Supply and Demand Guide

i OGX planning for recruitments AIESEC in Colombia CONTENT 1. Introduction 2. Supply and Demand Management 2.1 External Analysis 2.1.1 Student Segmentation 2.2 Internal Analysis 2.2.1 Talent Planning and Profile Definition Dear Exchanger OGX planning is the first step to achieve OGX results. This is a process of determining: -WHO you can and want to send for internships (EPs profile) -HOW MANY people you want to start internship in particular time (OGX results for term/year) -WHERE and HOW you can recruit those people /how you can encourage current members to go for exchange (student segmentation and promotion) OGX planning cannot be separated from talent planning as it is integral part of this process. Also while defining the profile you should be sure that you plan for all pools and issues in order to diversify and keep projects doing relevant number of exchanges. SUPPLY AND DEMAND ANALYSIS is what gives you the RIGHT INPUT to recruit and the RIGTH OVERVIEW of where you can send your EPs. It also helps you to connect easier with countries and build successful country partnerships. 1. INTRODUCTION Why Supply and Demand Analysis? All our outgoing exchange related decisions must be taken based on the current state of the external and internal market. Supply and Demand is then the result of this analysis, which will help to define how recruitments should be run in order to achieve an optimum delivery time and satisfaction to our stakeholders. Here you have some question which will help you to get a better external and internal picture in order to set accurate recruitment goals. Both should be done at the same time because one complements the other. 2. SUPPLY AND DEMAND ANALYSIS 2.1 External Analysis: this is how you determine the SUPPLY In this case, this analysis is about the universities (or other superior educational institution) market in your city. You should look for the following basic information: -How many universities are in my city or belong to my student segmentation? -How many careers do these universities have? Which of these are suitable based on the internal demand? -Who are the people in charge of international student mobility? How can I approach them? Also take into account: -Timeline in the universities in order to know when to run recruitments and how much time in general, students or alumni are interested in making internships. -International Cooperation Offices to know “internationalization” strategies in the universities. -Alumni Offices -Effective communication channels 2.1.1 STUDENT SEGMENTATION When profile is ready, you need to plan where you want to look for students who can suit your profile and think how to promote AIESEC to them so that they will be attracted. This is called student segmentation. What we mean by student segmentation is choosing universities and faculties from where you want to recruit. You should choose those universities and faculties which assure the profile you have developed. For example: student from University of Economics, faculty of international relations will be very suitable for MT internship in most of the countries as it is popular that organizations want interns to help them in contacts with organizations from intern home country or region. Similarly you can expect student of pedagogy to be interested in doing internship (and having whole IB@XP) in field of education. It is recommended to meet with universities’ deans and talk about your offer and needs. Those people know what students they have and can advise you on proper choice of faculties as well as promotion tools. Get into possession of description of faculties as well as lists of subjects students are being taught there. On this basis you will be able indicate interests and backgrounds of students what will lead you to proper segmentation and definition of your target group. Having decided on faculties you need to customize communicate to the students and plan best promotion channels and tools for each of them. It is highly important to include faculty specifics. To take an example: Students of economics may be attracted by the fact that AIESEC and internship is a chance for them to use in practice what they study while students of society related faculties will be rather attracted by AIESEC Vision and Role itself. For the students of most of faculties posters are good tool but to attract students of technical universities you need to talk directly and with examples. Based on that, you will know your SUPPLY and you can determine: WHY TO RECRUIT Run strategic recruitments to drive growth and achieve my goals! WHAT TO RECRUIT -Number of EPs ( along with Talent Pipeline and Planning) -Pools(backgrounds & skills) -Graduated or undergraduate WHEN TO RECRUIT -Dates for the recruitments WHERE TO RECRUIT -Where exactly to recruit (along with Comm strategies for promotion). Career coordinations, mobility offices, alumni offices) 2.2 Internal Analysis: this is how you determine the DEMAND In this case, this analysis is about all AIESEC entities around the network (CYs and LCs) and their TN offers. You should look for the following basic information: -Past realizations with CYs(check Country Grid in DAAL Files) -Current @exchange trends (what are the top pools and profiles which will be easily realized) – LC2LC partnerships can help! -Raising, realization periods -Currrent specifics needs coming from Projects Based on the following information, you will have enough information to raise matchable EPs. You must keep constant contact with LCs/MCs in order to be updated about trends and get to know the reality. Then, CY partnerships will be easier! 2.2.1Talent Planning & Profile Definition Something crucial when analyzing the current internal state for exchange planning is the internal analysis of our membership. In talent planning and pipeline processes, we plan recruitment of members to AIESEC, to our LC, as well as how current members will continue their AIESEC path in next stages. In that process we plan what people we want to recruit with particular profiles or move to a particular stage. While preparing the profile of people to recruit you should make sure that it covers students who can go for exchange in short and long term. The same time you cannot forget to plan how many and which of your members should go for exchange. 1. Start with deciding how many members (include all pools and think of OGX Issue based exchange you want to send for exchange in your term (short term perspective), and soon after the end of your term (long term perspective). 2. To be able to decide on the issues, you need to conduct research to find out the interests among your membership and university students. That kind of research may be realized in very easy and simple way by releasing survey. If you already have projects in your LC, they just need to tell you which are the goals for OGX and implement the same talent planning and pipeline processes. 3. Think of your current members. Name all the people who are planning to go on exchange. With these people you should talk as soon as possible to encourage them to go for internships and to support them. Looking at involvement of those individuals at that time (positions occupied) plan when they can possibly start exchange stage. 4. Having this number in mind count how many more people (besides your current members) you need to recruit to be able to fulfill your OGX plan and assure results for the next term. The most important thing now is defining the profiles of the people you need. Profile should include: -Set of competencies at particular level (behavior). -Working experience of the person. As working experience you should treat: experience connected with person’s studies (background), experience in organizations e.g. NGOs, student organizations, summer and part-time jobs. -Backgrounds of the person. They should be aligned with current TN supply. -Skills of the person. Here it is recommended for the person to have set of skills valuable for particular internship (for pool/issue). -Language skills: at least one language spoken fluently -Person coming from higher years of studies or recent graduate. AFTER ALL THIS, YOU WILL BE READY TO RECRUIT SMARTLY AND GET YOUR RESULTS!