United Nations Secretariat

Human Resources
Management Module
Talent Management:
Recruitment and Selection

Talent Management Framework

External:
Recruitment
Outreach
Un/Under-Rep
Women

Workforce Planning
Targeted analysis of
needs
Short-term Planning

Performance
Management
Career /Staff
Development

Induction

Learning

Organization

Job Networks
Mobility

Department

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

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

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 officechange

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 officechange 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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