Professional Documents
Culture Documents
Human Resources
Management Module
Talent Management:
Recruitment and Selection
Workforce Planning
Targeted analysis of
needs
Short-term Planning
Performance
Management
Career /Staff
Development
Induction
Learning
Organization
Job Networks
Mobility
Department
Internal:
Selection
Mobility
Information System
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Staffing Challenges
High volume: more than
half a million applicants
yearly
Manual pre-screening too
labour-intensive
Time to fill vacancies on
average too long
(2009: 197 days)
Vacancy rates too high in
some functions and duty
stations, especially peace
operations
Fulfil mandates: gender
and geographical
Strategy
Implement a new tool
(INSPIRA) with enhanced
data management capability.
Target: fill vacancies
in <120 days
Use rosters for the field to
ensure pool of available
qualified individuals
Increase outreach for
functions/gender/geography
Use common systems
across the organization.
Staffing Mandates
Highly qualified
Article 101 of the UN Charter
Geographical distribution
Recruitments of candidates to geographical
posts (professional categories) within the
range established for each Member State.
Gender balance
Attain or maintain gender parity
Roles in Staffing
HQ
Heads of Departments/Offices
Hiring Managers
What we do as Recruiters
Support departments/offices
in meeting staffing
requirements
Review and
determine eligibility
Provide policy and
technical/procedural
guidance and
assistance
Training
Respond to queries
Recruitment Mechanisms
External:
NCRE (P-2)
International P-3 & above
Language examinations
Local recruitment G1-4
Peace Operations, other
field needs
Workforce
Planning
Induction
Performance
Management
Career
Development
Internal:
International P-3 & above
Language examinations
G-to-P examination
GS-5 and above and related
categories
Peace Operations, other
field needs
TVA
Policy (ST/AI/2010/3)
Careers Portal and INSPIRA Staffing Tool
2.
3.
4.
A staff member was recruited at the G-2 level in January 2007, and
promoted from G-2 to G-3 in January 2008. Is he/she eligible to apply
now for a G-5 post? For an FS-5 post?
5.
6.
At what point(s) in the selection process are the central review bodies
involved in the process and for what purpose?
7.
8.
Answers
1.
2.
3.
4.
A staff member was recruited at the G-2 level in January 2007, and
promoted from G-2 to G-3 in January 2008. Is he/she eligible to apply now
for a G-5 post? For an FS-5 post?
For G-5, not eligible. For FS-5, eligible if meeting qualifications (Section 6.1
and 9.1)
Answers
5.
6.
At what point(s) in the selection process are the central review bodies
involved in the process and for what purpose?
Review of the selection proposal, to ensure candidates were evaluated on
the criteria and procedures have been followed (Section 7.7, 7.8, 7.9)
7.
8.
Inspira Terminology
UN Terminology
UN Secretariat
UN Secretariat
Company
Department/Office
Department
Business Unit
Competencies
Competencies
Duty Station
Duty Station
Evaluation Criteria
Evaluation Criteria
Functional Title
Job Title
HRCO
Recruiter
Hiring Manager
PHP
VA
Job Opening
Location
Automated Pre-Screening
Eligibility Rules applied for
Automated
Age limit
Level
Screening questions
How do we help?
Advising and training
For Hiring Managers
For CRB members
For staff at large
As needed -- by appointment -- email or
phone us
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