AIESEC IN DELHI IIT

AUGUST RECRUITMENT 2013

Report

Starting Date : July 29th, 2013 Ending date : August 21st, 2013 Number of forms sold (Promotions+Selections) : 2174 + 139 = 2313 Medium used for outreach : Social Media and Ground Coverage in colleges Number of Colleges covered : 32 Sales : 600x50= Rs. 30,000 1713x100= Rs. 1,71,300 Total = Rs. 2,01,300 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. Ram Lal Anand College 7. Maitreyi Collge 8. Jaggannath Institute of Management Studies, VK 9. Jaggannath Institute of Management Studies, Kalkaji 10. Maharaja Agrasen Institute of Technology 11. Maharaja Surajmal Institute of Technology 12. Indian School of Business and Finance 13. Janki Devi Memorial College 14. Deen Dayal Upadhyaya College 15. Guru Tegh Bahadur Institute of Technology 16. Lady Irwin 17. Institute of Home Economics 18. Keshav Mahavidyalaya 19. Dyal Singh College 20. Moti Lal Nehru College 21. IIT Delhi 22. USIT, IP University 23. Kamla Nehru College 24. Jaypee Institute of Technology 25. Aurobindo College 26. IGIT, IP University

27. Mata Sundri College 28. Zakhir Hussain College 29. Manav Rachna College of Engineering 30. Gautam Buddha University 31. Vivekananda Institute of Professional Studies 32. BR Ambedkar College Samples of Social Media Promotion :

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 departments 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 GDs 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, 236 students were recruited in August Recruitment, 2013.