Induction

Why Induct new recruits?

IDENTIFYwith the company’s philosophies and objectives and feel happy and even

proud to be part of it

EXCITEDabout the potential opportunities in the role and the company

OPTIMISTICabout their future with the company

CONFIDENT –– that they can do the job that has been comprehensively explained to them

WELCOME feel that they are valued and will fit with the team

First impressions count and there are fewer times when first impressions are as vital to the quality of the

relationships that are forged than when a person starts with AIESEC. The ‘right’ person can be lost in

the first few days if they experience the ‘wrong’ induction. After making the investment in good

recruitment, it’s essential that a similar investment is made in high quality

Every new recruit should experience a pre-planned induction process designed to

cover the major aspects of what they’re applied to. Essentially, the aim of an

induction process should be to make the new person:

Without induction a new employee can drift aimlessly and helplessly; never knowing the possibilities and fail to fully engage with the new organisation and realise his potential. The inevitable outcome is reduced performance and eventual departure.

The Induction Process

Local Training Seminar

Mentorship Meets

Department Allocation

Members Training Seminar

Long-term mentorship

module

Local Training Seminar

• Local Training Seminar is a new recruits first detailed interaction with AIESEC, the organization. The impact of your LTS needs to be really strong, as it creates your recruits first impression on the organization.You need to cover the organisation’s vision and the kind of impact we try to create.

• Your LTS content is a crucial driver for growth in oGCDP as well.

Mentorship meets

• Mentorship is a win-win-win situation. It helps the “mentee” become more proficient at his job, it is good for the mentor to “give back” by sharing wisdom and it helps the organisation by developing the well-rounded, knowledgeable professionals we strive to be.

• It’s a responsibility we have to the organisation. Part of what we need to give back to the agency is the development of people who can be part of and carry on the culture, so that future generations of people who work here can sustain the same mood, atmosphere and positive corporate citizenry that exist today.

Department Allocation

• This is the most crucial step. The processes you use to allocate members into departments define whether the ‘right person will be in the right place’.

• AIESECs Global Competency model ideally shoulde be used for allocation

Members Training Seminar

• Your LTS was in introduction for the new recruits to the organisation. This is where they get practical and theoretical training on the operations of their portfolios and understand the goals and targets of the organisation and local reality and how to achieve it.

Long-term mentorship module

LEAD Mentorship Program (Mentee development tracking on the LEAD competencies and Personal Mentoring to develop competencies beyond LEAD Sessions) – Send LEAD Individual assessment for the same along with steps for the mentor