The document provides guidance on using various recruitment strategies and campus resources for an AIESEC recruitment training. It discusses revising elevator pitches, using social media like videos and blogs by past exchange participants, targeting specific student groups, and leveraging campus resources like department advisors, common areas, and mass email lists to promote AIESEC internship opportunities. The goal is to recruit effectively through concise, engaging messaging and tapping into existing student networks and activities.

1. OGX Recruitment Training
AIESEC PUERTO
RICO
12.13

2. OGX Cycle

3. The gist of today’s session
 Elevator speech revamp
 Social Media recruitment
 Target recruitment
 Using Campus resources
 How to keep track of recruitment
 Follow through with recruitment
 GCPs

4. Elevator Speech Revamp
 All of OGX needs to know what to say in an elevator
speech
 They must be concise, intriguing, and effective
 Each OGX can decide what they think is most
important.
 What AIESEC is
 Why we do what we do
 What we offer
 Types of internships
 Regions

5. My Elevator Speech
 “AIESEC is the world’s largest student run-non-for-profit and
we provide international internships for university students.
In our 64 years of experience, we have worked to bridge the
gap that separates different cultures, ethnicities, religions,
and countries in order to break down the barriers that prevent
acceptance and cross-cultural understanding. We believe the
best way to understand another culture is to experience it first
hand. AIESEC offers internships in 107 countries across all 6
inhabited continents. Our internships are in practically every
sector except the medical field and can have you doing
anything from teaching about sustainability in Brazil to
working for Dell in Panama. We provide an affordable
international program that will develop your personal and
professional skills in a diverse setting. Through us you will not
only gain an global perspective but also the skills that will
place you ahead of your competition in the job market.”

6. Social Media in Recruitment
 Social Media (facebook, twitter, youtube, etc.) can be
used to our advantage since EVERYONE USES
THEM.
 How to use them right though?
 Put interesting things on them!!! Not just changing your profile
picture, but posting videos & people’s personal stories.
 AIESEC Man
 EP video blogs
 EP blogs
 Cultural entries

7. AIESECMAN
 AIESEC Chapel Hill had a “week of AIESEC” – made
5 videos of AIESECman
 Info Session Prep: http://www.youtube.com/watch?v=w-7l-
ryUYck
 Strength of body and mind:
http://www.youtube.com/watch?v=hAJnRtLvYkw
 What a good citizen:
http://www.youtube.com/watch?v=_HFOeTG7EBo
 Good times:
http://www.youtube.com/watch?v=F1CZZzKV8ko
 Social Skills:
http://www.youtube.com/watch?v=u0W4ISORbpA

8. Why AIESECman worked?
 Localized AIESEC
 Familiar locations
 Inside campus jokes
 It’s not some far away thing- its right here
 Branding
 If anything, it get’s AIESEC’s name out there
 If you saw a random dude in a blue body suit and a cape
running around campus, wouldn’t you wonder who they are?
 Facebook stalking
 People facebook stalk like it’s a disease- most people have
hundreds of friends- facebook is an easy way to get our name
out without annoying people with spam messages

9. How to do it on your campus
 Pick a week where you can focus on AIESEC recruitment (multiple info
sessions, targeted recruitment, classroom announcements)
 Find an “interesting” costume that can be used to promote AIESEC in a
VISUAL WAY
 Find iconic locations on campus
 Work with COMM team to get video camera, to film the video.
 In the subject box under the video, write a blurb about AIESEC
 At the end of the video, put the info session dates/times/location
 Localize it- figure out what your school will recognize, what they’ll laugh
over, what they’ll actually watch
 Post a video each day on FB/Twitter
 Include encouraging thoughts in the box with it- i.e. “Need something to
do this summer? Why not spend two months in Uganda teaching about
HIV/AIDS? Or teach English for 7 weeks in China? See what AIESEC
can do for you!”

10. EP Video Blogs
 Contacted 3 EPs who were willing to be filmed
talking about their experiences
 Show these at info sessions, put on FB, post on
INDIVIDUAL twitters,
 http://www.youtube.com/watch?v=bin7FbGXhWQ
 This is 9 minutes
 http://www.youtube.com/watch?v=9OMOxeEHQtI
this is 5 minutes

11. Why EP Video Blogs Work?
 May know them- “Hey that dude is in my English
class!”
 This is important because if they could recognize EPs as people
they identify with, it makes the whole thing seem more
legitimate.
 Stories from people just like them
 People like to hear stories of people who are not exactly
associated with AIESEC. Of course AIESECer’s support
AIESEC- what about the people who actually go abroad
through us?
 It helps with “Why go through us?”
 When they talk about what AIESEC provided them that so few
other programs could- that is what sells us

12. How to do it for your LC
 How to do it:
 Get an OC if possible- collaboration between OGX members and COMM
members. COMM will know visually what is best, OGX will know what
questions are important
 Call your past EPs, explain what you want. **works best if strong EP
manager-EP relationship (talk about this later)
 Put the EPs in different locations
 LET THEM TALK!!!
 Most important parts:
 What they did
 Why they did it
 What AIESEC gave them
 Favorite memories****
 “I am an AIESECer”

13. EP Blogs
 Two EP blogs:
 Hannah Floyd, Germany: http://lichyouwerehere.blogspot.com/
 Joe Duval, Hungary:
http://thoughtsfrombudapest.wordpress.com/
 “One of the best things about working through AIESEC is
getting to know people from all over the world. In a span of 15
minutes, I had met interns from Brazil, New Zealand, Bulgaria,
Russia, Finland, Poland, Turkey and Iraq (AIESEC plug not
intended, but true).”

14. Why EP blogs work?
 Same reason as video
 Easier for OGX team
 EPs often ask to talk to someone who went on a similar internship-
this allows you to give them that without hassling the previous EP
 Allows you to keep track of EPs while abroad, see how their
experience is going (often hard to sit down with them once they
return, this gives you a way around that).
 Identify with them
 They get to see ALL of what that EP experienced- the good and the
bad.
 Gets rid of false expectations
 Hear about every aspect of their internship, not just a 4 minute clip
of it

15. How to do it for your EPs?
 Suggest a site
 Thoughts.com
 Weebly
 Blogspot.com
 REQUIRE IT IN THE INTERVIEW
 Let them know when you are interviewing them that this is
something that is mandatory
 Tell them WHY it is mandatory
 Let them know future EPs may be looking at it

16. Cultural Entries
 Cultural Entries = something many people don’t
know, or would be flabbergasted/awed/ashamed to
know.
 60% of Indian citizens can’t read or write. Why not go and help
fix that? Intern in India this summer, teaching English to 10-12
year olds and help make a difference.
 1.5 millions Kenyans have HIV/AIDS. 1.2 million children have
been orphaned because of AIDS. Spend 8 weeks in Kenya,
educating the community about HIV/AIDS prevention and
hold support groups for those infected. Your impact could save
the lives of many.

17. Why cultural entries work?
 People like statistics
 People are drawn to misfortune and also a chance to
make a difference
 The shame factor can be influential: “11/12 Puerto
Ricans can’t find Oman on a map”
 AIESEC is first and foremost a cultural organization,
“founded on diversity.” Play into that- don’t forget to
stress that

18. How to do them
 FACEBOOK/TWITTER
 Put these cultural entries as each LC member’s status-
definitely OGX’s. Do this any time you have an info session or
event coming up
 Make it into a video team up with a cultural organization on
campus, and have them talk about whatever statistic you
found. Make a 2 minute clip. It could be very impactful.

19. Target Recruitment
 Target Recruitment  targeting a specific group for a
specific kind of internship
 Advertising 1 particular internship
 Advertising a program: i.e. Andes Way
 Marketing a TN type to a concentrated group: i.e. finding several TTs
that have to do with website construction, market to Graphic Design
school
 Target recruitment jackpots, varies by school
 Teaching Fellows  ETs
 Conversational Groups  ETs, DTs
 Computer Sci Department  TTs
 Business school, finance/marketing/econ major  MT
 Service groups on campus  DTs
 Tutor programs  ETs

20. Why it works
 Already have invested interest
 If they’ve joined a club, they probably have dues they must pay
and meetings they must attend
 If they are in that track for their major, they should know
internships in their given field look better on a resume than
GPA.
 Benefits their interests
 i.e. Service Programs  could have a set number of hours they
must complete each semester.
 A DT internship has an average of 30 work hours per week- that is
a minimum of 180 hours and a maximum of 360 hours for a 6-12
week internship

21. Promise less than you can deliver

22. What NOT to do for target recruitment
 Advertise internships WITHOUT checking with the
TN manager
 This will bite you in the ass
 Need to know it is available, need to talk with the TN manager
about recruiting specifically for that TN
 Talk with TN manager about traits that aren’t listed on TN
form page
 Talk with TN manager about matching process
 Don’t get involved with wish-washy clubs
 Clubs that have less than 60% attendance rate
 Clubs that have little purpose

23. How to do it on your campus
 Create draft email
 Blurb about HISTORY of AIESEC
 Section on an aspect that pertains to that club
 Explain why you’re contacting them
 Find 4-8 groups on campus that you think are worthwhile
 Get in contact with president of that organization (VP, LCP, or
OGX member)
 Set up a time to present to the organization, if you can’t
present for a while, get president to send out email about
AIESEC, with VP OGX’s email at bottom
 Make a presentation specifically for that group- prezi or ppt.
 Hone in on a type of internship, why it would benefit that
group, explain the process the TN manager told you about etc.

24. Using Campus Resources
 Understanding how and when your campus operates will
give you a leg up in recruitment
 Know when the busiest times at the dining hall are
 Know when the most people walk through the main part of campus
 Know what groups are the most dedicated and produce the most
quality people
 Know how to get in contact with major people on campus: student
body president, department advisors etc.
 Each campus works differently, but each campus has
similar resources we can tap into
 Department advisors
 Campus centers
 mass emailing
 Registrar

25. Campus resources cont.
 Department Advisors  don’t talk to department heads, they
don’t talk to students. Work with the advisors. (Academic advisors
work too)
 Advisors are the ones that have influence over the students
 Sell the program to them to sell to their students
 Campus Centers  where on your campus do most people
pass/hang out?
 Pit- giant pit in the middle of campus, many organizations are there, everyone
passes it- prime location for handouts 
 Mass emailing  find out how to access the mass server for your
college
 Allows you to reach the entire student body
 Registrar  Some LCs went to the registrar and asked for the
complete list of seniors who are graduating in May.
 BOA representative signed the papers, LC’s are given senior’s emails and majors.
 Target mass emailing…

26. Why it works
 By focusing on what your campus can provide you,
you are able to:
 1) reach a lot of people in an easy way (campus wide mass
email)
 2) centralize recruitment (registrar)
 3) put yourself in the heart of the action- increase your chances
of meeting people interested (campus center)
 4) establish working relationships with people with prestige-
people who students will trust (advisors)

27. How to tap into campus resources on your
campus
 Department Advisors 
 find a department that is worth while (i.e. Chinese)
 Look them up on Chinese dept. website
 Tell them you want to meet to discuss internship opportunities
in China (history of AIESEC, why it’s important for the
students, how the Chinese dept. can benefit)
 Meet with advisor- give them promotional material, convince
them to send out a blurb, post the material around building, or
come in and speak with classes (advisor sets it up with
teachers)

28. How to tap into campus resources on your
campus
 Campus Centers
 Get promotional material (quarter page flyers work nicely)-
make it look interesting, i.e. neon paper
 Find a way to bring attention to yourself – i.e. dress up in
cultural garb, wear AIESEC t-shirts, blare cultural music
 Figure out when the center of campus is the busiest- set up
camp!
 Make sure there is REASON you’re out there- either info
session, event, cultural movie screening, promoting specific
internships (I wouldn’t recommend this).

29. How to tap into campus resources on your
campus
 Utilize campus media
 Research to see if there are any costs involved with advertising
a specific TN or two on the campus media, such as the
newspaper or radio.
 If costs are low or free, discuss with your team a strategy of
selling AIESEC via news/radio
 Have something to tell; a TN, an info session with a time,
place, and your LC’s website.
 Again, promise less than you deliver. Do not sell an TN with a
limit amount to positions available

30. How to tap into campus resources on your
campus
 Mass Emailing
 Allows you to reach the whole campus effortlessly
 If anything, it helps with branding
 Don’t abuse this- use it only on specific occasions (last wave of
recruitment is a good one)
 Create catchy subject lines: need something to do this
summer? Intern abroad through AIESEC!
 Make the email flashy- but professional. Don’t make it black
thick paragraphs- make people want to read it
 Introduce AIESEC with a cultural fact, or a sample internship
 2nd paragraph needs to be WHY they should keep reading
 3rd paragraph, blurb about AIESEC’s history, mission, and
opportunities
 4th paragraph- reason for reading (info session)

31. How to tap into campus resources on your
campus
 Registrar
 Talk with one of your BOA (may need LCP influence here)
 Let them know why you are doing this, how many times you
will send out an email, what you hope to achieve, and what you
need from them
 Go to the registrar, make sure you can do it (some campuses
may be more strict that mine), fill out forms
 In subject heading- make sure you target the group you are
emailing (i.e. seniors: Need a job after graduation? Work
internationally through AIESEC!)
 Again- have a purpose for the email- info session date/time,
make sure to include VP OGX’s contact info if they can’t attend

32. Keeping track of recruitment
 Why this is important
 Increases legitimacy
 Brands you as a professional organization on campus
 Ensures you do not lose someone through the cracks
 Organizes your team, gives them a set job description, gives
them stability and structure
 Allows for everything to run smoothly
 Provides data for the next VP or OGX team
 Helps you see what worked, what didn’t work

33. How to keep track of EP recruitment
 EP Tracking
 Create a Google excel document – “EP database”
 Arrange it however your team thinks is best, but make it
comprehensive
 Train your EP Managers how to use this document and make sure
they edit it with each stage change to keep it up to date.
 This is just for OGX’s sake- to keep track of each stage of each EP-
all their information on this one document
 Personal Excel documents for each TL, each EP manager
 You don’t have to require these, but they have proved helpful for
my TLs.
 It is a way for TLs to keep track of their EP manager’s progress or
EP managers to make sure they don’t forget about one of their EPs

34. How to keep track of recruitment
 TLs & EP managers are vital assets when keeping track of
EP recruitment
 Once you get into large numbers, VP can’t possibly keep track of
everything. You keep track of TLs and general activity, TLs keep
track of EP managers, EP Managers keep track of their EPs
 EP managers need to be proactive with their EPs to ensure a high
conversion rate
 Comprehensive, organized, color-coded spreadsheet to
keep track of all EPs…ever.
 Quality Evaluations  tells you what your team is
slacking on, gives you perspective on what could be
added, makes the EPs feel like you actually do care.

35. Keeping track of EP recruitment: EP managers
 EP Tracking: EP Manager
 EP manager needs a set JD
 If they are told what to expect and what is expected of them, they will perform
much better
 VP OGX needs to enforce responsibility of EP Manager
 When newbies arrive: ( I uploaded my spring training ppt)
 intense training on what @ is, what their responsibilities are, how to raise an
EP, how to navigate the website, what to do while they’re abroad, what to do
after they’re back
 They are the “heart and soul” – VP can’t handle each and every EP, VP handles
the mass but EP managers are working in micromanaging and need to be good
at it. Their success brings about the whole success for OGX
 Same EP manager through EP’s XP 
 makes sure no one is lost/forgotten,
 allows EP & manager to establish a working relationship built on trust,
 increases the likelihood of EP matching and staying in contact while abroad
 increases chances of EP filling out quality surveys
 If EP manager slacks, then the EP doesn’t feel like they’re given high-quality
service and we lose them

36. Keeping track of EP recruitment: TLs
 Team Leaders
 Team leaders need to ensure their team is doing what the VP asks
 They are in charge of keeping track of the EP manager’s progress
 Training for TLs:
 Set JD
 Understanding that sometimes your word is final, but it is important
that there is flexibility for them to develop their leadership potential,
make their role their own, and actually lead their team rather than
just follow orders
 Weekly TL & VP OGX meeting:
 similar to a EB meeting- allows VP to check in with each team, offer
suggestions/aid when needed, develop new strategies with the TLs,
make sure everyone is on the same page
 Ideal if before LCM, so TLs can run LCM rather than you.

37. Keeping track of EP recruitment: VP OGX
 Your role is as overseer
 Manager the database- make sure it aligns properly with what
aieseconline.net and myaiesec.net say
 Manage any problems you see arise  maybe people forget to delete
the users from the previous stage they were on, so you have
overlapping EPs. Your job to keep track of that
 Add any people that email you to the EP database, and specify where
they come from: (info session) (email) (student union)
 Go-to question person
 Mandate any surveys or things that need to be said to EPs that week
 Keep the tracking tools up to date
 Make sure every EP manager is clear on their JD and what
they are supposed to be doing
 Handle any problems with TLs- they cannot slack off at all
 Keep LCP informed about OGX progression- finance too (the money
we get back)

38. How to keep track of recruitment
 Recruitment Tracking
 Discuss with OGX team different techniques to try (people
support what they help create), steps on how to achieve them,
and when “goal” time is. Put them in a word doc/googledoc.
 List all of the techniques OGX tried in the same document
under a different heading
 Under each technique, describe what you did, what the results
were, if it could be improved, if it needs to be tossed all together, if
its just right
 Make this document available to the OGX team and VP COMM too
 Upload the document to the www.myaiesec.net LC wiki, or do a
googledoc folder, or onto a flashdrive that passes down from each
VP to VP

39. Following Through with Recruitment
 So you’ve held an info session, peaked the EP’s
interests, gotten their contact info. What now?
 Conversion rate is one of the hardest things we
have to deal with in OGX- so many people are
interested because being interested doesn’t mean
you have to pay anything. Being committed means
you pay.

40. Conversion rate: info session
 Conduct a thorough info session that is professional
 Dress business casual
 Have a computer up with a doc for them to put their info in
 Station OGX around the room so EPs can go talk to them after
the session
 Promote the professionalism of AIESEC (EP videos could
come in handy here)
 Do not leave them with any unanswered basic questions
 Get their emails & phone numbers at the info session
 Email them- if they are unresponsive call them

41. Conversion rate: post info session
 Email them THAT VERY NIGHT
 Waiting too long between info session and contacting the EPs
can be detrimental.
 Include:
 Next steps
 Any office hours & office location in case EPs want to talk a bit
more personally about what they want
 remind them about the fees & when they are charged
 Remind them about the types of internships we have (include DT
with management focus if you have a lot of undergrads looking for
a MT).
 Always always always include info on how to get in contact with
VP OGX if they have any questions

42. Conversion rate: post info session
 Review Board/ Interview first
 Set up Google Doc before each info session with slots available
for interview times. If they are interested at the info session,
they sign up immediately. This is more effective we have found
for getting the ball rolling
 Make sure they are entered into the EP database
 Continuously keep in contact with them throughout the rest of
recruitment
 You can set deadlines on “shown interest” people, this will help
de-clutter the database

43. Conversion rate: post-recruitment
 Use a Review Board – Bring different perspectives
 Business Person/AIESEC Alum/ BOA Member
 Psychologist
 AIESECers
 Assign them an EP manger ASAP. EP manager will encourage them to
complete myaiesec account.
 EP manager and EP set up a time that same week to train on the database
 Build culture of servicing through events:
 Resume building seminar
 Interview preparation seminar
 AN training
 AIESEC 101
 Cultural preparation seminar
 EP manager helps EP fill out AN
 EP manager is in contact with EP throughout matching process, getting both
post-recruitment and post-matching surveys
 EP matching party  before winter/summer break, hold a party for all EPs
 EP manager is in contact during traineeship- get post-1-month evaluation
 EP manager is in contact after traineeship- get post-realization evaluation

44. Conversion rate: most imp. thing
 BE ATTENTIVE, NOT SMOTHERING
 Make the EP feel like they are being taken care of
 Bang-bang-bang from shown interest  recruitment  raised
 trained
 EP manager gains skills in time management, team
management and training
 EP manager should not smother the EP- just make sure they
know they are there for the EP, check in once-twice a week,
provide guidance

45. Chapel Hill GCPs: OGX team
 OGX training seminars
 Vital for a smooth-running team
 Do this after 1st week of getting newbies- do not wait until NIS
or they will have no purpose
 Give newbies several EPs by NIS, will provide a leg up. They’ll
know what they’re talking about, have a better understanding
of AIESEC, and feel like they have a purpose. Make them
important members of the team from the get-go. This strategy
has proven to increase member-retention rate as well.
 Remember, AIESEC is about learning by doing.
 OGX manual  created this last semester to help EP managers
with everything they need to know.
 TL meetings + mini-team meetings
 Both are outside LCM: 1) VP + TLs 2) TL + their team

46. Chapel Hill GCPs: recruitment
 Interactive Info Sessions
 1st half is Prezi
 2nd half- stations set up around the room by regions with OGX
members at each station. EPs go and talk to OGX members, look at a
TN booklet, see the database (brought up to search TNs), VP OGX
business cards, information about each region/types of internships
that are best that region etc.
 EP guide folder
 Give the EPs a folder with the EP guide and an intro note about
AIESEC- EPs like something tangible.
 X+L discount
 The money the LC would receive from sending an @er abroad, we
return to them. We do not profit from them going on an internship.
 Word of mouth campaign
 40% of our EPs are friends with an @ member

47. QUESTIONS?