The document discusses issues with AIESEC's global exchange delivery process from the perspectives of both exchange participants (EPs) and training network takers (TN takers). It identifies the main problems as the process being too long, with communication problems and a lack of alignment between supply and demand. The document also analyzes surveys of rejected EPs and interviews with TN takers. It suggests the key wastes in the process are duration, repetition, overproduction, and misalignment. Improving cultural understanding, setting proper expectations, and shortening deadlines could help shorten the process.

1. Global Support Team anylsis
 Materials from GST 12-13
 How you can use it? Go through and take inputs!
 Basically one of the main problems in GIP is too long
process
 Still a lot of improvements we can do ourselves

2. Information about research
 2 types of surveys run among EPs with rejected EP forms:
- Short survey – 110 responses
- Long survey - … responses (Tom’s survey)
 Survey run among EPs who are available for 60+ days
 Interviews with Polish LCVP OGXs

3. Short survey for rejected EPs

4. Short survey for rejected EPs
 110 responses from all the regions
 75 GIP EPs
 35 GCDP EPs

5. What are the main reasons of
not going for exchange?
 Too long process (e.g.problems with status changing)
 Lack of suitable TNs
 Personal issues
 Choosing another programme in the process/ finding the job
locally
 Problems with matching
 Many choices in the database and difficulties to choose
 Wrong selection process, lack of knowledge about supply &
demand – be really sure that potential EP is matchable

6. What are the main reasons of
not going for exchange?
 Exchange fee was too expensive
 Communication with the sending entity
 Communication with potential hosting entities
 Recruiting wrong people/setting expectations:
- „I wasn’t the best candidate for internship”
- „I have not found the program which I looked for – GIP for
psychologist, counsellor in North Europe, Great Britain, Canada or
Australia
 „I took TLP/CEEDership opportunity instead”
 Transition process in the LCs/MCs/AI is the time when
communication gets longer and more EPs resign because of it

7.  98% of EPs perceive the process as long
.

8. What are the main reasons EPs
can not match in less than 2
months?
 Too high expectations of TN takers/ EPs do not have
enough experience
 Communication problems
 Long process
 Confusion with the AIESEC shortcuts and names of LC
(example: in MoC)
 Confusion of EPs about how many TNs there are
 EP managers are not enough motivated

9. What could AIESEC do better?
 „Nothing, AIESEC did a perfect job”
 Give more information about visa processes
 More user-friendly website
 Motivate somehow TN managers to reply
 Be more reachable
 Faster selection process

10. What could AIESEC do better?
 Advertising the TNs for concrete peaks
 More specific information about the quality of the program
 Strict rules of cooperation with TN Takers, timeline of
selection for TNs, introducing expiration date of TNs
 Giving limited opportunities for GCDP internships to EPs
(lack of access to my@net for GCDP EPs)
 Ongoing recruitments

11. Customer eXPerience
project:
TN Takers’ analysis


12. Main outcomes of interviewing
TN Takers
 They like that AIESEC takes care of all the formal issues and
preparation of an intern to come to a new country
 Some of them would prefer to have access to the database to be
able to look for interns by themselves
 Communication channel between TN manager and TN Taker
should be improved, though in general they see that they should
be more involved in it, too
 They would appreciate more structured way of presenting what
kind of supply we have, specifing the country of origin,
languages of EPs and their backgrounds.

13. Main outcomes of interviewing
TN Takers
 The process takes too much time
 Both sides should follow the key deadlines – EPs
presentation, pre-screening and interviews should happen in
the agreed timeline and should be respected.

14. What are 3 main advantages of
the current process
 Preparation phase
 Support with all the formalities (visa, etc)
 Support throughout the process of EP manager

15. What are the biggest bottlenecks
of the current process?
 Too long process:
- Administration of the system (status changes etc.)
- Several selection processes
- Lack of centralized document storing
1

16. What are the biggest bottlenecks
of the current process?
 Communication problems:
- Difficulties choosing the TNs, EPs can apply for unlimited
amount of TNs
- Too much traffic in the mailbox of TN managers
- Lack of S&D understanding
- Attitude of members
- TN Takers do not have access to the platform 2

17. What are the biggest bottlenecks
of the current process?
 Promotion:
- Not enough usage of social media, not engaging our
potential customers in discussions enough,
- Not levaraging our promoters
- Difficulties with targetted promotion
3

18. The WASTES of our exchange
delivery process are..
 1.Duration (it takes too much time)
- AIESEC focused, not customer focused
- Flexibility in operations
- Non-aligned selection
- Lack of knowledge in supply and demand
 2. Repetition
- Multiple selection rounds
- Unnecessary steps
- Maximises if there is a problem

19. The WASTES of our exchange
delivery process are..
 3.Overproduction (there are people who don’t get an
experience)
- Wrong selection
- Too many EPs
- Lack of knowledge in supply & demand
 4.Misalignment in supply & demand (they don’t do what they
want)
 5.Misalignment in needs and received services (they expect
something, but the they don’t get it)
 6.Lack of cultural understanding

20. The VALUE we provide to the
customer (TN) is…
 1. International talents with the right background for the
right JD
 2. Professionalism in service and delivery
 3. Accessibility, clarity of opportunities

21. The WASTES of our exchange
delivery process are..
 1.No fulfilment of the need (they don’t get a person)
- We don’t reach the right people
- Sales Education
 2.Misalignment in the supply and demand (they don’t get
the right person)
- Unsustainable tools
- Weird forms
- Lack of issue definement for GCDP

22. The WASTES of our exchange
delivery process are..
 3.Duration (it takes too much time)
- AIESEC focused, not customer focused
- Flexibility in operations
- Non-aligned selection
- Lack of knowledge in supply and demand

23. What we could do as an
AIESEC to shorten process?
 Still there is a lot we can do ourselves:
Right expectation setting
Short DDLs for us and companies during process,
Avoiding to much selection phases,
Online platform for candidates preselection,
Push members and company to make decisions faster,
Raise TN in proper timline- sell products we have capacity to
deliver 