Growth in application forms Fall 2012
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Online application forms have grown significantly in the Czech Republic. By Fall 2012, there were 107 online forms available across multiple cities in the country including Brno, České Budějovice, Prague, Hradec Králové, Karviná, Olomouc, Ostrava, Pilsen, Prague, and Zlín. The growth has been facilitated by AIESEC Czech Republic.
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Ideal candidate profiles
The document outlines ideal candidate profiles for several roles:
- Candidates should demonstrate general competencies like global mindset, emotional intelligence, proactive learning, social responsibility, and entrepreneurial outlook. Specific competencies vary by role but include communication skills, responsibility, creativity, and willingness to learn.
- Knowledge and experience requirements include communicative English skills, organizational experience, experience in corporate spheres, sales skills, volunteer work, experience living abroad, and skills in areas like leadership, planning, graphics, and languages.
- The profiles provide ratings to show how candidates score on each general competency and lists specific competencies and qualifications sought for different positions.
Analysis together
Online application forms have grown significantly in the Czech Republic. By Fall 2012, there were 107 online forms available across multiple cities in the country including Brno, České Budějovice, Prague, Hradec Králové, Karviná, Olomouc, Ostrava, Pilsen, Prague, and Zlín. The growth has been facilitated by AIESEC Czech Republic.
Analysis together
This document analyzes data from online application forms for AIESEC membership from fall 2011 to spring 2012. It finds that word-of-mouth from friends was the most common way applicants heard about AIESEC, followed by posters and events targeting first-year students. While AIESEC has less influence over word-of-mouth, the analysis suggests continuing to engage first-year students and develop stronger online promotion through the website and Facebook.
Swot
This document summarizes the strengths, weaknesses, opportunities, and threats (SWOT) of the selection process. The strengths included preparation, a logical timeline, and good allocation of new members. Weaknesses were a lack of experience and training for the selection team and starting the process too late. Opportunities included improving the selection team and involving alumni. Threats consisted of an unqualified selection team, lack of priority given to the process, and selecting people with the wrong profiles.
Motivation to become a member
1) The top motivations for becoming a member were meeting new people/friends/contacts (25%) and the experience (20%).
2) For those studying ECO, the preferred positions were Operations (39%) and Finance (26%).
3) For those studying HUM, the preferred positions were Operations (31%) and Finance (36%).
4) For those studying IT, the preferred position was Projects (60%).
Informe de Movilidad de Ericsson, Noviembre 2016
El documento presenta estadísticas sobre suscripciones móviles, tráfico de datos, dispositivos conectados a Internet y preferencias de los consumidores en América Latina y a nivel global para el tercer trimestre de 2016. Incluye información sobre nuevas suscripciones móviles, penetración de suscripciones, suscripciones por tecnología, tráfico de datos por smartphone y categoría de aplicación, y cifras clave sobre América Latina y el Caribe.
Recommended
Ideal candidate profiles
The document outlines ideal candidate profiles for several roles:
- Candidates should demonstrate general competencies like global mindset, emotional intelligence, proactive learning, social responsibility, and entrepreneurial outlook. Specific competencies vary by role but include communication skills, responsibility, creativity, and willingness to learn.
- Knowledge and experience requirements include communicative English skills, organizational experience, experience in corporate spheres, sales skills, volunteer work, experience living abroad, and skills in areas like leadership, planning, graphics, and languages.
- The profiles provide ratings to show how candidates score on each general competency and lists specific competencies and qualifications sought for different positions.
Analysis together
Online application forms have grown significantly in the Czech Republic. By Fall 2012, there were 107 online forms available across multiple cities in the country including Brno, České Budějovice, Prague, Hradec Králové, Karviná, Olomouc, Ostrava, Pilsen, Prague, and Zlín. The growth has been facilitated by AIESEC Czech Republic.
Analysis together
This document analyzes data from online application forms for AIESEC membership from fall 2011 to spring 2012. It finds that word-of-mouth from friends was the most common way applicants heard about AIESEC, followed by posters and events targeting first-year students. While AIESEC has less influence over word-of-mouth, the analysis suggests continuing to engage first-year students and develop stronger online promotion through the website and Facebook.
Swot
This document summarizes the strengths, weaknesses, opportunities, and threats (SWOT) of the selection process. The strengths included preparation, a logical timeline, and good allocation of new members. Weaknesses were a lack of experience and training for the selection team and starting the process too late. Opportunities included improving the selection team and involving alumni. Threats consisted of an unqualified selection team, lack of priority given to the process, and selecting people with the wrong profiles.
Motivation to become a member
1) The top motivations for becoming a member were meeting new people/friends/contacts (25%) and the experience (20%).
2) For those studying ECO, the preferred positions were Operations (39%) and Finance (26%).
3) For those studying HUM, the preferred positions were Operations (31%) and Finance (36%).
4) For those studying IT, the preferred position was Projects (60%).
Informe de Movilidad de Ericsson, Noviembre 2016
El documento presenta estadísticas sobre suscripciones móviles, tráfico de datos, dispositivos conectados a Internet y preferencias de los consumidores en América Latina y a nivel global para el tercer trimestre de 2016. Incluye información sobre nuevas suscripciones móviles, penetración de suscripciones, suscripciones por tecnología, tráfico de datos por smartphone y categoría de aplicación, y cifras clave sobre América Latina y el Caribe.
promo materials
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Ideal profles and selection process frame
The document analyzes the selection process and retention rates of different local centers. It finds the centers with the highest retention rates from application to start used a process of interviews after the initial application. It recommends this frame as most effective and also notes some centers had lower retention due to recruiting a high percentage of all applicants which decreased quality.
Newies rctm 2013 - creation output
This document outlines the plan for Newies Recruitment in Spring 2013. [1] It discusses analyzing recruitment data from 2012, setting goals to recruit 430 applicants and select 203 people. [2] The target groups are IT, Economics, and Humanities students who will be messaged about benefits like leadership skills. [3] A visual storytelling campaign will highlight 10 specific benefits and be tailored for each Local Committee.
How did you get to know about aiesec
This document analyzes data from past AIESEC recruitment campaigns to understand the most effective ways students heard about AIESEC. It finds that word-of-mouth from friends is consistently the most impactful method. Events targeting first-year students, like Prvákoviny, are also very effective. Online channels like the AIESEC website and Facebook page are growing in importance. The analysis suggests AIESEC focus more efforts on relationship-building, events for new students, and improving their digital content and communication.
Promo campaign evaluation
This document summarizes the results of a promotional campaign evaluation conducted by AIESEC in the Czech Republic in Fall 2012. It provides the response rates from promotional activities in 11 different cities. For each location, it lists the number of respondents and suggests ways to improve future promotional campaigns based on feedback. Overall, the response rate across the country was 74%. Suggestions for improvement included providing more concrete details about what members do, using more engaging visuals, promoting at additional campus locations, and involving current members to share their experiences.
Selection process frame
This document summarizes the selection process and results for the Fall 2012 RCTM program across several locations in the Czech Republic. It provides data on the number of interviews conducted, the retention rate from application to interview, the number of people selected versus the number planned to be selected, the percentage of applicants who were recruited, the number of people who started long-term training, the percentage of new trainees at long-term training, and the overall retention rate as of November 25, 2012 for each location. Locations with the highest overall retention rates utilized a selection process of multiple interviews followed by assessment centers or trial periods before selecting trainees for long-term training.
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promo materials
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Ideal profles and selection process frame
The document analyzes the selection process and retention rates of different local centers. It finds the centers with the highest retention rates from application to start used a process of interviews after the initial application. It recommends this frame as most effective and also notes some centers had lower retention due to recruiting a high percentage of all applicants which decreased quality.
Newies rctm 2013 - creation output
This document outlines the plan for Newies Recruitment in Spring 2013. [1] It discusses analyzing recruitment data from 2012, setting goals to recruit 430 applicants and select 203 people. [2] The target groups are IT, Economics, and Humanities students who will be messaged about benefits like leadership skills. [3] A visual storytelling campaign will highlight 10 specific benefits and be tailored for each Local Committee.
How did you get to know about aiesec
This document analyzes data from past AIESEC recruitment campaigns to understand the most effective ways students heard about AIESEC. It finds that word-of-mouth from friends is consistently the most impactful method. Events targeting first-year students, like Prvákoviny, are also very effective. Online channels like the AIESEC website and Facebook page are growing in importance. The analysis suggests AIESEC focus more efforts on relationship-building, events for new students, and improving their digital content and communication.
Promo campaign evaluation
This document summarizes the results of a promotional campaign evaluation conducted by AIESEC in the Czech Republic in Fall 2012. It provides the response rates from promotional activities in 11 different cities. For each location, it lists the number of respondents and suggests ways to improve future promotional campaigns based on feedback. Overall, the response rate across the country was 74%. Suggestions for improvement included providing more concrete details about what members do, using more engaging visuals, promoting at additional campus locations, and involving current members to share their experiences.
Selection process frame
This document summarizes the selection process and results for the Fall 2012 RCTM program across several locations in the Czech Republic. It provides data on the number of interviews conducted, the retention rate from application to interview, the number of people selected versus the number planned to be selected, the percentage of applicants who were recruited, the number of people who started long-term training, the percentage of new trainees at long-term training, and the overall retention rate as of November 25, 2012 for each location. Locations with the highest overall retention rates utilized a selection process of multiple interviews followed by assessment centers or trial periods before selecting trainees for long-term training.
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Growth in application forms Fall 2012
- 1. Growth in online application forms Fall RCTM 2012
- 3. Č ESKÉ BUDĚ JOVICE
- 4. Č ZU PRAHA
- 6. KARVINÁ
- 7. OLOMOUC
- 8. OSTRAVA
- 9. PILSEN
- 10. PRAHA
- 11. ZLÍN
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