United Nations Secretariat
Human Resources
Management Module
Talent Management:
Recruitment and Selection
Talent Management Framework
External:
Recruitment
►Outreach
•Un/Under-Rep
•Women
Performance
Management
Career /Staff
Development
Induction
Workforce Planning
►Organization
►Targeted analysis of
needs
►Short-term Planning
►Department
►Learning
►Job Networks
►Mobility
Internal:
►Selection
►Mobility
Common Policy Framework
e.g. Contractual reform, staffing policy
Information System
e.g. e-Staffing tool -- INSPIRA
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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
System of Desirable Ranges for Posts
Subject to Geographical Distribution
Desirable range for each Member State is
determined by a formula based on:
• Contribution factor
• Membership factor (same for all MS)
• Population factor
e.g. Singapore’s desirable range is 8-17;
Mexico’s range is 40-55; China’s range is
70-95; USA’s range is 330-447.
Supporting mechanisms for achieving
gender balance through selections
• Human Resources Action Plan targets
• Advisory role of Departmental focal points for
women
• Female candidates recommended but not
selected remain on roster for three years
(males, 2 yrs)
• CR bodies’ attention to selection process
conducted objectively
• Monitoring and advising by HR Officers
Roles in Staffing
HQ
OHRM: Policy, technology, and oversight
Manage HQ Central Review Bodies
Professional & Above Staffing Section (PASS)
General Services & Related Categories Staffing Unit
Dept of Field Support: Field Personnel Division (FPD)
Offices Away from HQ and Peacekeeping Operations:
Human Resources Management Service
• Assist managers with international recruitment (Prof & Above vacancies)
• Assist managers with local recruitment (within the duty station) (GS staff)
• Manage local Central Review bodies or Field Central Review Bodies
Heads of Departments/Offices
Hiring Managers
What we do as Recruiters
Support departments/offices
in meeting staffing
requirements
Special recruitment campaigns
Advise on writing job
openings and
evaluation criteria
Review and
determine eligibility
Provide policy and
technical/procedural
guidance and
assistance
NCRE and G-to-P
placement
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
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Exercise: Using the ST/AI/2010/3
1.
What criteria are applied to determine if an applicant is an internal or
external candidate when he/she applies for a post?
2.
What defines a lateral move in the same department or office—change
in supervisor or change in function?
3.
To which appointments does the staff selection system apply?
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.
What is the timing for releasing pre-screened applicants to the hiring
manager during the time the vacancy is posted?
6.
At what point(s) in the selection process are the central review bodies
involved in the process and for what purpose?
7.
Who has the final authority to select a candidate?
8.
The Programme Manager wants to assess candidates prior to the
competency-based interviews. Can she ask the candidates to
complete a work sample test and use that as a basis for evaluation?
Answers
1.
What criteria are applied to determine if an applicant is an internal or
external candidate when he/she applies for a post?
Internal candidate recruited after a competitive examination or a competitive
process (review by a CRB). (Section 1 (o) )
2.
What defines a lateral move in the same department or office—change in
supervisor or change in function?
Change in function. (Section 1, (q) )
3.
To which appointments does the staff selection system apply?
One year or longer, G-5 and above, TC-4 and above, S-3 and above, P-3
and above, Field Service (Section 3.1)
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.
What is the timing for releasing pre-screened applicants to the hiring
manager during the time the vacancy is posted?
Within and/or shortly after the deadline of the job opening (Section 7.2, 7.3)
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.
Who has the final authority to select an internal candidate? An external
candidate?
Internal, up to and including D-1, Head of Department. External, up to and
including D-1, HOD with OHRM approval. D-2, Secretary-General.
(Section 9.2, 9.3)
8.
The Programme Manager wants to assess candidates prior to the
competency-based interviews. Can she ask the candidates to complete a
work sample test and use that as a basis for evaluation?
Yes, after preparing a shortlist of those who appear more qualified based
review of their documentation (Section 7.4, 7.5)
Highlights of Policy (ST/AI/2010/3)
• Discontinuation of 15-, 30-, 60-day lists and releasing
eligible applicants as they apply
• Flexibility for deadlines less than 60 days (section 4.8)
• Eligibility for GS to apply to field and FS to apply to
P-level posts (sections 6.1, 6.4 and 6.5)
• Review of the selection proposal by the CRB
(section 8)
• Minimum post occupancy - 1 year (section 9.1)
The recruitment and selection process:
• Inspira Tool (creating and managing vacancy
announcements and the selection process, internal
applications)
• Careers Portal (searching job openings and external
applications)
Inspira Terminology
UN Terminology
External Views and Internal
Applicants
Other internal pages
Category and level
Category and level
Salary Admin Plan
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
Occupational Group Job Family
PCO
Hiring Manager
PHP
Application and user profile
VA
Job Opening
Location
Process for creating a job opening in Inspira
Automated Pre-Screening
Eligibility Rules applied for
Automated
Age limit

Years of work experience

Education minimum requirements

Former United Nations staff member

Former/current UN contractors, consultants and interns

United Nations Volunteers

Length of work experience

Level

Languages, level of proficiency

Licenses and certificates

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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