This document provides a summary of initiatives by AIESEC in Delhi IIT to improve their exchange program (EP) engagement and conversion rates. Key initiatives include: 1. Forming a special team solely focused on EP engagement, headed by two team leaders and senior project coordinators. 2. Allowing parallel raising and matching efforts with separate teams for each to satisfy EPs and assure them of early project placement. 3. Integrating EPs into local committee events to increase engagement with AIESEC. 4. Improving processes like expectation setting, grievance management, and teaching EPs about AIESEC to provide better support.

1. AIESEC in Delhi IIT oGCDP
DELIVERY REPORT

2. Ideology
This time we as an LC are trying to lay
special focus on delivery and enhancing
EP experience, a policy of growth through
increase in conversion rate has been
adopted, after seeing a summer of an
extremely weak conversion rate.

3. Key Initiatives

4. Innovative OS
Director
TL UR
TL Adhoc
Director
TL IR +EP
Engagement
Project
Coordinator EP
Engagement
Member
TL IR
Project
Coordinator EP
Engagement
Member
TL Adhoc
TL UR

5. • A special team solely responsible for EP
Engagement.
• Team of 6 people, headed by 2 Team
Leaders and Senior Project Coordinators.
• Team mutually exclusive to
raising/matching.

6. Parralel Raising-Matching
• The OS allows us to raise and match parallel with distinct teams
responsible for both.
• This can satisfy EP’s and assure them a project very soon, thereby
them not making other plans.
• Concept of projections being driven down.
• 4 Matches
• 6 more Interviews Done awaiting AN
• 8 more Interviews Scheduled in the coming weak

7. Integration through LC events
• All interns made to come for the following LC events to
get engaged through AIESEC-
• Youth to Business Forum (6 interns)
• Global Humanism Summit Pre-event (8 interns)
• Global Humanism Summit Main Event (20 inters)

8. Right Raising
• Only 8 countries being promoted. While raising instead
of saying 110 countries only 8 countries being pitched.
• Proper serious interviews conducted.
• Standard template for Interviews and selection criteria
• https://docs.google.com/a/aiesec.net/document/d/1u_x
j8lVURwwxuRD3jrr4xT_6q2swfc5XLnR92KwxP0U/edit
• https://docs.google.com/a/aiesec.net/spreadsheet/ccc?k
ey=0AvkpFNZYWMoHdDRiUHlPTW9uazhFaGtqVGZS
VXR3NWc#gid=0

9. Right Expectation Setting
• While the interview everything is said in
black and white.
• Only countries that can be matched being
pitched.
• Being pitched as a cultural exchange and
NOT an Internship

10. Assigning Grievance Managers to EP’s
• Every EP is been given a sheet of contacts
in various teams to streamline processes.
• They each have been assigned a grievence
manager from the engagement who is
solely responsible for any problem

11. Initiatives to teach AIESEC to
EP’s
• Teaching basics of AIESEC such as
AIESEC Way are being taken forward as
they are imperative according to XPP.
• Personal Meetings/calls of engagement
team with raised EP’s and started teaching
them AIESEC something similar to what is
being done for new recruits.

12. Mailers and Newsletters
•Sending EP’s engagement Newsletters and
Mailers, including messages from
IXP, potential projects etc.