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POST ESTABLISHMENT

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

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SEARCH FOR POSITION

• INTERNAL ORG INTRANET

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

joblinks.asp)

JOURNALSREFERRAL

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APPLICATION

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

• Electronic on-line– Advantages– Disadvantages

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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

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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

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STRUCTURED INTERVIEWS• Interview questions based on

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

• Pre-determined screening matrix based on points

• Do not give much information

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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.

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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.

– Core– Managerial– Functional

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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 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

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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

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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

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PROFILE OF THE POST

• COMPETENCIES ASSESSED:

•MANAGERIAL– JUDGEMENT DECISION MAKING– EMPOWERING OTHERS

•CORE– PLANNING AND ORGANIZING– COMMUNICATION

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PREPARATION

• VOLUNTEERS– ONE MALE– ONE FEMALE

• INTERVIEWING ONLY FOR CORE AND MANAGERIAL COMPETENCIES

• TESTING FOR LANGUAGES

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Break – 10 minutes

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DEBRIEF ROLE PLAY

• WHAT HAPPENED?

• HOW COMFORTABLE WHERE YOU?

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

THANK YOU

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Break – 10 minutes

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Evaluation

Thank you for completing the evaluation