Starting Date : January 4th, 2013

Ending date : January 25th, 2013

Number of forms sold (Promotions+Selections) : 3200

Medium used for outreach : Social Media and Ground Coverage in colleges

Number of Colleges covered : 44

Sales :

AIESEC IN DELHI IIT

JANUARY RECRUITMENTS 2013

Report

3015x50= Rs. 1,50,750

175x100= Rs. 17,500

Total = Rs. 1,68,250

COLLEGE OUTREACH

1. Jesus and Mary College

2. Sri Vekateshwara College

3. Sri Bhagat Singh College

4. College of Vocational Studies

5. Shaheed Sukhdev College of Business Studies

6. Atma Ram Sanatan Dharam College

7. Ram Lal Anand College

8. Maitreyi Collge

9. Jaggannath Institute of Technology, VK

10. Jaggannath Institute of Technology, Kalkaji

11. Jaggannath Institute of Technology, Rohini

12. Maharaja Agrasen Institute of Technology

13. Maharaja Surajmal Institute of Technologu

14. Indian School of Business and Finance

15. Trinity Institute of Professional Studies

16. Janki Devi Memorial College

17. Deen Dayal Upadhyaya College

18. Sharda University

19. Indian Institute of Technology and Management

20. Amity, IP University

21. Guru Tegh Bahadur Institute of Technology

22. Lady Irwin

23. Institute of Home Economics

24. Keshav Mahavidyalaya

25. Dyal Singh College

26. Moti Lal Nehru College

27. Deshbandhu College

28. IIT Delhi

29. USIT, IP University

30. Kamla Nehru College

31. Jaypee Institute of Technology

32. Indian Institute of Planning and Management

33. Bhartiya Vidyapeeth College

34. Shivaji College

35. Aurobindo College

36. Bharti College

37. IGIT, IP University

38. Mata Sundri College

39. Zakhir Hussain College

40. Manav Rachna College of Engineering

41. Gautam Buddha University

42. Sushant School of Architecture

43. Vivekananda Institute of Professional Studies

44. BR Ambedkar College

Samples of Social Media Promotion :

A Youth Leadership Survey was held along with the Recruitments process. A sample for the same is given

below :

SELECTION PROCESS

Manpower Planning:-

A basic estimate of the manpower required was made during the initial days of the EB Term.

Each Director was asked to classify the manpower of their respective departments into 3 categories:-

Red- extremely inactive/ needs to be fired/ resigning

Yellow - Slightly active/ needs PGS or counselling

Green- Active /contributing to goals On the basis of this classification, a total estimate of active people was made which came around to be 85. The primary agenda for the first team days was manpower planning and this was discussed for over 6 hrs. Individually, each department’s manpower requirement was discussed among the EB. Also, important department shifts and PGSs were discussed. Selection Tools It was found that the selection procedures were inadequate in terms of the quality that they measured. There was emphasis on shifting to GCM based assessment. Therefore the selection procedures were changed slightly to the following: 1. Group Discussions: Group Discussions were held for 9 people at one time. The managers were instructed to take GD’s and approximately 40 – 60 % people were filtered during every round. 2. Team Activity: A different version of Team Activity was employed this time. The participants were asked to make a product that was socially relevant from the 3 materials provided: paper, scissors, and tape. This gauged their creativity and team working skills. They were also asked to prepare a unique selling pitch, an advertisement and a jingle all in 7 minutes (in groups of 4-5). This helped in gauging their communication and marketing skills.

3. Personal Interview: A detailed document was referred to while interviewing the participants. It was aimed at judging various aspects relevant to AIESEC such as commitment, GCM based competencies, Language proficiency etc.) Also, to improve Information Management and decrease the chances of information loss (misplaced forms etc.), a master tracker (for interviews) was maintained, into which all the info during the PI was entered. This made sure that there is a uniform way of assessment. It had the data headings corresponding to the PI evaluation categories. Another advantage of this tracker was the fact that it made allocation easier, as there was one tracker with information from all the PIs , with a uniform grading system. This made talent selection and allocation a lot wasier. (Document attached: GD – TA evaluation tools, PI evaluation tool) Also during the waiting time for applicants to be called for their GDs or TAs, the OGX team of AIESEC in Delhi IIT very efficiently delivered Youth Empowerment sessions. On an average, 3 Youth Empowerment Sessions were delivered each day of selections, which totals out to 27 considering that selections were carried out for 9 days. This also resulted in sufficient amount of OGX registrations.

Induction Plan & Report Some weaknesses of the induction plans used last year were noted and emphasis was given to remedy the same. Some of the weaknesses were :

Lack of motivation

Overload of information

No definite time-line for work based induction, leading to work starting late in the year.

To overcome these problems, general expectation setting was done Therefore, it was decided that the induction process should be concrete and should be based on motivation. A clear expectation setting was done during the PIs about RYLC. Also, the local induction schedule was formulated around RYLC timelines.

All in all, 170 students were recruited in the first round of recruitments for 2013.