Report Spring
Recruitment
2012
Contents
Report on Spring Introduction Recruitment 2012 in AIESEC Recruitment Results in Ukraine
Conclusions & Recommendations
Polina Kovalova MC VP Talent Management AIESEC in Ukraine
Serhiy Stepanenko NST TM Processes AIESEC in Ukraine
April, 2012
Introduction
In spring 2012 in AIESEC in Ukraine there took place Recruitment of new members for Team Member Programme (TMP). It was held in 13 Local Committees and 5 Initiative Groups of the country. Recruitment preparation was held in the beginning of February. All applicants could join AIESEC between February, 6th and March, 4th. The selection process was done in the same time frameworks. After March,4th all newly recruited people were invited to Local Induction Conferences where they were inducted into AIESEC and the LC activities. All Local Committees were asked to fill in the Planning and Allocation documents. All Local Committees were supported with theoretical information on Recruitment (guides), practical documents (trackers and Job Descriptions) and promo materials (posters and ua.join-aiesec.com). In general, Spring Recruitment 2012 can be considered as a good enough. It totally repeated the results of the Autumn one.
Recruitment Results The statistics below are based on the accuracy of our VPs TM reports. Taking the following data into consideration we learn the things to include and avoid during the recruitment periods. The document consists of the Recruitment statistics and recommendations. Main Statistics:
AF Plan
AF Fact
M Plan
M Fact
% of M plan RE
UKRAINE
1763
1557
533
497
93
1
Berdyansk
30
25
10
13
130
2
Chernivtsi
50
58
15
17
113
3
Donetsk
150
153
50
46
92
4
Dnipropetrovsk
144
117
36
17
47
5
Ivano-Frankivsk
80
110
25
19
76
6
Kharkiv
162
140
54
44
81
7
Kyiv
250
300
60
68
113
8
Lugansk
250
206
60
51
85
9
Lviv
105
102
35
39
111
10
Mariupol
45
62
15
22
147
11
Mykolaiv
42
16
14
4
29
12
Odesa
105
71
35
40
114
13
Simferopol
70
50
35
70
200
14
Sumy
45
25
12
9
75
15
Sevastopol
90
15
30
0
0
16
Ternopil
75
53
25
17
68
17
Uzhgorod
30
27
10
14
140
18
Zaporizhzhya
40
27
12
7
58
As a result, this autumn AIESEC in Ukraine managed to recruit 497 people. So, the Recruitment Country goal is completed up to 93%. Additional Statistics:
Recruitme nt work start
# of M working on RCR
# of assess ors
# of present ations
# of Intervi ews
AC
% of recruited M present on LIC
UKRAINE
20.12.11
77
74
120
649
83%
55%
1
Berdyansk
3.02
3
6
1
28
yes
n/a
2
Chernivtsi
7.02
4
4
10
30
yes
98
3
Donetsk
9.02
4
4
3
50
yes
85
4
Dnipropetrovsk
6.02
5
5
5
24
yes
14
5
Ivano-Fravkivsk
15.02
4
5
4
50
yes
16
6
Kharkiv
1.02
6
n/a
3
80
yes
98
7
Kyiv
8.01
5
2
20
68
yes
98
8
Lugansk
22.12
12
6
37
68
yes
100
9
Lviv
17.01
6
11
9
70
yes
72
10
Mariupol
05.02
4
4
2
35
yes
1
11
Mykolaiv
17.02
2
0
0
5
no
25
12
Odesa
10.02
6
6
10
58
yes
40
13
Simferopol
20.12.11
3
5
8
20
yes
30
14
Sumy
15.02
8
2
3
n/a
yes
n/a
15
Sevastopol
n/a
1
0
0
3
no
0
16
Ternopil
n/a
n/a
6
4
23
yes
99
17
Uzhgorod
n/a
n/a
0
1
17
no
43
18
Zaporizhzhya
15.02
4
8
0
20
yes
60
Conclusions and recommendations: Planning
Accurate and conscious planning leads to goal fulfillment. Of course LCs which did it with Recruitment and TMP plans then look through them time after time achieved great results. Also remember that a “middle” plan today is better than a “good” plan tomorrow or the next week. This is proven over the time that LCs which fill in the plans and send them till the specific time used to get the needed amount of applicants. Planning the # of M working in recruitment team, # of assessors at interview and at the AC for sure will increase your chances of successful recruitment. Marketing As we look at the additional statistics table the # of presentations affect the # of applicants. Don’t forget to use some promo-tables, flesh-mobs or flyer-spreading actions (better all together) before the presentation otherwise you will end up with more AIESECers than visitors presented at your presentation. Be honest and if you really need for instance more IT-experts in your LC look for them: ask your friends (AIESECers or nonAIESECers) which are studying or are interested in IT to tell you where they used to spend their time and what would attract them into organization. There are unlimited ways to attract them. LCs with a strong collaboration between TM and CMM have great marketing approaches and thus great amount of application forms. Selection If you couldn’t get the needed amount of AFs because of poor marketing that doesn’t mean that you should soften the selection rules to collect more newbies and come closer to your recruitment goal. The country wants to keep the same selection requirements and standards among all entities. Maybe selecting only those who really satisfy your LC talent profiles will not give you the number of members you wanted but for sure it will prevent retention problems in future. Its great that 15 entities used Assessment Centers to select strong candidates. You don’t know
exactly who among your all newbies in one day will become VP, LCP, MCP… Induction
55% of all accepted newbies in the country were presented on LIC. Tons of reasons for that: not contacted people; contacted but too late (people already booked tickets to hometowns on weekend and didn’t plan to stay for the LIC); SMS might not be enough, phone call and verbal invitation is one of the best ways; poor selection – people are not motivated or didn’t understood well what AIESEC is on interview or AC. Allocation 100% retention rate means that nobody left your LC. To run your projects all you need is to recruit new talent and allocate them as OC. One of the reasons people leave organization is that they are not satisfied with their job. Allocation affects retention rate very much. It doesn’t mean that you ask a newbie thousands of questions to find the best position for him after the hard week of research and interviewing. Also we don’t want to allocate him as soon as possible without even a simple survey about likes and dislikes. LCs that use a minimum time for checking the newbies job preferences and LC vacancies have really strong retention rate and thus suffer less tension during the next recruitment.