The Right Person In the Right Place At the Right Time

VDBIO Chateau des Penthes 2

POST ESTABLISHMENT

• CREATION Department• BUDGET Finance• CLASSIFICATION HRM• ADVERTISING HRM• SCREENING HRM/DEPT• INTERVIEW HRM/DEPT• APPROVAL CEO• RECRUIT HRM


SEARCH FOR POSITION

• INTERNAL ORG INTRANET

• EXTERNAL ICSC WEBSITE(http://icsc.un.org/

joblinks.asp)

JOURNALSREFERRAL


APPLICATION

• Personal History Form (PHF)/CV– Advantages– Disadvantages

• Electronic on-line– Advantages– Disadvantages


E-RECRUITMENT

• ESTABLISH PROFILE, PASSWORD, ETC• REMEMBER PASSWORD!• COMPLETE ELECTRONIC FORM (fully)• WHY?

– COMPLETE INFO ORGANIZATION NEEDS– REFERENCE CHECKS– QUICK ASSESSMENT COMPARED TO OTHERS

• AVAILABLE IN THE FUTURE– IF EMPLOYED REMEMBER TO UPDATE YOUR PROFILE

AND INDICATE YOURSELF AS INTERNAL CANDIDATE


INTERVIEW PROCESS

• MODALITY» FACE TO FACE» VIDEO OR TELE CONFERENCE» PANEL» ASSESSMENT CENTRES» TESTING

• ADVISORY BOARDS (APC, etc)• CONSIDERATIONS:

» GEOGRAPHICAL DISTRIBUTION/BALANCE» GENDER BALANCE

• APPROVAL BY CEO


STRUCTURED INTERVIEWS• Interview questions based on

situational experience• i.e. what if………..

• Pre-determined screening matrix based on points

• Do not give much information


COMPETENCY BASED RECRUITMENT

• Competency 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.


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.

– Core– Managerial– Functional



• 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



• 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


PANEL INTERVIEWS• AD HOC

– DIFFERENT COMPOSITION EACH TIME

• PRE-ESTABLISHED– SAME COMPOSITION EXCEPT FOR OWNER OF

POST

• COMPOSITION OF PANEL– MANAGEMENT REPRESENTATIVE– HRM– SUPERVISOR OF POSITION– STAFF ASSOCIATION

QUESTIONS SO FAR?

ROLE PLAY

INSTRUCTIONS


PROFILE OF THE POST• REGIONAL ADVISER – P-4• LOCATION: FRENCH SPEAKING AFRICA• SIZE OF OFFICE: 20 STAFF (6P, 3NO, 11GS)

• DESCRIPTION– Provide 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


PROFILE OF THE POST• At 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


PROFILE OF THE POST

• COMPETENCIES ASSESSED:

•MANAGERIAL– JUDGEMENT DECISION MAKING– EMPOWERING OTHERS

•CORE– PLANNING AND ORGANIZING– COMMUNICATION


PREPARATION

• VOLUNTEERS– ONE MALE– ONE FEMALE

• INTERVIEWING ONLY FOR CORE AND MANAGERIAL COMPETENCIES

• TESTING FOR LANGUAGES


Break – 10 minutes


DEBRIEF ROLE PLAY

• WHAT HAPPENED?

• HOW COMFORTABLE WHERE YOU?

• IN WHICH WAY HAS IT HELPED YOU TO BETTER UNDERSTAND RECRUITMENT?

THANK YOU


Break – 10 minutes


Evaluation

Thank you for completing the evaluation

The Right Person In the Right Place At the Right Time

Documents

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