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Delivery report

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Anay Vaish
Anay Vaish

This document provides a summary of initiatives by AIESEC in Delhi IIT to improve their exchange program (EP) engagement and conversion rates. Key initiatives include: 1. Forming a special team solely focused on EP engagement, headed by two team leaders and senior project coordinators. 2. Allowing parallel raising and matching efforts with separate teams for each to satisfy EPs and assure them of early project placement. 3. Integrating EPs into local committee events to increase engagement with AIESEC. 4. Improving processes like expectation setting, grievance management, and teaching EPs about AIESEC to provide better support.

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AIESEC in Delhi IIT oGCDP DELIVERY REPORT
Ideology This time we as an LC are trying to lay special focus on delivery and enhancing EP experience, a policy of growth through increase in conversion rate has been adopted, after seeing a summer of an extremely weak conversion rate.
Key Initiatives
Innovative OS Director TL UR TL Adhoc Director TL IR +EP Engagement Project Coordinator EP Engagement Member TL IR Project Coordinator EP Engagement Member TL Adhoc TL UR
A special team solely responsible for EP Engagement. Team of 6 people, headed by 2 Team Leaders and Senior Project Coordinators. Team mutually exclusive to raising/matching.
Parralel Raising-Matching The OS allows us to raise and match parallel with distinct teams responsible for both. This can satisfy EPs and assure them a project very soon, thereby them not making other plans. Concept of projections being driven down. 4 Matches 6 more Interviews Done awaiting AN 8 more Interviews Scheduled in the coming weak
Integration through LC events All interns made to come for the following LC events to get engaged through AIESEC- Youth to Business Forum (6 interns) Global Humanism Summit Pre-event (8 interns) Global Humanism Summit Main Event (20 inters)
Right Raising Only 8 countries being promoted. While raising instead of saying 110 countries only 8 countries being pitched. Proper serious interviews conducted. Standard template for Interviews and selection criteria https://docs.google.com/a/aiesec.net/document/d/1u_x j8lVURwwxuRD3jrr4xT_6q2swfc5XLnR92KwxP0U/edit https://docs.google.com/a/aiesec.net/spreadsheet/ccc?k ey=0AvkpFNZYWMoHdDRiUHlPTW9uazhFaGtqVGZS VXR3NWc#gid=0
Right Expectation Setting While the interview everything is said in black and white. Only countries that can be matched being pitched. Being pitched as a cultural exchange and NOT an Internship
Assigning Grievance Managers to EPs Every EP is been given a sheet of contacts in various teams to streamline processes. They each have been assigned a grievence manager from the engagement who is solely responsible for any problem
Initiatives to teach AIESEC to EPs Teaching basics of AIESEC such as AIESEC Way are being taken forward as they are imperative according to XPP. Personal Meetings/calls of engagement team with raised EPs and started teaching them AIESEC something similar to what is being done for new recruits.
Mailers and Newsletters Sending EPs engagement Newsletters and Mailers, including messages from IXP, potential projects etc.

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Delivery report

  • 1. AIESEC in Delhi IIT oGCDP DELIVERY REPORT
  • 2. Ideology This time we as an LC are trying to lay special focus on delivery and enhancing EP experience, a policy of growth through increase in conversion rate has been adopted, after seeing a summer of an extremely weak conversion rate.
  • 4. Innovative OS Director TL UR TL Adhoc Director TL IR +EP Engagement Project Coordinator EP Engagement Member TL IR Project Coordinator EP Engagement Member TL Adhoc TL UR
  • 5. A special team solely responsible for EP Engagement. Team of 6 people, headed by 2 Team Leaders and Senior Project Coordinators. Team mutually exclusive to raising/matching.
  • 6. Parralel Raising-Matching The OS allows us to raise and match parallel with distinct teams responsible for both. This can satisfy EPs and assure them a project very soon, thereby them not making other plans. Concept of projections being driven down. 4 Matches 6 more Interviews Done awaiting AN 8 more Interviews Scheduled in the coming weak
  • 7. Integration through LC events All interns made to come for the following LC events to get engaged through AIESEC- Youth to Business Forum (6 interns) Global Humanism Summit Pre-event (8 interns) Global Humanism Summit Main Event (20 inters)
  • 8. Right Raising Only 8 countries being promoted. While raising instead of saying 110 countries only 8 countries being pitched. Proper serious interviews conducted. Standard template for Interviews and selection criteria https://docs.google.com/a/aiesec.net/document/d/1u_x j8lVURwwxuRD3jrr4xT_6q2swfc5XLnR92KwxP0U/edit https://docs.google.com/a/aiesec.net/spreadsheet/ccc?k ey=0AvkpFNZYWMoHdDRiUHlPTW9uazhFaGtqVGZS VXR3NWc#gid=0
  • 9. Right Expectation Setting While the interview everything is said in black and white. Only countries that can be matched being pitched. Being pitched as a cultural exchange and NOT an Internship
  • 10. Assigning Grievance Managers to EPs Every EP is been given a sheet of contacts in various teams to streamline processes. They each have been assigned a grievence manager from the engagement who is solely responsible for any problem
  • 11. Initiatives to teach AIESEC to EPs Teaching basics of AIESEC such as AIESEC Way are being taken forward as they are imperative according to XPP. Personal Meetings/calls of engagement team with raised EPs and started teaching them AIESEC something similar to what is being done for new recruits.
  • 12. Mailers and Newsletters Sending EPs engagement Newsletters and Mailers, including messages from IXP, potential projects etc.