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
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
Expectations:Keep an open mindTailor these ideas to fit the reality of your LC. Sometimes ideas just a little shaping to workThis training is for you, ask questions (type them or ask for permission for the microphone, and ill pass it to you)Ask questions. Share your own ideas and thoughts.Recruitment season is approaching!Recruitment, along with matching is the MOST important part of the OGX process.
Quick RecapThis is our OGX cycle that we go through twice per year. Note August and January hold identical focuses.Summer tends to be the only significant realization peak. Never had much of a winter peak, but we need one for financial stability, and to have a more consistent revenue stream. Not sustainable to wait 12 months for one large profit. This is why creating a winter peak is importantLike a chain, the OGX cycle is only as strong as the weakest link. This is what hindered the past term from reaching their goals, so its important that is mistake isnt made into a habit.October tends to be the weak link of this chain, and in the past has precipitated low retention among EPs. There hasn’t been much done to keep EPs engaged with AIESEC, such as integration and training events, and many of the members are unfamiliar with the myaiesec platform.
The best resource your LC has is its membership.What is the most effective method way of getting your members of join? Word of mouthSince most people join because of WoM, it’s essential that all members are able to effectively speak about AIESEC.
Give an elevator speechTailor your message to the person you are speaking to if you know them.If you have more than 30 seconds (most likely you will) G2K the person first. Figure out what program would interest them most.Cant sell to someone without knowing what they wantSpeaking about AIESEC is the best form out marketing outreach, as it’s the most effective method and its free. Invest in this training.
Nothing new anymoreCatch people’s attentionTrain your LC to like everything put on facebookLikes, shares, comments, retweets, these all help your outreach get more exposure on facebook and twitter
Gives AIESEC a presence on campus
Make videos, make sure its branded and relevant to AIESEC.Have people like share and retweet. Facebook makes the most popular most visible on the home page.Make sure its memorable
PONCE - Synergy with ICX, have trainees email videosHave EPs take epics photos and use them
First of all, this should be a join responsibility among the whole LC. Delegate the responsibilities to a few COMM and OGX members
Easily accessibleClear expectations – Lets people prepare mentally for both the good experiences and challenges they will face.Currently some GCDP programs fall through and its hard to predict when and where it will happen. Until the GCDP productImproves, its important that what we are also selling is the cultural experience of being in a new place because EPs will certainly face this.
Require it ahead of time
Grab peoples attentionMarket to Grassroots, Greenpeace, NGOs that are interested in making a differenceGood for people interested in world issues
People like numbersHumanities departmentPeople want to make a difference
Different than the generic “Go Abroad Through AIESEC” flyersHave members post these facts, followed by proposing AIESEC as a “solution” to the cause along with date time and place of an interview, along with a point of contactWork with another relevant organizationIf you do this, make sure the organization represents a brand that aligns with ours. Bad example – Arbor day raising money for treesGood example – Work with SIFE, send their student abroad as a discount for partnering with them
Make selling AIESEC less fluffy“111 Countries” gives EPs the false hope they can go to any AIESEC countryNY -> Australia, Japan, KoreaTake advantage of school facilitiesBaruch -> International business school
Some campuses have requirementsHonors - InternshipsFrat – Community service
Sales Rule #1: People don't care how much you offer them. They care about whether you exceeded their expectations.If you want to satisfy, if you want to create a remarkable experience, if you want people to talk about you or buy your product, the secret is simple: give them more than they expected. Hence, promise less than you can deliver.Quality -> I would rather you have a higher conversion rate and high raise:realized ratio, than see EPs give us their money only to not find a TN because we were unable to deliver.If you are unsure whether or not we have something of value to an EP, tell them you are unsure and direct them to someone who knows the answer.