7. Planning and recruitment for oGIP
1. What kind of people does oGIP need?
2. Planning for oGIP recruitment?
3. When to recruit?
4. Ideal number of people at any given point?
8. Induction process for oGIP
1. What kind of induction process does an oGIP
member need to go through?
2. What does the first department meeting need to be
like? – what to cover etc.
3. What is the learning of a participant from oGIIP?
9.
10. Team Purpose
LCVP oGIP JDTo Supply the Best Quality EPs to the AIESEC Network
Job Description and role of VP -Market Research & Market Segmentation
Outgoing GIP -Analysis of the Global Supply & Demand & Alignment
of the LC to it
- Marketing oGIP & the LC within the AIESEC Network
-Marketing & Promoting oGIP in the city
-Overlooking recruitment,induction ,prepration &
delivery of EPs in the LC and
Specific deliverables -Ensuring high delivery & realization rates in the LC
-Ensuring that every Ep goes through the entire EP
process
-Ensuring high quality EPs are recruited
-Achievement of the Ra Ma Re Targets
Specific skills required Communication skills, Presentation skills, Analytical
skills(DAAL,AFT,S&D,MR) ,Negotiation skills,Pro-active
learning, Global mindset, Ability to manage multiple
things at a given point of time.
AIESEC Knowledge required AIESEC Way,2015,AIESEC Global Supply & Demand.
12. LC VP oGIP
Manager
TL SubProduct TL SubProduct TL Pilot
Alumni
1 2 Projects
Delivery
EP Manager EP Manager EP Manager EP Manager EP Manager EP Manager EP Manager EP Manager EP Manager
13. Keep in mind
• Every LC must focus on working with a maximum of 2 sub products.
Decide this by identifying the top institutes or EP pool in specific
sub products in your LC.Also,keep in mind the Global Supply &
Demand
• An LC may choose to have a TL for ‘Pilot Projects’ in case there is a
niche market the LC would like to develop/test/pilot for itself
• An LC may choose to have a Manager for Alumni Eps depending on
the number of Alumni choosing to go on exchange or the Alumni
market for that LC
• Keep in mind that a TL must have a minimum of 3 members for it to
be considered as a team.
• 3:1 – Ensure that an EP manager(member) is not managing more
that 3 eps at any given point of time. Managing more than 3 Eps
will result is poor EP engagement,effeciency,productivity and longer
matching durations.
15. What is the Value Proposition for a
member in oGIP?
• Professionalism.
• Building International contacts.
• Culture .
• Global Economic Trends
• Corporate Exposure
• Dual Job roles.
• Global HR
• Indepth knowledge of job roles available in various
markets.
• Platform to innovate.
16. How will you build an oGIP culture?
• By reflecting
• Driving behavior down.
• Encourage LC participation.
• Member Recognition.
• Sense of Understanding.
• Accountability.
• Social Gathering.
• Transparency.
• LC Participation.
• Focus on Bigger Picture.
• Sense of belonging.
• Alignment of Personal Goal.
17. What is the process of induction you
will follow for oGIP members?
• Start with making them understands their WHY in
AIESEC and connecting it with oGIP.
• Culture driven and less work oriented.
• Connecting to members at a personal level.
• Making oGIP as basic as possible for a GB
members to understand.
• Ice Breakers.
• WHY, WHAT and HOW?
• Sense of Responsibility.
• Creative
18. What are the skills and competencies
required for oGIP?
• Professionalism.
• Patience.
• Sub product specific knowledge.
• Value Driven.
• Reliable.
• Accountable
• Extrovert.
19. How will be engage members
effectively in oGIP ?
• Creativity with members.
• Chill outs
• LC Participation.
• Encourage CEED.
• Recognition
• VP Treat
• Regular Dep Meet
• Sharing Personal Exp.
• Jives
• Recognition.
20. To understand more about Talent Capacity and
how to use it to grow oGIP,please visit the
following wiki:
http://www.myaiesec.net/content/viewwiki.do?
contentid=10234019
Editor's Notes
Answer questions, define synergy points, put down who is responsible for what, process + document for each.
Ensure you communicate the value proposition here.
