This document provides instructions and guidelines for candidates applying for positions on the Member Committee (MC) of AIESEC Romania for the 2011-2012 term. The application includes an executive summary, CV, general questionnaire, specific questionnaire for the position(s) applied for, a 7-minute video, and endorsements. The general questionnaire consists of 5 questions to be answered in 3 pages or less. The specific questionnaire contains targeted questions for various MC positions. The application process and deadlines are also outlined.
The document provides an application booklet for various positions within AIESEC Romania's Management Committee (MC). It includes general questions and specific questions for different MC positions. Some key details:
- The general questions section asks about the applicant's motivations, a strategic plan for AIESEC Romania, strategies to increase program performance, and competitive advantages.
- The specific questions sections include questions tailored for positions like President, VP of Talent Development, VP of Finance, VP of Corporate Development, and others.
- Questions assess applicants' strategic visions, plans to achieve goals, management strategies, and ideas to address challenges in their respective areas.
- Responses are meant to demonstrate the applicant's leadership abilities
The document provides information about applying for the Member Committee (MC) leadership team for AIESEC in Mainland China for the 2014-2015 term. It includes an invitation for MC candidates to participate in a 20-day project, instructions on assembling an application package with items like a CV and questionnaires, and key dates like the January 11th application deadline. It also provides context about AIESEC in Mainland China like its national reality with 24 local committees, and recognition it has received on the global level.
This document contains application materials for leadership positions in AIESEC Romania for the 2014-2015 term. It includes an introduction outlining the application requirements and process. The application requires candidates to submit items like an executive summary, biography, CV, endorsements, and answers to general and specific questionnaires related to the desired position. The general questionnaire includes questions about the candidate's motivation and vision. The specific questionnaires vary by position and ask about the candidate's plans, strategies, and priorities if selected for that role. The deadline to submit the completed application is January 4, 2014.
This document contains application materials for leadership positions in AIESEC Romania for the 2014-2015 term. It includes an introduction outlining the application requirements and process. The application requires applicants to submit items including an executive summary, biography, CV, endorsements, and answers to general and specific questionnaires related to the desired position. The general questionnaire includes questions about the applicant's motivation and vision. The specific questionnaires vary by position and ask about the applicant's plans, strategies, and priorities if selected for that role. The deadline to submit the completed application is January 4, 2014.
Application Questionnaire Aiesec India Member Committee 2015-16Alok Khatri
The document provides information and instructions for applying to be on the Member Committee for AIESEC India for the 2015-2016 term. It outlines the 7 parts of the application: executive summary, biography, CV, application questionnaire, endorsements, year plan, and video. It provides details on what should be included in each part and formatting guidelines. It also lists the roles being applied for (VP positions and portfolios) and includes sample questionnaires for each role that ask about goals, strategies, and leadership qualities. The deadline to submit the application is March 12, 2015.
The document provides application guidelines for the AIESEC in Poland Management Committee (MC) for the 2015-2016 term. It includes general questions about the applicant's vision for AIESEC in Poland and characteristics needed as an MC team player. It also includes functional area questions for different VP positions, including Operations, Marketing, Organizational Development, Business Development, Finance, Global Cultural Development Programs (GCDP), Global Internship Programs (GIP), Talent & People, and Learning & Development. Applicants must choose two functional areas to apply for and answer all questions for their first preference area and two questions for their second preference area. The application should not exceed 8 pages total.
This document contains an application for the position of President of AIESEC in Greece for the term 15-16. It includes questions about the applicant's motivation for the role, leadership experience and strengths, understanding of AIESEC's mission and programs in Greece, and vision for growing the organization. The applicant is asked to provide a biography, introduce themselves in a 3-minute video discussing their goals and how leading AIESEC will help achieve them, and propose an idea to significantly grow AIESEC in Greece over the coming term.
This document contains an application for the position of Vice President of the Members Committee for AIESEC in Greece for the years 2015-2016. The applicant is asked to answer several questions about their motivations, experiences, strengths, weaknesses, ambitions, evaluations of AIESEC Greece's performance in 2014, and proposals for initiatives across various areas including Outgoing Global Talent, Incoming Global Talent, human resources, marketing, finance, corporate relations, and local committee development. The detailed answers are intended to assess the applicant's fit for the vice president role and inform their priorities and strategies if selected.
The document provides an application booklet for various positions within AIESEC Romania's Management Committee (MC). It includes general questions and specific questions for different MC positions. Some key details:
- The general questions section asks about the applicant's motivations, a strategic plan for AIESEC Romania, strategies to increase program performance, and competitive advantages.
- The specific questions sections include questions tailored for positions like President, VP of Talent Development, VP of Finance, VP of Corporate Development, and others.
- Questions assess applicants' strategic visions, plans to achieve goals, management strategies, and ideas to address challenges in their respective areas.
- Responses are meant to demonstrate the applicant's leadership abilities
The document provides information about applying for the Member Committee (MC) leadership team for AIESEC in Mainland China for the 2014-2015 term. It includes an invitation for MC candidates to participate in a 20-day project, instructions on assembling an application package with items like a CV and questionnaires, and key dates like the January 11th application deadline. It also provides context about AIESEC in Mainland China like its national reality with 24 local committees, and recognition it has received on the global level.
This document contains application materials for leadership positions in AIESEC Romania for the 2014-2015 term. It includes an introduction outlining the application requirements and process. The application requires candidates to submit items like an executive summary, biography, CV, endorsements, and answers to general and specific questionnaires related to the desired position. The general questionnaire includes questions about the candidate's motivation and vision. The specific questionnaires vary by position and ask about the candidate's plans, strategies, and priorities if selected for that role. The deadline to submit the completed application is January 4, 2014.
This document contains application materials for leadership positions in AIESEC Romania for the 2014-2015 term. It includes an introduction outlining the application requirements and process. The application requires applicants to submit items including an executive summary, biography, CV, endorsements, and answers to general and specific questionnaires related to the desired position. The general questionnaire includes questions about the applicant's motivation and vision. The specific questionnaires vary by position and ask about the applicant's plans, strategies, and priorities if selected for that role. The deadline to submit the completed application is January 4, 2014.
Application Questionnaire Aiesec India Member Committee 2015-16Alok Khatri
The document provides information and instructions for applying to be on the Member Committee for AIESEC India for the 2015-2016 term. It outlines the 7 parts of the application: executive summary, biography, CV, application questionnaire, endorsements, year plan, and video. It provides details on what should be included in each part and formatting guidelines. It also lists the roles being applied for (VP positions and portfolios) and includes sample questionnaires for each role that ask about goals, strategies, and leadership qualities. The deadline to submit the application is March 12, 2015.
The document provides application guidelines for the AIESEC in Poland Management Committee (MC) for the 2015-2016 term. It includes general questions about the applicant's vision for AIESEC in Poland and characteristics needed as an MC team player. It also includes functional area questions for different VP positions, including Operations, Marketing, Organizational Development, Business Development, Finance, Global Cultural Development Programs (GCDP), Global Internship Programs (GIP), Talent & People, and Learning & Development. Applicants must choose two functional areas to apply for and answer all questions for their first preference area and two questions for their second preference area. The application should not exceed 8 pages total.
This document contains an application for the position of President of AIESEC in Greece for the term 15-16. It includes questions about the applicant's motivation for the role, leadership experience and strengths, understanding of AIESEC's mission and programs in Greece, and vision for growing the organization. The applicant is asked to provide a biography, introduce themselves in a 3-minute video discussing their goals and how leading AIESEC will help achieve them, and propose an idea to significantly grow AIESEC in Greece over the coming term.
This document contains an application for the position of Vice President of the Members Committee for AIESEC in Greece for the years 2015-2016. The applicant is asked to answer several questions about their motivations, experiences, strengths, weaknesses, ambitions, evaluations of AIESEC Greece's performance in 2014, and proposals for initiatives across various areas including Outgoing Global Talent, Incoming Global Talent, human resources, marketing, finance, corporate relations, and local committee development. The detailed answers are intended to assess the applicant's fit for the vice president role and inform their priorities and strategies if selected.
This document provides instructions for applicants applying to the National Support Team of AIESEC in the Czech Republic. It outlines the application process and requirements, including submitting answers to general and specific questions, endorsements, and formatting guidelines by the October 11th deadline. The selection process will include a vote of confidence, interviews, and case studies to evaluate applicants. The next steps in the selection process are described. Sample application questions are provided for various National Support Team roles covering areas like global talents, corporate partnerships, and operations.
This document contains an application for the Member Committee of AIESEC Czech Republic for the term 14.15. It includes general questions about the applicant's background and experience. It also contains specific questions for different Member Committee positions, including MC Vice President of Operations, MC Vice President of Finance, MC Vice President of Talent Management, MC Vice President of External Relations, and Corporate Relations Manager. The applicant is asked to analyze various aspects of AIESEC Czech Republic's operations and strategies and propose initiatives and visions for their term if selected for the position. Requirements for submitting the application such as formatting, page limits, and deadlines are also outlined.
The document provides information about applying for positions on the National Support Team for AIESEC in Namibia. Candidates must answer all questions for the positions they are applying to. Applications must be submitted in English by PDF email by June 29th at 11:59pm. Interviews will take place from June 18th to 19th with results on June 20th. Roles with multiple applicants will be shortlisted based on experience and fulfillment of expectations. Late applications will not be accepted.
The document provides information about applying to be part of the national team leading AIESEC in Serbia for the term 16.17. It includes an introduction inviting applicants to join this opportunity to help change society and Serbia. It then provides details about AIESEC in Serbia's history and performance. The application process and requirements are outlined, including submitting an application package by February 20th. If selected, candidates will present to Local Committee Presidents and have interviews. The new team will be announced on February 26th. The document also describes the roles and structure of the national team positions.
1. The document provides information about applying for positions on the national team of AIESEC Serbia for the term 2016-2017. It includes sections on AIESEC in Serbia's history, the application timeline and process, the MC structure, and sample application questions.
2. Candidates must submit an application package by January 2nd including a questionnaire, CV, 2 minute video, and endorsement letter. Interviews will take place from January 11th-13th.
3. The MC will have 9 VP positions which will be allocated after selection. Candidates are applying for an MC VP role and will answer both general and specific questions related to various functional areas.
AIESEC India | International NST Application vlalith
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The document is an application form for the position of Vice President of the Members Committee for AIESEC Greece for the 2015-2016 term. It contains several sections for the applicant to fill out, including a general questionnaire, specific questionnaires on various areas like Outgoing Global Talent and International Cooperation, and questionnaires related to functions like Marketing, Finance, and Local Committee Development. The applicant is asked to evaluate AIESEC Greece's performance in 2014, identify areas for improvement, propose initiatives and strategies for the upcoming term, and discuss their motivations, strengths, weaknesses, and ambitions for the role.
This document contains interview questions for a position with AIESEC Slovenia, focusing on the applicant's goals, experience, and vision in areas such as recruitment, membership growth, innovation, partnerships, marketing, PR, finances, and sales. The applicant is asked to evaluate current processes, priorities, challenges and propose strategies, innovations and improvements to drive growth, retention, partnerships and financial sustainability for AIESEC Slovenia.
This document outlines the questionnaire for candidates applying to be the president of AIESEC Greece for the 2016-2017 term. The questionnaire is divided into 5 parts that assess the candidate's motivation, understanding of their role and the organization, analysis of the current entity, and vision for the upcoming term. It includes questions about the candidate's leadership strengths and weaknesses, plans for managing different responsibilities, SWOT analysis of the previous term, and proposed strategic pillars and culture for growth. The candidate is also asked to introduce themselves in a 3 minute video and submit a 1 page biography.
The document is an application for the position of Local Committee Vice President of AIESEC Abuja for the term 16/17. It provides instructions for applying, including submitting a manifesto and year plan, CV, questionnaire, and endorsement letter by the deadline of March 28, 2016. The application process will involve interviews, presentations, and a final vote to select candidates. The document outlines the eligibility requirements and timeline for the application and selection process.
This document provides information and instructions for applying for leadership positions within AIESEC Daloa for the 2019-2020 term. It includes the application timeline, requirements, position descriptions, responsibilities and a questionnaire. Candidates must submit a package with their CV, motivation letter, references and answers to the questionnaire by January 23rd for consideration. The positions include Local Committee President and several Vice President roles related to areas like talent management, finance, marketing and exchanges. The document encourages applicants to help achieve AIESEC's vision and lead the local committee to impact, learn and develop through their role.
This document provides information about open positions on the Global Support Teams for 2014-2015. It includes job descriptions for two positions: BD LATAM Chair and IGCDP IGN Operations Support. For each role, it outlines the team purpose, key deliverables, required structure, team member profiles, workload, and duration. It also includes general and specific questionnaires for candidates to complete as part of the application process.
This document contains an application for various managerial positions within AIESEC Greece for the 2014-2015 term. It requests personal information from applicants and details of their academic, work, and AIESEC experience. It also includes a general questionnaire about the applicant's reasons for applying and understanding of AIESEC's goals. Specific questionnaires are then provided for each managerial position, asking how the applicant would approach responsibilities like partnership development, event planning, and website improvement. The document gathers comprehensive information to evaluate candidates for leadership roles within the organization.
- The document provides information about applying to be part of the national team leading AIESEC in Serbia for the term 16-17. It includes sections on AIESEC in Serbia, the performance of the entity from 2010-2015, application timeline and process, roles and responsibilities, and application package details.
- Candidates are invited to apply by February 20th and will go through a presentation, question and answer session, and interviews. The selected team will be announced on February 26th and will be responsible for leading AIESEC in Serbia from July 2016 to July 2017.
- The application package should include a questionnaire, CV, 2 minute video, endorsement letter, and confirmation of no legal issues. Candidates
This document contains an application for the Core Committee of the India Youth to Business Forum 2014 conference being held in Chandigarh, India. The Core Committee will be responsible for organizing the one-day event that aims to connect young leaders to businesses and government. The application requests a CV, questionnaire, and endorsement letter. Questions for the Core Committee President cover event goals, strengths/weaknesses, and challenges. Questions for Vice Presidents cover specific roles like delegation, finance, marketing, and business development. The deadline to submit applications is August 7th.
This document provides information about applying to be on the Member Committee (MC) for AIESEC in Poland for the 2015-2016 term. It includes an introduction, details about the MC role and responsibilities, requirements for applicants, an overview of the selection process, and guidance on completing the application. Applicants must submit their CV, endorsement letters, answers to general and functional questions, and an English certificate by April 10th. The selection process involves interviews at a conference, an announcement of candidates, and a final approval at a General Assembly. The successful candidates will have an intensive transition period starting in May 2015 before their term begins on July 1st, 2015.
This document contains an application form for the position of President of AIESEC in Greece for the term 1415. It includes 8 questions asking the applicant to discuss their motivation and qualifications for the role, their understanding of AIESEC's vision and programs, priorities and milestones they would focus on if selected, and the impact and culture they hope to achieve during their term. Responses are expected to be between 50-150 words and should demonstrate the applicant's leadership abilities and organizational knowledge.
This document provides information and application materials for leadership positions with AIESEC Daloa for the 2019-2020 term. It includes a message from the outgoing LCP, an application timeline with deadlines of February 1st for applications and February 3rd for interviews. The application package must include various documents like a CV, motivation letter, endorsements, and responses to a questionnaire. Information is provided on the responsibilities and expectations for four Local Committee Vice President positions: Talent Management, Finance Legality and Administration, Marketing and Communication, and External Relations. The document outlines specifics questions applicants must answer for the position they are applying for. It concludes by wishing applicants good luck in the selection process.
The documents provide job descriptions for several leadership roles within AIESEC, an international student organization. The president job description outlines responsibilities for implementing strategy, managing teams, and representing the organization externally. The talent development job description focuses on developing members' skills through various talent processes. The finance job description involves managing budgets, ensuring legality, and educating others about financial matters.
This document provides guidance for applicants to the Member Committee (MC) team of AIESEC Romania for 2012-2013. It outlines a creative application process involving seven components: an executive summary, biography, CV, endorsements, general and specific questionnaires, and a blank paper challenge. The MC team will consist of 9-10 positions, including the President and several Vice President roles open to international applicants. The application deadline is January 3, 2012 and the selection process will take place at a conference from January 12-15, involving presentations, interviews, and voting.
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The document is an application form for the position of Vice President of the Members Committee for AIESEC Greece for the 2015-2016 term. It contains several sections for the applicant to fill out, including a general questionnaire, specific questionnaires on various areas like Outgoing Global Talent and International Cooperation, and questionnaires related to functions like Marketing, Finance, and Local Committee Development. The applicant is asked to evaluate AIESEC Greece's performance in 2014, identify areas for improvement, propose initiatives and strategies for the upcoming term, and discuss their motivations, strengths, weaknesses, and ambitions for the role.
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The document describes positions available on the 2011/12 Member Committee (MC) of AIESEC Romania. The MC will consist of a President, 8 Vice Presidents covering areas like exchange, finance, and communications, and 3 Regional Coaches. Candidates must submit applications by January 15th and participate in the Member Committee Conference in late January for selection. The roles require facilitating AIESEC's mission and managing responsibilities in areas like fundraising, networking, and conferences. International candidates are invited to apply for 6 of the Vice President roles.
The document provides job descriptions for several positions within AIESEC Romania, including the Members Committee President, Talent Management Vice-President, Outgoing Exchange Vice-President, and Finance Vice-President.
The job descriptions outline the roles, responsibilities, required competencies, and key performance indicators for each position. The Members Committee President is responsible for overall management and representation of AIESEC Romania. The Vice-Presidents lead their respective areas of talent management, outgoing exchanges, and finance. Their roles involve developing strategies, providing support and education to local committees, and ensuring goals are achieved.
The document describes the positions and responsibilities for AIESEC Romania's 2011/12 Member Committee team. It will consist of 11 positions including the Member Committee President and 10 Vice Presidents overseeing areas like incoming/outgoing exchange, finance, communication, and more. The document provides job descriptions, preferred experience, and election/selection procedures for the positions. It also outlines working conditions, responsibilities after selection, and transition timelines for the new Member Committee team.
The document summarizes AIESEC Romania's organizational performance for Q3 2010. Some key points:
- Total exchanges realized was 105, up 110% from last year and down 13.2% from planned. Total memberships realized was 116, up 78.4% from last year and down 26.1% from planned.
- Overall Q3 performance was 85.8% of what was planned. Romania achieved the best quarterly performance for exchanges with 221 realized, more than doubling the performance from Q3 2009.
- Members' efficiency improved to 2.04 people needed to realize 1 exchange, meeting the term target. Most local committees improved or maintained efficiency and performance levels.
- A
The document summarizes AIESEC Romania's organizational performance for Q3 2010. Some key points:
- Total exchanges realized was 105, up 110% from last year and down 13.2% from planned. Total memberships realized was 116, up 78.4% from last year and down 26.1% from planned.
- Overall Q3 performance was 85.8% of what was planned. Romania achieved the best quarterly performance for exchanges with 221 realized, more than doubling the performance from Q3 2009.
- Members' efficiency improved to 2.04 people needed to realize 1 exchange, meeting the term target. Most local committees improved or maintained efficiency and performance levels.
- A
The report summarizes AIESEC Romania's organizational performance for the third quarter of 2010. Exchange placements increased 36.3% compared to the previous year but were 21.5% below targets. Membership declined 10.11% from May but efficiency improved slightly. Revenue diversified across sources with exchanges and grants contributing most. Placements for the quarter exceeded last year by 110% and the organization achieved 85.8% of its quarterly goals.
- AIESEC Romania had its highest performance in exchanges for a single month with 129 exchanges, up 73 and 130.3% from the previous year but 47 below target.
- Membership was down 31.89% from June with 504 active members. The most efficient local committee was Targu Mures at 1.66 members per exchange.
- Revenue was €33,819 from various sources including exchanges, grants, alumni, and other. Grants of €4,369 made up 27.8% while corporate revenue was only €1,205 at 7.7%.
- AIESEC Romania realized 46 exchanges in August, 17 more than the previous year but 20 less than planned. Total active members remained at 504.
- Revenue came from corporate partnerships (25%), exchanges (12%), grants (35%), alumni contributions (1%), and other sources (25%). Several local committees generated over 20% of revenue from exchanges.
- The financial reserve for most local committees could support over 3 months of operations. Grants received increased while fewer committees applied for grants in August compared to previous months.
- The report summarizes AIESEC Romania's organizational performance for August 2010 using graphs to analyze key indicators such as exchange status, membership status, and financial status compared to previous periods.
- Exchange status saw 46 exchanges realized, an increase of 17 from last year but 20 less than planned. Membership status showed 504 active members, unchanged from July. The financial situation analysis revenue diversification and grant applications.
AIESEC Romania Monthly Report for July 2010Michael Omescu
The document summarizes AIESEC Romania's organizational performance for July 2010. It reports on exchange status, membership status, financial status, and LPM coverage by MC. Exchange status exceeded last year's numbers but was below planned numbers. Membership numbers decreased from June but efficiency improved. Revenue came from various sources including corporate sponsors, exchanges, and grants. Most local committees were covered by the MC during their LPM events in July.
The document summarizes AIESEC Romania's organizational performance for June 2010 and the second quarter. Key points include:
- Exchange realizations increased 42.3% year-over-year but were 39.4% below plan. Membership declined 8.1% from May.
- Revenue came from various sources including corporate (36%), exchanges (16%), and grants (33%). Seven local committees could support over 3 months of operations from reserves.
- Realizations for the second quarter were up year-over-year but below plan, with the top three performing committees being Iasi, Brasov, and Oradea. Overall achievement for the quarter was 77.4% of plan.
The document provides a summary of AIESEC Romania's key performance indicators for May 2010. It summarizes their exchange status, membership status, and financial status for the month.
For exchange status, they realized 13 exchanges, which was 50% lower than planned but 18% higher than the previous year. Membership decreased slightly from the previous month but was higher than the previous year. Financially, their main sources of revenue were from corporate partnerships and exchanges, though grant income was low. Reserves could cover operating costs for some local committees but not others. The MC noted areas needing improvement around achieving goals, engaging inactive members, diversifying revenue sources, and strengthening local financial sustainability.
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2. Introduction
Dear candidate,
In this application you will be able to use all your creativity when creating and
designing your own application form for AIESEC ROMANIA 2011-2012. The process
has been designed to help you step out of the crowd and feel completely
comfortable with your application making sure that it reflects you; it reflects your
personality and your perspectives.
The application for AIESEC ROMANIA 2011-2012 is divided into 6 parts:
1. Executive Summary: A one-page (1) summary of your entire application.
2. Your CV: Give us all the important information we need to know about you, your
AIESEC career, other jobs you have had, your contact details etc. You can use a
maximum of one (1) page to create your CV.
3. General Questionnaire: These questions must be answered by all candidates
and should not take more than three (3) pages.
4. Specific Questionnaire: You should answer the specific questionnaire of the
position you are applying for. You have a maximum of five (5) pages to answer all
the required questions.
5. Video: All candidates are expected to make a 7-minute video as part of their
application.
6. Endorsements: Please provide an endorsement of someone who was your leader,
someone who was in a team with you and someone who you lead in the past.
The video must include the following:
Your introduction
Summary of your AIESEC Experience
Why are you applying for AIESEC ROMANIA 2011-12?
What position are you applying for and why?
Answer to the question: “How can AIESEC engage and develop every
young person in Romania?”
Things to keep in mind for the video:
Make sure that your English communication skills are showcased in the video
If you are applying for two roles then you need to make two videos
You need to upload the video on YouTube
Any video longer than 7 minutes will not be accepted
Do not use music without copyright and adhere to brand principles
While it’s important that your video appeals to a wide audience, the video is
not being evaluated purely on your technical video making skills.
3.
Additional Notes for the Application:
You can create your own design (graphic style and color usage). Make sure you
create a separate file for your Executive Summary, your CV, your Endorsements and
your answers. We will be expecting three (4) PDF files (Executive Summary, CV,
Endorsements and answers to the questions of the general and specific questionnaire
including the link to the video).
If you are applying for more than one position, make sure you attach a different
file with the answers to the specific questionnaire for the additional position and
specify is your second option that you will be running for.
If you have any questions concerning the applications or the application process
please contact Laura or Hector. Once you finish creating your application package,
send the 3 PDF documents together with the required legal documents to:
Laura at diac.laura@gmail.com and
Hector at hector.moyeton@aiesec.net
Upload the documents as a RAR archive on myaiesec.net using the tags: [ROMANIA,
elections, MCC, 2011]. In order for the applications to be validated they must be
sent to both e-mail addresses and uploaded on myaiesec.net until:
20:00 GMT+2 Saturday, 15th of January 2011
(The official time will be the time that the application was received and the time
indicated by the platform as when the archive was uploaded. No application will be
taken into account after the deadline and unless all above mentioned are fulfilled)
4. General Questionnaire
This part is comprised of 5 questions and your answers should not be
longer than 3 pages in minimum font size 10.
1. Why have you decided to stand for AIESEC Romania? What will be your
contribution to the MC team and what do you expect to learn from the experience?
2. Create a proposal for AIESEC in Romania 2011-2012 strategy that should cover
the next points (a, b and c):
a. Make a SWOT (strengths, weaknesses, opportunities, threads) of AIESEC in
Romania. The points above have to be evident in the plan you create and the
correlation between them too.
b. The 3 main priorities for your area(s) based on the general SWOT analysis.
What strategies would you propose for each one and what results would you like
to see in each of those priorities at the end of your term.
c. The external opportunities you can capitalize from your position to get the
vision you propose in point (b).
3. What is the role of MC? What should be the role of MC? What actions can you
take as an MC team to fill the gap?
4. How can AIESEC Romania assure the right implementation of our core AIESEC
Experience product to increase our relevance towards AIESEC 2015 in the next MC
term? Please be specific.
5. [Video Question] How can we engage and develop every young person in Romania?
5. Specific Questionnaire
This part is comprised of a section dedicated to the positions opened in
this round of elections. Please answer to all the questions under the
section(s) that indicate the position(s) you want to apply. Your answers
should not exceed 5 pages (per position you are applying) in a minimum
font size 10.
Member Committee President
1. In the context of 2015 midterm ambition, the term 2011-2012 is going to be a
pioneering year for the new direction. What do you think should be the main 3 steps
that AIESEC Romania should take in order to align to the global association?
2. In the context of the 11-12 year, rank in order of importance the key
responsibilities of the MCP (team management, MC financial sustainability,
governance and accountability, managing the LCP team, national strategy and
external representation) and explain the reasons for your ranking.
3. Looking at the last 4 years of AIESEC Romania pick 3 things that went well
and you would like to continue. State what would be the improvement that you
would like to bring to them and how would that contribute to the country
development.
4. Based on the current state of AIESEC in Ireland and the way of working
implemented in the term 2010-2011, propose 3 main directions of working with
Ireland as official extension which you think will bring performance and benefits for
the both entities.
5. As MCP you have to manage both your MC and LCP team. Make a timeline
outlining the activities you are going to take in order to synchronize and synergize
national vision and plans with local ones. Take into consideration internal
communication and touch points that you have with the country as an MC.
6. What do you perceive as being the culture of AIESEC Romania at this point?
What should be the culture in AIESEC Romania in 2011-2012 in order to push the
country forward in terms of performance?
6. Outgoing Exchange
1. Analyze the performance on OGX in AIESEC Romania in the last 3 years and
outline key catalysts/success factors and bottlenecks for each term.
2. Name 2 good case practices of LCs in Romania and design action steps to scale
them to national level. What would be the estimated increase in OGX performance
should you succeed in scaling up the GCPs.
3. Name one GCP practiced in another AIESEC country and design action steps to
implement it in AIESEC Romania. Please evaluate the impact of the imitative on the
overall performance of the OGX area.
4. Name two important Exchange trends globally and describe how you think
AIESEC in Romania should/could capitalize on it.
5. What are the two best EPs markets to focus on next year and with what
countries should we have cooperation’s to send these EPs? Explain reasons and facts
supporting your answer.
6. What would be your OGX pipeline per pool throughout your MC term and what
would you need to do as MCVP in each part of the timeline in order to ensure the
accomplishment of the goals you propose?
7. Describe what would be your contribution as MCVP OGX in the implementation
of the Packaging AIESEC XP strategy.
7. Finance
1. Mention how would you make sure that the Local Committees have a sustainable
financial situation.
2. What financial education does a member need to perform in the finance
department? Please describe a strategy you would use in order to make sure it is
provided to all the finance members in the country.
3. Mention what are the 3 priorities you consider should be a focus for the next
term on the finance department in the country (please refer here at the 3
priorities, KPIs for each and some activities you will develop for each priority).
4. Describe the interconnection of the finance area with the other areas and how do
you plan to co-operate with them (please refer to MC level connections).
5. Present a strategy you would use to support, as a functional area, the X+L
growth of AIESEC Romania.
6. How do you see the role of the Finance Support Team (FINeST) in the following
year?
7. Present a strategy that you would use in order to help diversify the sources of
revenue for the LCs.
8. Talent Management
1. In order to fulfill our promise as an organization we encourage our members to
live a full AIESEC XP (X+LR and LR+X). Where do you see the key bottlenecks in
AIESEC Romania generating full AIESEC XP? Please suggest possible solutions.
2. What improvements within TM area do you think should happen in the term
2011/2012? Mention 4 improvements and for each of the improvement set an
example of an action how it should be implemented, (consider national and local
level).
3. Where will you bring innovation and where are you going to leverage on the
work of your predecessors, to ensure sustainable growth on Talent Management
area? Mention 3 initiatives that should be continued from previous terms.
4. What role do you think the synergies between Talent management, Exchange and
Communications has to play in delivering the promise of the AIESEC?
5. What are the challenges you see in the general AIESEC XP provided through
AIESEC Romania? Which initiatives do you suggest? What are the elements needed
to ensure quality of experiences we are providing?
6. Starting from global GCPs (for example: Russia, Ukraine) related to AIESEC XP
Corner collaboration (synergy between TM+OGX+Comm), which initiatives can be
implemented and adapted to AIESEC Romania from the international network in
order to drive performance.
7. What changes do you think should happen in the Talent Management in Romania
in order to work directly towards AIESEC 2015? Explain.
9. Communications
1. Present a strategy you would use to support, as a functional area, the X+L
growth of AIESEC Romania.
2. How do you see the role of the Communication National Support Team in the
following year?
3. Give at least 3 activities that you will drive in the country with the purpose of
educating the national network about the AIESEC Brand.
4. AIESEC in Romania is now present online, under a common visual identity for all
the local committees in the country. Please describe your online strategy for the
term (website, social media channels, other online channels), capitalizing on the
network alignment.
5. State the minimum set of benefits in your opinion that a media entity should
offer AIESEC in order to become a National Media Partner, according to its type:
print (magazine), online, TV, radio, and what are the challenges in obtaining those
benefits, as you see them. Taking into consideration the current MGP (Media Group
of Partners) of AIESEC in Romania please refer to what other media partners you
see as suitable for AIESEC in Romania and why. (Please attach a draft of the
national external communication plan as you see it for the next year.)
6. How will you make sure that myaiesec.net is used at its full potential by the
members of AIESEC Romania, taking into consideration the low engagement of the
members towards the usage of the platform?
7. What are the main measures that you will take to ensure a good communication,
transparency and smooth flow of information from MC to LC level?
10. Local Committee Development
1. What other tools, besides LC Coaching, can you use in order to develop the
organization for the term 2010-2011?
2. What are the main results that you want to achieve until the end of your term
as MC VP LC Development?
3. What are the strong and weak points of the LC coaching system in AIESEC
Romania and how do you see it improving in the coming term?
4. Define your strategy on how to increase cooperation within the national network
using the Regional Coaches.
5. What are your proposals for improving the SONA (monthly and quarterly) and the
way the MC and the country uses it?
6. What is your role in developing the Functional Areas of the LCs?
7. Describe, using a realistic timeframe, how will you align the MC and the LCs
planning?
11. Alumni Relations
1. Make a SWOT analysis of the Alumni Relations area in AIESEC Romania at the
moment, both at national and local level. How is this reflected in the current
performance of the organization?
2. Which would be the 3 key focus areas you would build your Alumni Relations
strategy upon? Argue them.
3. Describe minimum 3 new products that can be developed and addressed to Alumni
in the next term. Which would be the Alumni benefits for each of them?
4. Mention minimum 3 ways in which the MC can capitalize at maximum on the
national Alumni database.
5. How will you, as Alumni Relations Vice-President, support the national ER
processes and strategies by capitalizing at the maximum on the national Alumni
network?
6. Which tools should be developed by the Alumni Relations Vice-president in order
to support a better preparation of the Alumni Relations position in the country and
ensure a better alignment between the local and national strategy? Provide a short
description of these.
7. What do you consider to be the fundamental role of the Alumni Relations Vice-
President in AIESEC Romania for the next term and which would be your personal
and professional contribution to it?
12. External Relations
1. Describe in 2 pages maximum the realities on the External Relations area in the
15 LCs in AIESEC Romania? (Take into account the strong and weak points on
members’ activity and efficiency, E.R. processes, members’ preparation and ER
culture).
2. Taking into account the current situation of Romania as a country, in maximum
one page describe your strategy to achieve AIESEC Romania’s budget?
3. How you will create a sales culture with constant activity in AIESEC Romania?
4. How will you ensure the VP’s receive the help and support needed?
5. AIESEC Romania develops every year several products. Some of them have been
happening for quite some time now and some of them are completely new.
Considering the current structure of AIESEC Romania’s Product Portfolio, please
describe your vision for AIESEC Romania’s Products on your term.
6. What are the key points of innovation you will bring in the MC and in your
activity in MC VP ER In other words, what will you do differently?
7. What are the points from previous MC terms that you are going to keep and
develop during your term?
13. Incoming Exchange Corporate
1. Present the current reality of the incoming exchange corporate area in all the
LCs that performed in the year 2010.
2. Present a country from each GN from the international network, which performed
in 2010 on the corporate area. Please present the initiatives, way of working with
the country, difficulties, etc. in maximum 2 pages.
3. How do see yourself working with the LCs in a way that drives growth. In your
answer please mention expansions to new market, corporate projects, product
development, campaigns.
4. What are your initiatives as MC VP ICX Corporate candidate that you want to
implement once you have started your term in order to achieve your term goals?
Please be specific and put each initiative in a timeline.
5. How do you see working with the support buddies that can be created at national
level? Please present their structure and the profile of the members in the team.
6. Taking into consideration the fact that the MC VP ICX Corporate is responsible
also for the financial sustainability of the MC, please state your strategy in order
to raise, match and realize the national TNs.
7. Mention 2 international trends and how could AIESEC Romania capitalize on the
ICX Corporate area.
14. Incoming Exchange Non-Corporate
1. Present the current reality of the incoming exchange non-corporate area in all
the LCs that performed in the year 2010.
1. Present 3 ICX NC GCPs from the country or another country and design the
action steps in order to implement it from national level. Also take into
consideration the realization peaks at the international level.
2. Present the initiatives, way of working with the country, difficulties, etc. of the
top performing country in each GN on the incoming exchange non-corporate area in
maximum 2 pages.
3. How do see yourself working with the LCs in a way that drives growth? In your
answer please define also the way of working with the national project
implementation, project coordinators and MC.
4. What are your initiatives as MC VP ICX NC corporate candidate that you want to
implement once you have started your term in order to achieve your term goals?
Please be specific and put each initiative in a timeline.
5. How do you see working with the support buddies that can be created at national
level? Please present their structure and the profile of the members in the team.
6. Taking into consideration the fact that on your term you will have to organize at
least one national project, how do you plan to communicate and organize the
country in order to implement the project?
7. Taking in consideration the huge amount of non-corporate TN realizations in
AIESEC Romania, how can you assure the financial sustainability, quality of the
processes and of the trainee experience?