The Right Person In the Right Place At the Right Time

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The Right Person In the Right Place At the Right Time. OVERVIEW OF THE RECRUITMENT PROCESS IN THE UN. POST ESTABLISHMENT. CREATION Department BUDGETFinance CLASSIFICATIONHRM ADVERTISINGHRM SCREENINGHRM/DEPT INTERVIEWHRM/DEPT APPROVALCEO - PowerPoint PPT Presentation

Transcript of The Right Person In the Right Place At the Right Time

  • VDBIO Chateau des Penthes

  • POST ESTABLISHMENTCREATION DepartmentBUDGETFinanceCLASSIFICATIONHRMADVERTISINGHRMSCREENINGHRM/DEPTINTERVIEWHRM/DEPTAPPROVALCEORECRUITHRM

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  • SEARCH FOR POSITIONINTERNALORG INTRANET

    EXTERNALICSC WEBSITE(http://icsc.un.org/joblinks.asp)JOURNALSREFERRAL

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  • APPLICATION

    Personal History Form (PHF)/CVAdvantagesDisadvantages Electronic on-lineAdvantagesDisadvantages

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  • E-RECRUITMENTESTABLISH PROFILE, PASSWORD, ETCREMEMBER PASSWORD!COMPLETE ELECTRONIC FORM (fully)WHY?COMPLETE INFO ORGANIZATION NEEDSREFERENCE CHECKSQUICK ASSESSMENT COMPARED TO OTHERSAVAILABLE IN THE FUTUREIF EMPLOYED REMEMBER TO UPDATE YOUR PROFILE AND INDICATE YOURSELF AS INTERNAL CANDIDATE

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  • INTERVIEW PROCESSMODALITYFACE TO FACEVIDEO OR TELE CONFERENCEPANELASSESSMENT CENTRESTESTING

    ADVISORY BOARDS (APC, etc)CONSIDERATIONS:GEOGRAPHICAL DISTRIBUTION/BALANCEGENDER BALANCE APPROVAL BY CEO

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  • STRUCTURED INTERVIEWSInterview questions based on situational experiencei.e. what if.. Pre-determined screening matrix based on points

    Do not give much information

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  • COMPETENCY BASED RECRUITMENTCompetency based interviews reduce the risk of making a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job.

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  • COMPETENCY BASED INTERVIEW (CBI)The term "competency" refers to a combination of skills, attributes and behaviors that are directly related to successful performance on the job.

    CoreManagerialFunctional

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  • COMPETENCY BASED INTERVIEW (CBI)Managerial competencies are the skills, attributes and behaviors which are considered essential for staff with managerial or supervisory responsibilities

    Leadership Vision Empowering Others Building Trust Managing Performance Judgement/Decision-making

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  • COMPETENCY BASED INTERVIEW (CBI)Core competencies are the skills, attributes and behaviors which are considered important for all staff of the Organization, regardless of their function or level. Communication Teamwork Planning and Organizing Accountability Creativity Client Orientation Commitment to Continuous Learning Technological Awareness

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  • PANEL INTERVIEWSAD HOCDIFFERENT COMPOSITION EACH TIME PRE-ESTABLISHEDSAME COMPOSITION EXCEPT FOR OWNER OF POST COMPOSITION OF PANELMANAGEMENT REPRESENTATIVEHRMSUPERVISOR OF POSITIONSTAFF ASSOCIATION

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  • QUESTIONS SO FAR?

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  • ROLE PLAYINSTRUCTIONS

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  • PROFILE OF THE POSTREGIONAL ADVISER P-4LOCATION: FRENCH SPEAKING AFRICASIZE OF OFFICE: 20 STAFF (6P, 3NO, 11GS) DESCRIPTIONProvide advice and assistance to the Representative for African Regional Organizations to ensure the highest standard and evidenced-based responses to HIV and AIDS through advocacy with government, UN Organizations, donors, civil society and private sector.

    Facilitate provision of strategic information and promote creation of partnerships

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  • PROFILE OF THE POSTAt least 8 years' experience in advisory functions at an international level related to international development,

    advocacy, external relations public health. Experience with/knowledge of the United Nations system and African regional political institutions and initiatives is an asset

    Excellent knowledge of French and English

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  • PROFILE OF THE POSTCOMPETENCIES ASSESSED: MANAGERIALJUDGEMENT DECISION MAKINGEMPOWERING OTHERSCOREPLANNING AND ORGANIZINGCOMMUNICATION

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  • PREPARATIONVOLUNTEERSONE MALEONE FEMALE INTERVIEWING ONLY FOR CORE AND MANAGERIAL COMPETENCIES TESTING FOR LANGUAGES

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  • Break 10 minutes

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  • DEBRIEF ROLE PLAYWHAT HAPPENED? HOW COMFORTABLE WHERE YOU? IN WHICH WAY HAS IT HELPED YOU TO BETTER UNDERSTAND RECRUITMENT?

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  • THANK YOU

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  • Break 10 minutes

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  • EvaluationThank you for completing the evaluation

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    Introduce myselfWho am IWhere do I presently workWhere else have I workedWhich countries We have approximately 1 hour for this section of the meeting.

    The purpose of this presentation is to explain in general terms how the recruitment process works in the UN.

    There are differences between agencies but fundamentally the main elements are common to all organizations

    It is intended to give you a brief summary of recruitment processes and what to keep in mind when applying

    Through a role play, we will illustrate how an interview panel takes place For the sake of time, I would like to respond to questions at the end of the presentation if that is ok with you. Pls note your questions.

    Classification: the use of the ICSC master standard classification system. The purpose of the classification is to reflect its position in the hierarchy of posts in the organization according to expected functions, level of experience and qualifications. Usually it requires presentation of where does the position fit within the organigram of the Department or unit it belongs to.

    Screening: normally done electronically through screening questions, but also first a pre-screening by the HR department and then sent to the departments for screening and shortlisting

    Advertising: internal vacancies only within the agency, external vacancies throughout the UN system, sometimes external newspapers/journals, distribution to selected networks, etc. The ICSC website has a link to all the agencies that facilitates the search.

    PHF Advantages paper based, can be photocopies, can be updatedDisadvantagesIs not electronicHas to be scanned and mailed every timeAgencies are not keeping paper copies any moreRisk for application not being considered if received off-line Important: it does not give all the info the agency requires Electronic on/lineIs considered with all applicationsCan be easily updatedCan be searched by profile

    Disadvantage: have to establish your profile in each agencies electronic systemYou need to establish your profile in all agenciesYou need to remember your password like any other website. It saves time and you avoid having to re-submit the profileImportant to fill in all boxes and all information needed.

    It is available in the future and can be easily updated

    REMEMBER: once you have been hired, you need to change your profile from external to internal candidate, otherwise:You will not be able to see internal vacanciesYou risk to be considered external and therefore not given priority consideration Ask the audience who has gone through the various types of interview modalitiesDescribe each modality

    Advisory boards: describe what they are intended for, and the different ways they are organizedThey are ONLY advisory boards, not decision making boardsHead of Agency retains prerogative to nominateRepresentation of the staff association

    Head of Agency may determine how submissions should be presented:Best candidate Ranking of best candidatesAlways at least two to choose frometcExplain structured interviews

    They are not very accurate in terms of eliciting informationThe screening matrix is pre-determined and is based on pointsCristal ball gazing.

    Who has heard of a competency framework

    Who is familiar with their agencies competency framework and its uses

    There are three different types of competenciesCoreManagerialAnd functional

    And three core values in the UN system

    Who knows them?

    ProfessionalismIntegrityRespect for diversityExplain why panels are established

    It is a management tool,delegated by the head of agencyIt provides fairness, transparency and integrity to the processit is represented by members of management, technical departments and staff associations

    We would like to have a role play representation of how a panel interview functions

    We would ask for two volunteers, if possible one man and one woman. In the following slides we will give you an idea of the position being interviewed for.Since we will only test core and managerial competencies, it is not important if you do not have the profile of the post, it is described here only as a reference.

    Some members of the audience have already volunteered to be the mock panel

    The purpose of the panel interview is to Demonstrate how it functionsDemonstrate a competency based interviewBy force it will have to be very short, and only concentrate on the aspect of competency based question.The exercise should not last more than 15 minutes per interview.

    Are you ready to play??

    We would like to have a role play representation of how a panel interview functions

    We would ask for two volunteers, if possible one man and one woman. In the following slides we will give you an idea of the position being interviewed for.Since we will only test core and managerial competencies, it is not important if you do not have the profile of the post, it is described here only as a reference.

    Some members of the audience have already volunteered to be the mock panel

    The purpose of the