2. Recruitment
TM
Objective:
The student will learn the recruitment process form the beginning,
learning the basics and tools he/she can develop in order to run TM
recruitment.
Mentor Information:
Elizabeth de la Cruz Arredondo.
Recruitment Coach NST TM
Joined AIESEC in 2012
From AIESEC in Ciudad Juárez
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3. Recruitment
TM
Step One!
Talent Goals and Planning.
In this step VP TM and LCP should do evaluations of the LC, these
evaluations will consider the EB vision and what kind of resources they
need. Goal setting is very important in this step, once goals are set they
can identify the necessities the LC has and defines what profiles each
LCVP needs and JDs they need to develop.
Example
EB Vision: Increase iGIP growth
Resources needed: ER, sales, project managing, finance support and
marketing profiles.
Goal: Sell 2 iGIP TNs
JDs Needed: ER manager, customer service, sales manager, logistics,
finance tracker, marketing support.
Step Two!
Internal Allocation/ EP reintegration
Already existent members sometimes or most of the time have the
feeling that they should try new and challenging things, internal
allocation is the step where most of these members can fulfill the need
of new things and explore new areas, and this process will help the
areas to fill the JDs opened for the new goals and EB Vision.
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4. Recruitment
TM
EP reintegration consists in contacting the existent returnees and
let them join “the other side of the exchange process” helping the LC fill
JD needed, and they also are a complete AIESEC member because the
already lived the experience of being on exchange. This is a very valuable
human resource.
Step Three!
Promotion
Promotion could be one of the hardest thing to plan, because with the
last two steps you’ll know what kind of profiles the LC needs, and your
campaign should focus on these profiles.
A tip for a good promotion is to make a segmentation of which
universities or faculties has the profiles that you need, after the
segmentation is good to promote in these universities/faculties trying
to get their attention based on the career they’re studying.
Online promotion on social networks it’s always a good idea,
because everyone it’s in a social network and in this way they can know
that you are recruiting and there are openings at your LC.
Always remember to get support from de Marketing area.
Step Four!
Info Sessions
This step consists in delivering conferences or sessions in which the
future member will know what AIESEC is about and all the benefits that
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5. TM
Recruitment
come with being an AIESECer. What AIESEC does and what are we
looking for, why they should join and finally how the recruiting process
is for the future TMP member.
Step Five!
Assessment Center
The objective of this step is to observe the different profiles of the
potential membership of AIESEC to be able to determinate if they have
the profile that the areas of the Local Committee needs
The purpose is to allow the Executive Board to meet personally
the new prospective members to define if they have what the area
needs. By this each new recruit will have a better compromise from
both sides and will increase the retention rate. It will also allow any
member to be part of the recruitment and decide with whom they
would like to work with during their AIESEC experience.
Step Six!
Review board
This step means interviewing your candidates, to be sure that they are
future TMP Members. According to each LC criteria your EB and TM
area interview your candidates to be sure they can fulfill the JDs
opened and also to be sure that this person is a future AIESECer.
In these interviews you can evaluate the five AIESEC
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6. TM
Recruitment
competencies and also their professional competencies.
Step Seven!
SMI (Induction and motivation seminar)
This seminar consist in a full agenda covering what is AIESEC, history,
culture, the AIESEC way, our values and competencies, what are the
opportunities they have, manage their personal goal setting, which are
the areas, and how do we work together as a team and as an LC.
Last Step!
New member integration
In this final step we do the “allocation” process, this means we locate
each member recruited in to a functional area of our LC. In this step is
important to consider the first step evaluation to see what is the new
member’s best option, so he can develop skills he needs and wants.
In this step every TMP member should be raised in myaiesec.net.
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7. TM
Recruitment
Follow-UP
Do you have any questions?
Feel free to contact facilitator at:
elizabeth.delacruz@aiesec.net
recruitment.nst@aiesec.org.mx
Skype: elizabeth.delacruz06
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