MC APPLICATION 18.19
AIESEC in The Netherlands
DEAR APPLICANT, CONGRATULATIONS ON OPENING THIS BOOKLET! IT MEANS THAT YOU WANT TO APPLY TO BE PART OF THE MC TEAM THAT WILL LEAD THE ENTITY IN THE TERM 2018-2019, THAT YOU ARE THINKING ABOUT IT OR THAT YOU ARE JUST CURIOUS TO SEE THE PROCESS THAT THE APPLICANTS WILL GO THROUGH. AT THE MOMENT OF WRITING THIS, IT HAS ONLY BEEN A COUPLE OF DAYS SINCE I GOT ELECTED AND I AM INCREDIBLY HUMBLE THAT I GOT THE OPPORTUNITY TO LEAD THIS AMAZING ENTITY IN ITS NEXT STEPS TOWARDS ACHIEVING AIESEC 2020. AIESEC IN THE NETHERLANDS IS A UNIQUE ENTITY THAT EXPERIENCED MAJOR CHANGES THAT PROVIDE THE 1820 GENERATION WITH A SOLID BASE FOR DRIVING GROWTH AND BUILDING A SUSTAINABLE ORGANIZATION. FOR ME AS MCP ELECT, MY FIRST AND MOST IMPORTANT RESPONSIBILITY IS SELECTING THE TEAM THAT WILL GO WITH ME ON THIS ADVENTURE. THAT WILL WORK BY MY SIDE TO BUILD A STRONGER AIESEC FOR THE NETHERLANDS AND TO IMPACT THOUSANDS OF YOUNG PEOPLE IN THE NETHERLANDS. TAKING THE DECISION TO APPLY FOR AN MCVP POSITION IS NOT AN EASY ONE. IT FORCES YOU TO THINK ABOUT WHO YOU ARE (AND WANT TO BECOME) AS A LEADER AND ABOUT YOUR DREAMS AND PLANS FOR THE ORGANIZATION. THE PROCESS WILL CHALLENGE YOU, GROW YOU AND INVOLVE A FAIR AMOUNT OF UNCERTAINTY. FOR ME, HAVING BEEN PART OF TWO MC TEAMS, IT GREW ME MORE THAN I COULD HAVE EVER EXPECTED! THERE IS NO BLUEPRINT OF THE MC EXPERIENCE, HOWEVER, THERE ARE SEVERAL FACTORS THAT ARE PRESENT IN MOST MC EXPERIENCES: ➤
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YES, IT WILL CHALLENGE YOU. THERE WILL BE HIGHS AND LOWS AND YOU’LL LEARN TO APPRECIATE THEM BOTH. THESE ARE THE MOMENTS THAT MAKE YOU GROW AND DEVELOP. AS MCVP YOU WILL (RE)DISCOVER WHO YOU ARE; AS A PERSON AND AS A LEADER. LEADING AN ENTITY AND BEING RESPONSIBLE FOR GROWING AND SUSTAINING A PART OF THE ORGANIZATION IS A UNIQUE OPPORTUNITY AT SUCH A YOUNG AGE AND WILL SHAPE YOU. YOU ARE MAKING AN IMPACT ON THE ORGANIZATION, OUR PEOPLE AND A LOT OF YOUNG PEOPLE THROUGH OUR PRODUCTS; AND WITH THIS COMES RESPONSIBILITY. YOU WILL HAVE A TEAM BY YOUR SIDE THAT SUPPORTS YOU IN ALL THE STRUGGLES AND WILL BE THERE TO CELEBRATE INDIVIDUAL AND TEAM SUCCESSES.
I RECOMMEND YOU TO HAVE THE RIGHT CONVERSATIONS: TALK ABOUT IT WITH THE PEOPLE YOU WORK WITH IN AIESEC (YOUR LCP, EB, LCVP, TEAM MEMBERS), YOUR MC, YOUR FRIENDS OUTSIDE OF AIESEC, YOUR PARENTS, AND WHOEVER YOU FEEL COULD HELP YOU IN THIS DECISION-MAKING PROCESS. ONCE YOU START THE PROCESS MAKE SURE TO TAKE THIS EXPERIENCE PERSONALLY AND GATHER AS MUCH INFORMATION AS POSSIBLE TO ENSURE YOU CAN APPLY FROM A PLACE OF UNDERSTANDING THE ENTITY ON A STRATEGIC LEVEL. I WISH YOU THE VERY BEST, TO CHALLENGE YOURSELF, AND MOST OF ALL TO ENJOY THIS PROCESS! AS ANYTHING IN AIESEC, THE MORE YOU PUT INTO IT, THE MORE YOU WILL GET OUT!
Daley van de Sande President elect of AIESEC in The Netherlands 18.19
TABLE OF CONTENT
L L A
E H T
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r e v
Y A W t S
P U
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MC Areas and Main ResponsibiliYes for 18.19
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Timeline
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ExpectaYons
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MC Profile
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ApplicaYon and SelecYon Procedure
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General QuesYonnaire
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FuncYonal QuesYonnaire
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Blank Paper Challenge & 16 PersonaliYes
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Contact InformaYon
MC AREAS & MAIN RESPONSIBILITIES FOR 2018-2019 Finance & Informa.on Management ‣ Finance Standards ImplementaYon (Legality, AccounYng, ReporYng, BudgeYng, AudiYng, Sustainability) ‣ GDPR Compliance ‣ InformaYon Management ‣ Financial Model & process improvement ‣ Finance commission management
Partnership Development & Public Rela.ons (PD & PR) ‣ Sales strategy, analysis & operaYons ‣ AcquisiYon & Account Management NaYonal Partners ‣ Partner Product Poreolio Management ‣ NaYonal iGT sales, GV scholarships ‣ Debtor management for partners ‣ Public RelaYons Management ‣ Engagement with AIESEC (EwA) & YouthSpeak Forum management ‣ External RelaYons commission management
Talent Management (TM) ‣ TM Process ImplementaYon (Get, Develop, Keep) ‣ Team Standards ImplementaYon ‣ Recruitment and RetenYon ‣ Conference Cycle & Network Management ‣ OrganisaYonal Development Model (EvaluaYon & ImplementaYon) ‣ TM Commission Management
Business to Business (B2B) ‣ RelaYve & absolute product growth iGE & iGT ‣ Strategic development & nat. plan implementaYon iGT ‣ Host standard delivery #COMPLETE ‣ InternaYonal RelaYons Management ‣ ICX OperaYons Management ‣ ICX Debtor Management
Business to Customer (B2C) ‣ RelaYve & absolute product growth oGV, oGE & oGT ‣ Strategic development & nat. plan implementaYon oGV, oGE & oGT ‣ Home standard delivery #COMPLETE ‣ InternaYonal RelaYons Management ‣ APP to APD conversion ‣ OGX OperaYons Management
Brand Experience & Digital Marke.ng (BXP & DM) ‣ RelaYve & absolute exchange products growth ‣ B2C & B2B digital markeYng strategic development & nat. plan implementaYon ‣ Customer Flow ImplementaYon ‣ Engagement with AIESEC (EwA) & Campaign Management ‣ SU to APP conversion ‣ Brand Alignment ‣ MarkeYng Commission & NST Management These responsibilities come next to general MC responsibilities and deliverables. The exact MC structure will be decided shortly after IPM.
MC TIMELINE February
5. ApplicaYon Launch 25. ApplicaYon DDL Round 1 (23.55 GMT+1) 26. Applicants Announcement Round 1
March
26.2. - 11.3. MCVP SelecYon Round 1 2. Applica*on Round 2 Launch* 10. Applica*on DDL Round 2 (23.55 GMT+1)* 12. Applicants Announcement Round 2* 13. - 17. MCVP Selec*on Round 2* 19. MC 1819 Announcement* 19. - 24. EuroXPRO
April
FuncYonal TransiYon Start (1hr/week)**
‣ The 1819 term officially starts on the 1st of August 2018. However, once selected, funcYonal transiYon starts immediately (approx. 1 hr/week). Before the start of the term, the responsibiliYes of the MC-elect are mainly MC team building, 18.19 term planning & NST recruitment, as well as ajendance & representaYon at InternaYonal Congress. ‣ As off 18. June, full-Yme MC to MC transiYon starts and you are expected to be available on workdays. ‣If you have holidays, vacaYon or other acYviYes planned from May to and including August, it is your responsibility to clearly point this out in your applicaYon, so that the MC current and MCP-e can take this into account for transiYon events and help find a soluYon.
Office & Housing
May
12. - 14. MCe Team Days 23. - 25. EB Conference
June
1. - 7. FuncYonal BU Summits (2-3 days, to be defined) 8. NaYonal InducYon Seminar (NIS) 18. Physical MC to MC TransiYon Start (4 days/week) 29. YouthSpeak Forum
July
1. - 10. InternaYonal Congress (IC Egypt) 27. MC to MC TransiYon End 28.-29. RW TransiYon
August
1. First Day
‣ The MC office is located at Hogehilweg 15, 1101CB Amsterdam. It is a 5-minute walk from Amsterdam Bijlmer Arena train staYon. ‣ As an MC member you are expected to move to Amsterdam before the start of your term. The current MC is available to support and give recommendaYons for housing.
NB: All events marked in orange are absolutely mandatory for physical presence. Other events are highly recommended. It is not secured that there will be a 2nd round opened for applicants, if the amount and profiles of round 1 are sufficient to select a complete MC team ** FuncYonal TransiYon can be held virtually (to be agreed with the respecYve MCVP current) *
EXPECTATIONS ➤
The final MC structure will be defined by the end of February (aser IPM).
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Experience in AIESEC is required for applying. However, you do not have to have previous EB or MC experience in order to be eligible.
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You are expected to be present at all mandatory touchpoint before the start of term 18.19. For more, check the Ymeline. If you have another funcYon or are part of an LC, MC will have priority if events overlap.
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Your full Yme MC term starts on the 18th of June with MC TransiYon. However, you are expected to be available in The Netherlands from May 1st onwards for facilitaYng conferences and LC transiYon. If you are already aware this is not possible, please contact the MCP or MCP elect about this.
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You will officially end your term on July 31st 2019.
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A compensaYon of 950 - 1030 euro per month is provided, together with full coverage of conferences and travel costs.
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AccommodaYon is your own responsibility, AIESEC in The Netherlands does not have an MC House at the moment.
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You are expected to move to Amsterdam or Utrecht during your MC term.
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You can apply for mulYple areas and posiYons. If you would like to apply for mulYple, please make sure you fill out all relevant specific quesYonnaires and explain your moYvaYon for all funcYons you are applying for in the moYvaYonal quesYon secYon.
MC PROFILE
Understanding and represen6ng the AIESEC values every day is required.
Candidates need to represent core competences: growth, empathy, eagerness, agility.
Candidates need to conduct self-reec6on over values, strengths, passion, purpose.
Candidates for speciďŹ c posi6ons need to possess a certain level of func.onal competence required for the func6on.
APPLICATION & SELECTION PROCEDURE Applica.on Package ✓ Your Curriculum Vitae ✓ Two endorsement lePers from someone you’ve worked with in the past 24 months (about your team management, leadership style and team work) ✓ The general ques.onnaire: All 6 ques.ons answered ✓ The specific ques.onnaire: 7 ques.ons answered in total, with a minimum of 4 in the block you’re applying for. ✓ The 16 Personali.es test result (hPps://www.16personali.es.com/) ✓ A (max.) two minute video in which you introduce yourself as MC candidate and summarise your applica.on The enYre applicaYon package should be in English. The applicaYon should be sent as a WeTransfer file to mc@aiesec.nl and dennis.amoey@aiesec.net by the 25th of February 2018, 23.55 (GMT+1). The applicaYon should not exceed 10 pages for the 13 quesYons (not including the cover page, blank page challenge, and personality test)
MCVP Selec.on rounds You will need to go through mulYple (2-3) selecYon rounds, each round consisYng of an interview and/or assessment. Aser each step you will be informed whether you move on to the next. The interviews will be conducted by the MCP elect, MC of 17.18 and/or the Board of Directors. Not everyone may be interviewed and we reserve the right to pre-screen applicaYons. During the interviews you will be assessed on: ‣ MoYvaYon ‣ OrganizaYonal understanding & vision for the specific MC area(s) you’re applying for ‣ Competencies & personality tesYng ‣ AnalyYcal skills
GENERAL QUESTIONNAIRE Motivation, leadership and organisational understanding 1.Who are you and what are your dreams? What do you aspire to become through AIESEC, and what can AIESEC be through you? 2.Which trends and recent happenings across the globe do you see shaping the world we live in? Is the world geeng bePer or worse? What will it mean for AIESEC for The Netherlands to become a Youth Leadership Movement? 3.Evaluate the impact of AIESEC for The Netherlands’ 17.18 na.onal strategies/ projects and their implementa.on. Proceed with Start/Stop/Con.nue. 4.What kind of leadership does AIESEC for The Netherlands need in 18.19 and how does your leadership style align to that and to the en.ty’s needs? 5.Please explain the AIESEC Way, AIESEC2020, the BHAG and the AIESEC Experience, and how they connect/relate to one another. 6.What has AIESEC for The Netherlands learned since 2015? What has been the path so far and what would be the next step for the en.ty to go to the next level and make AIESEC2020 happen? Where do you envision AIESEC for The Netherlands in 2020?
FUNCTIONAL QUESTIONNAIRE Finance and Information Management 1.What does it mean to you to have all LCs be sustainable? Based on your answer, assess AIESEC for The Netherlands’ overall sustainability in comparison with the global plenary (use at least one GCP from another en.ty)? 2.What would you propose to improve the sustainability of our products? Consider this for all our exchange products (GV, GT and GE). 3.What would be the key indicators you would measure from all LCs to know how healthy is AIESEC for The Netherlands is? How would you collect data? What are the analysis you would do with the data? 4.Men.on the pains that AIESEC for The Netherlands suffers from due to our Digital Ecosystem. Suggest ways to solve them and explain how. 5.Provide a risk analysis of AIESEC for The Netherlands and how you would mi.gate these risks in your term. Partnership Development & Public Relations (PD & PR) 1.Partnerships Development as a strategy is not embedded in the 2020 Roadmap, however it is expected to be a big enabler of achieving 2020. What should be the role of PD for AIESEC for The Netherlands during 18.19 towards contribu.ng to our mid-term ambi.on? 2.Suggest ac.vi.es from at least 2 other AIESEC en..es regarding partnership development that AIESEC for The Netherlands’ could implement in order to boost exchange. Explain how. 3.Define a sales strategy for oGV scholarships and/or iGT na.onal sales. Which department would you sell to, which companies/organisa.ons would you pick and what would be the value proposi.on for each of them? 4.What sales ac.vi.es can be implemented on local level to create partnerships that directly lead to exchange? How would you support the LCVP FER commission in acquiring these partnerships? 5.Organizing Youth Speak Forum is part of the PD job descrip.on. Which PR partnerships will you pursue, and how will you ensure these contribute to growing the reach of AIESEC’s core business (leadership through exchange)?
FUNCTIONAL QUESTIONNAIRE Talent Management (TM)
Business to Customer (B2C)
1.Assess AIESEC for The Netherlands’ with regards to implementa.on of the global TM Processes (Get, Develop, Keep). What would you implement first and how would this fix current issues such as membership reten.on and recruitment ra.os?
1.Evaluate the current B2C synergy on both the LC and MC level. What would your main improvement points be?
2.Assess the success of the LC coaching model which was implemented in 17.18. What would be the next steps to ensure bePer steering of LCs to enable sustainable growth across mul.ple years? 3.Map out current and poten.al MC touch points (physical & virtual). What are their current objec.ves and how can they be improved? What would you start, stop, con.nue for each touchpoint? 4.The MCPe envisions an OD model for AIESEC for The Netherlands. What should it entail and how would it lead to an AIESEC for The Netherlands that grows disrup.vely? 5.How do you assess the current state of team standards implementa.on on LC level? How would you ensure 100% team standard implementa.on across all EBs and local teams?
Please answer the questions for at least two out of three OGX products
2.What would be your 3 main focuses/drivers for growth for the upcoming term (answer for at least 2 OGX products)? 3.What are the main boPlenecks in achieving the new MoS #COMPLETE in AIESEC for The Netherlands? Suggest solu.ons (at least one GCP from another en.ty) that if implemented would solve these boPlenecks (answer for at least 2 OGX products). 4.Describe one GCP for Interna.onal Rela.ons (IR) from another en.ty that could be implemented in AIESEC for The Netherlands and explain what the impact would be. (answer for at least 2 OGX products) 5.Looking at the progress of expansion to new markets in term 17.18, how would you proceed to ensure we’re growing disrup.vely while being more accessible to youth?
Business to Business (B2B)
Brand Experience & Digital Marketing (BXP & DM)
1.How is AIESEC for The Netherlands posi.oned in iGT globally? What would a strong IR in iGT look like? Suggest at least one en.ty partner and describe the impact of the partnership.
1.With POP about to be released and AIESEC becoming an Online Mul. Sided Plaporm (OMSP). What do you think is the future of B2B Marke.ng in AIESEC for The Netherlands?
2.What would be your 3 main focuses/drivers for growth in iGE and iGT for the upcoming term?
2.How can we ensure that our brand content is relevant, in an era where there is content overload in all our social media networks?
3.Describe the current state of iGE in AIESEC for The Netherlands, what would be the next step(s) to level up?
3.Describe the evolu.on of marke.ng in AIESEC for The Netherlands and suggest the next steps.
4.What are the main boPlenecks in achieving the new MoS #COMPLETE for iGT in AIESEC for The Netherlands? Suggest solu.ons (at least one GCP from another en.ty) that if implemented would solve these boPlenecks.
4.What are the most important steps to be taken to make AIESEC for The Netherlands a truly customer obsessed organisa.on?
5.What is the role of the MCVP iGET on the MC team and how does the synergy with other func.ons look like?
5.What is the biggest boPleneck in the aPrac.on & conversion phase of our current customer flow and how would you tackle this in the upcoming term?
BLANK PAPER CHALLENGE Blank Paper Challenge
16 PERSONALITIES 16 Personalities
In this sec.on you are completely free to show your crea.vity, vision and/or plans for your term as MC member of AIESEC in The Netherlands 18.19.
Please include the link to your proďŹ le in your applica.on. The test will only take a few minutes and can be found at www.16personali.es.com
You can only use one page, but you can make it in any format you want as long as you stay within one printable A4 paper.
The link you send should include the scores for each of the categories, not only the descrip.on.
Show us whatever you want to show us.
Alterna.vely, you can include a screenshot to your result in the applica.on package.
MC 17.18 CONTACT INFORMATION We very much encourage you to contact MC members and the network to create a bejer understanding of AIESEC for The Netherlands as an enYty from a more strategic point of view and in order to create the right expectaYon sevng for being MC of AIESEC for The Netherlands. You will deďŹ nitely need to do this in order to successfully complete the quesYonnaire and test your moYvaYon. This is the contact informaYon of the Member Commijee in 17.18 and the MCPe for 18.19:
Name
Posi.on
Email Address
Dennis Amoey
MCP
dennis.amoey@aiesec.net
Daley van de Sande
MCP elect
daley.vdsande@aiesec.net
Roland Geurts
MCVP F&IM
roland.geurts@aiesec.net
Maartje Zantman
MCVP B2B
maartje.zantman@aiesec.net
Eline de Haan
MCVP oGV
eline.dehaan@aiesec.net
Xavier Correia
MCVP oGET
xavier.correia@aiesec.net
Egid van Bree
MCVP MKT
egid.vanbree@aiesec.net
Niels Meulmeester
MCVP PD
niels.meulmeester@aiesec.net
Daley and the MC wish you Good Luck