1. Induction

2. Why Induct new recruits?
First impressions count and there are fewer times
when first impressions are as vital to the quality of the Every new recruit should experience a pre-
relationships that are forged than when a person starts planned induction process designed to
with AIESEC. The ‘right’ person can be lost in the first cover the major aspects of what they’re
few days if they experience the ‘wrong’ induction. applied to. Essentially, the aim of an
After making the investment in good recruitment, it’s induction process should be to make the
essential that a similar investment is made in high new person:
quality
WELCOME
Without induction a new
feel that they are valued and will fit with the team
employee can drift
aimlessly and helplessly;
CONFIDENT
never knowing the –– that they can do the job that has been comprehensively explained to
them
possibilities and fail to
fully engage with the OPTIMISTIC
new organisation and about their future with the company
realise his potential. The
inevitable outcome is EXCITED
reduced performance about the potential opportunities in the role and the company
and eventual departure.
IDENTIFY
with the company’s philosophies and objectives and feel happy and even
proud to be part of it

3. The Induction Process
Local Members Long-term
Mentorship Department
Training Training mentorship
Meets Allocation
Seminar Seminar module

4. 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.

5. 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.

6. 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

7. 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.

8. 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