GIP EP management

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EP Management

EP Management

EP Management

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ASIA PACIFIC EXCHANGE AND LEADERSHIP DEVELOPMENT SEMINAR 2013

What our EPs look like now:

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How we would expect them to look:

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What do we need to do to make it happen?

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Restrictions

Basic Rules

GuidanceCustomized Support

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Lets see how it works...

YouYour EPs

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EP Expectations

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Required profile

Excellent English

1 year of experience in the same field that he wanna do an exchange (voluntary work counts too)

60% graduation completed

Aligned with AIESEC values

Language CertificateCheck if your EP has a good knowledge about english or even about other languages

in his CV. Ask about certificate.

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The candidate has relevant professional experience

When he talk about his previous experiences, he knows what he

developed in himself and what he had collaborate to the company Are your

team able to change it in one month?

Yes

No

Yes

Don’t raise this

EP!

Yes

No

He seems nice, simpatic, not arrogant, able to express

himself in a good way, giving you a good feeling about him

No

No

Great! Your candidate has a good profile!

Good Candidate Profile

Yes

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Product Aligned

The candidate knows about the 5 main countries suppliers of the program and he want to go at least to 2 of those countries

Ask him:What countries you would consider doing an exchange? What countries you would’nt consider doing an exchange? What do you know about India and China?

Pay attention: how he talks about these countries, Does he like it?

Ask Him:What kind of job you would like to do?What kind of job you wouldn’t like to do?

Pay attention: EPs that already worked in na important company or he has a very good job -> they will probably be very rigorous looking for TNs, just trying to get Global Partners

The candidate is not rigorous about what kind of job he will work

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Checked?

Required profile

Good Candidate

Profile

Product Aligned

RAISE

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EP Commitment

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How to fix that?

1. Have an expectation setting meeting about the support that AIESEC will give for matching.

2. Have weekly individual meetings with your EP about his/her process.

3. Have biweekly group meetings where they can share about their matching process and improve things as a group.

4. Have incentives for your EP so they involve themselves on AIESEC activities.

5. One member handling only 3 Eps maximum.

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EP Specific Management

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What is specific management?

Each kind of EP needs a different approach and tracking

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Marketing EPs

1. Focus on where is he applying and how often, set minimums.

2. Track specifically each TN he applies for and check if he is suitable for that internship.

3. Check his CV and application process, interview, etc., make sure he is able to sell himself properly

4. Try to change his application behaviour with Meetings and country promotion.

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IT EPs

1. Make sure they are able to manage more specific matching tools as AFT and S&D on [email protected]

2. Ask them which is the key thing they are looking for and focus on getting that for them.

3. IT Eps are highly required for many countries, so you just need to make sure they are having a good selection process and they will match easily

mailto:[email protected]



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Educational EPs

1. Their matching is more based on duration, starting date and country, so make sure they have that clear and you can create partnerships based on that

2. Be carefull with the flexibility of them in terms of duration

3. Make sure you manage the proper channels with countries.

4. Their Match is very easy, so your tracking doesn’t have to be that strong.

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Your LCP, MCVP or VP ask:What is happenign with your EPs/?

They are applying to some TNs right now...

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Lets Clasify our EPs

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Examples of fighting problems

Level Possible Behaviour Possible conclusions

Possible actions

1 The EP sent 20 applications, none of them received an answer

Your email is sounding like a spam; your EP is applying for TNs which do not fit his profile; your EP is applying to countries which filter a lot the applications; Your CV is not attractive

Review application email or process; identify the countries and if needed get in touch with NST to facilitate contact; add the managers to your social network; review the EP’s CV

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Possible actions

2 The EP has the CV in many companies, but no answer from them in weeks.

You are not following up the process effectively; the company is delayed; AIESEC in the host country is delayed; there are many applicants

Build an straight relation with the TN manager; get In touch with the VPICX responsible; call or directly kindly ask the responsible

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Possible actions

3 The EP has not been well evaluated by the company.

You are not applying to the TNs your EP suits, the company had many applicants, your EP is being restricted concerning destination countries

Review the objectives of your EP, Enhance the applicant promotion or branding, promote the TNs in other countries, show cases in other countries or companies motivating flexibility

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Examples of fighting Problems


Possible actions

4 Your EP had many interviews but no approval.

He is getting nervous before interviews, he has problems speaking english in public, he is applying to so many TNs that he does not prepare to the interview

Simulate interview with the EP, send possible questions during an interview to him, ask questions about the TN from the interview before

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Possible actions

5 My EP is not getting his VISA.

There is a problem with AIESEC host documents, there is a problem between the countries diplomacy, the VISA is taking too long

Get official informations, call the AIESEC office in the other country, do a VISA checklist, outsource the service

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HR Allocation

1. Team of EP managers.

2. Development program for matchers

3. Balance the EPs Matching difficulty among your EP managers

4. Make sure the People that is doing the raising is the same that is matching.

5. Create internal competition among your EP managers.

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Wrap Up

EP Expectations

Eps Commitment

EPs specific approach

EP Tracking

HR Management

Date post:	30-Nov-2014
Category:	Technology
Upload:	nikita-singh
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GIP EP management

Technology