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United Nations Secretariat Human Resources Management Module Talent Management:

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 Learning Job Networks Mobility.

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United Nations Secretariat Human Resources Management Module Talent Management:

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  1. United Nations Secretariat Human Resources Management Module Talent Management: Recruitment and Selection

  2. Talent Management Framework • External: Recruitment • Outreach • Un/Under-Rep • Women Performance Management • Career /Staff Development • Learning • Job Networks • Mobility • Induction • Organization • Department • Workforce Planning • Targeted analysis of needs • Short-term Planning • Internal: • Selection • Mobility Common Policy Framework e.g. Contractual reform, staffing policy Information System e.g. e-Staffing tool -- INSPIRA Page - 2

  3. 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 Challenges Strategy • 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

  4. 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

  5. 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

  6. 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

  7. What we do as Recruiters Support departments/offices in meeting staffing requirements Special recruitment campaigns Advise on writing job openings and evaluation criteria Training Review and determine eligibility Provide policy and technical/procedural guidance and assistance NCRE and G-to-P placement Respond to queries

  8. Recruitment Mechanisms • External: • NCRE (P-2) • International P-3 & above • Language examinations • Local recruitment G1-4 • Peace Operations, other field needs 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 Workforce Planning Induction Policy (ST/AI/2010/3) Careers Portal and INSPIRA Staffing Tool

  9. Exercise: Using the ST/AI/2010/3 • What criteria are applied to determine if an applicant is an internal or external candidate when he/she applies for a post? • What defines a lateral move in the same department or office—change in supervisor or change in function? • To which appointments does the staff selection system apply? • 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? • What is the timing for releasing pre-screened applicants to the hiring manager during the time the vacancy is posted? • At what point(s) in the selection process are the central review bodies involved in the process and for what purpose? • Who has the final authority to select a candidate? • 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?

  10. Answers • 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) ) • What defines a lateral move in the same department or office—change in supervisor or change in function? Change in function. (Section 1, (q) ) • 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) • 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)

  11. Answers • 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) • 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) • 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) • 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)

  12. 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) Highlights of Policy (ST/AI/2010/3)

  13. 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)

  14. Inspira Terminology

  15. Process for creating a job opening in Inspira

  16. Automated Pre-Screening

  17. 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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