Report for August Recruitment Conducted by AIESEC in Delhi IIT in 2013.

1. AIESEC IN DELHI IIT
AUGUST RECRUITMENT
2013
Report

2. Starting Date : July 29th, 2013
Ending date : August 21st, 2013
Number of forms sold (Promotions+Selections) : 2174 + 139 = 2313
Medium used for outreach : Social Media and Ground Coverage in colleges
Number of Colleges covered : 32
Sales :
600x50= Rs. 30,000
1713x100= Rs. 1,71,300
Total = Rs. 2,01,300
COLLEGE OUTREACH
1. Jesus and Mary College
2. Sri Vekateshwara College
3. Sri Bhagat Singh College
4. College of Vocational Studies
5. Shaheed Sukhdev College of Business Studies
6. Ram Lal Anand College
7. Maitreyi Collge
8. Jaggannath Institute of Management Studies, VK
9. Jaggannath Institute of Management Studies, Kalkaji
10. Maharaja Agrasen Institute of Technology
11. Maharaja Surajmal Institute of Technology
12. Indian School of Business and Finance
13. Janki Devi Memorial College
14. Deen Dayal Upadhyaya College
15. Guru Tegh Bahadur Institute of Technology
16. Lady Irwin
17. Institute of Home Economics
18. Keshav Mahavidyalaya
19. Dyal Singh College
20. Moti Lal Nehru College
21. IIT Delhi
22. USIT, IP University
23. Kamla Nehru College
24. Jaypee Institute of Technology
25. Aurobindo College
26. IGIT, IP University

3. 27. Mata Sundri College
28. Zakhir Hussain College
29. Manav Rachna College of Engineering
30. Gautam Buddha University
31. Vivekananda Institute of Professional Studies
32. BR Ambedkar College
Samples of Social Media Promotion :

4. SELECTION PROCESS
Manpower Planning:A basic estimate of the manpower required was made during the initial days of the EB Term.
Each Director was asked to classify the manpower of their respective departments into 3 categories:


Red- extremely inactive/ needs to be fired/ resigning
Yellow - Slightly active/ needs PGS or counselling
Green- Active /contributing to goals
On the basis of this classification, a total estimate of active people was made which came around to be 85.
The primary agenda for the first team days was manpower planning and this was discussed for over 6 hrs.
Individually, each department’s manpower requirement was discussed among the EB.
Also, important department shifts and PGSs were discussed.
Selection Tools

5. It was found that the selection procedures were inadequate in terms of the quality that they measured.
There was emphasis on shifting to GCM based assessment.
Therefore the selection procedures were changed slightly to the following:
1. Group Discussions: Group Discussions were held for 9 people at one time. The managers were instructed to take GD’s
and approximately 40 – 60 % people were filtered during every round.
2. Team Activity: A different version of Team Activity was employed this time. The participants were asked to make a
product that was socially relevant from the 3 materials provided: paper, scissors, and tape. This gauged their creativity
and team working skills. They were also asked to prepare a unique selling pitch, an advertisement and a jingle all in 7
minutes (in groups of 4-5). This helped in gauging their communication and marketing skills.
3. Personal Interview: A detailed document was referred to while interviewing the participants. It was aimed at judging
various aspects relevant to AIESEC such as commitment, GCM based competencies, Language proficiency etc.)
Also, to improve Information Management and decrease the chances of information loss (misplaced forms etc.), a
master tracker (for interviews) was maintained, into which all the info during the PI was entered. This made sure that
there is a uniform way of assessment. It had the data headings corresponding to the PI evaluation categories.
Another advantage of this tracker was the fact that it made allocation easier, as there was one tracker with information
from all the PIs , with a uniform grading system. This made talent selection and allocation a lot wasier.
(Document attached: GD – TA evaluation tools, PI evaluation tool)
Also during the waiting time for applicants to be called for their GDs or TAs, the OGX team of AIESEC in Delhi IIT very
efficiently delivered Youth Empowerment sessions. On an average, 3 Youth Empowerment Sessions were delivered
each day of selections, which totals out to 27 considering that selections were carried out for 9 days.
This also resulted in sufficient amount of OGX registrations.
Induction Plan & Report
Some weaknesses of the induction plans used last year were noted and emphasis was given to remedy the same. Some
of the weaknesses were :
Lack of motivation
Overload of information
No definite time-line for work based induction, leading to work starting late in the year.
To overcome these problems, general expectation setting was done
Therefore, it was decided that the induction process should be concrete and should be based on motivation.
A clear expectation setting was done during the PIs about RYLC. Also, the local induction schedule was formulated
around RYLC timelines.
All in all, 236 students were recruited in August Recruitment, 2013.