why I will /wont buy a form – AIESEC Alumini – Ronaq Malhotra ( VP BD 2011)
 External Session by Amit Hans , Director -EduCorp Consultancy Services Private
Limited – Sales

2. 1 Effective Promotions – from the core RTF desk
Session focussed on pre-requisites required before selling-how professionally and uniquely we
need to pitch our talk
Know your product and your target audience ( the kind of people we are in search for )
Importance from a seller perspective in knowing your golden circle ( Why- What- How )
Indulge in a conversation, keeping it short and simple.
Tell your story ,Class Room Presentation – effective way of doing it!
Resources :
Selling Ppt- Click to download
Class Room Presentations- Click here
2 Why I will / wont buy a form? – AIESEC Alumini ( Ronaq Malhotra, VP – ER 2011)
Multifaceted and dynamic change AIESEC has encountered requires a fresh approach to deal
with recruitments particularly selling.Conventional processes like personal selling, class room
presentation, similar sales talk wont help in attracting the right talent.
Why we fail
You are so boring
You are not serious
Unprepared
Value Concept – most of the universities are reluctant to give permissions because we
approach them with a motive of selling forms (indirectly pitching value to their students),
selling and providing value are continuous process. Lead sessions, help in college festivities ,
events in support with educational institutions will add value to external environment and
indirectly help recruitments every year.
Resources :- Why I will/wont buy form ppt- click here

3. 3 External Interaction – Recruitment Training (Mr. Amit Hans, Director – EduCorp India )
Amit Hans being our corporate mentor gave an external perspective with regards to recruitment as
a pivotal process for any organisation.100 minutes of his valuable interaction covered all aspects on
our approach towards recruitment:
•Recruitment will •Approach - canditates
decide where we select you, not the
want to be at end of other way around
this year
•Error Approach 1
•It is also biggest Alpha Error ( items
feedback in regards to that were supposed
perception of your to be rejected got
organisation selected) 2 Beta Error
•How finance and ( Items that were
human resource are supposed to be
inter-related and how selected got rejected)
they become a lifeline Alpha error is a
for an organisation concern while selling
products and Beta
error while recruiting
Approach
Towards
Importance of Recruitment- A
Recruitments shift needed!
Selling - An art ! Key factors
• Beware of thin line • Have Aspirational value
between selling and • Pick up people who are
over-selling " dark horses"
• Use effective tools - Eg. •Deliver something what
Planned Spontaniety audience wants - not
•Focus on personal what you want to .
branding - representing •Brand Positioning -
AIESEC while strongest tool of
promoting. advertisement
What is the perception of our organisation – February recruitments will define it .Recruitments apart
from being internally utmost important will be most important feedback mechanism in terms of
external environment ( especially since it‘s focussing on our student sector outreach )

4. Feedback :
I agree Learning is a never ending process and we should keep on learning
new things each and every day. This session gave us lot of aspects of our
organisation externally and internally. And also I am glad that Amit Sir will
there with us throughout to guide us as this is going to be a great learning
experience for us as well as for our MB. We think of changing things and we
do have plans in our mind but sometimes we don't know how to take things
forward and set the things right, so such external training is really helpful and
beneficial for us.
Deeksha Maggo
Director OGX,AIESEC Chandigarh
Mr Amit and his team really believe in what we are doing here, most surprisingly, he came so close
to what we envision even after not having a wholesome input of how things work in AIESEC. This
initiative apart from training RTF successfully also made the MB's(EB included) vision clearer, as it
tends to fog periodically due to operations we run. I hope he remains engaged with us for rest of
the year.
Abhijeet Singh
VP GCDP ICX, AIESEC Chandigarh
.
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Recruitment Eve