Recruitment and Selection

Coordinator: Manuel Céspedes Ocampo

Members:
Harvey Addo-Yobo, Carlos Carrión-Crespo, Laurence Dubois, Sophie Guerre Chaillet, Chantal Nahimana, Maria Prieto, Ana Catalina Ramirez, Azza Taalab, Clara Van Panhuys, Christiane Wiskow.

Objective:
To ensure that the recruitment and selection process is both equitable and transparent, so as to strengthen the collective agreement on mobility and recruitment by focusing on career mobility, career development, greater motivation and job satisfaction.

Means of action

  • The Staff Union Committee’s review of job vacancies aims at ensuring that job descriptions are objective and offer a real possibility of career development.
  • The Committee is convinced of the importance for the Organization of a system of recruitment that seeks a broader and more authentic diversity of manpower while at the same time respecting Article 100 of the United Nations Charter, the Declaration of Philadelphia and the Staff Regulations.
  • The Staff Union is assisted in its work by the presence of two of its representatives on the Recruitment, Assignment and Mobility Committee (RAMC). Its efforts are based on strict observance of the recruitment and selection procedure and of the principles of transparency, on following standard procedures and on just and fair treatment. Particular attention is paid to the recruitment of internal candidates so as to offer them an opportunity of career development and of DC+5s so that they can benefit from employment security, as well as to a knowledge of more than one language so as to promote French and Spanish and thereby the interests of the Organization’s truly multicultural nature.
  • The Committee also intends to make sure that the staff is properly informed about any issues relating to the agreement on recruitment and selection procedures, especially since the introduction of a new computer programme that must not be allowed to undermine the 2014 agreement or to limit the role played by the staff representatives and independent members in the recruitment process.
  • If it is to carry out this crucial work successfully, the Committee must make a point of establishing good relations with the appointed independent members of the technical panels. The objective will be to share the working parties’ experience, to offer practical advice and to devise ways for them to fulfil their responsibilities properly, as far as possible in conjunction with the Human Resources Department.
  • The Committee will insist, as stipulated in the ILO Staff Regulations, that equivalent experience is recognized as such and that the basic tenets of the Organization and of its mandate are preserved.

How does the ILO recruit its staff on regular budget positions ?

Preparatory stage: Oevelopment and approval of the JD

Responsible chief préparés the Job Description (JD) validated by HRD (RESOURCING)

Staff Union revises and comments the JD (1)
RAMC: Discuss and approve the JDs

Stage 1: Direct sélection – humanitarian/legal
obligations

RAMC: Examines the proposais and recommends to the DG

DG examines the recommendations and décidés

or

Vacancy fulfilled at stage 1

Publication of the results

Opening of the compétition at stage 2: Transfer in the same grade through geographical or functional mobility

Stage 2: Transfer in the same grade through geographical or functional mobility

HRD establishes the list of internal candidates (2) looking for a transfer at the same grade and/or due for mobility

Responsible chief examines the list of internai candidates and assesses the said candidates
RAMC: Examines the list and the assessment of the manager and recommends to the DG. Can request an évaluation of the candidates.

DG examines the recommendations and décidés

or

Vacancy fulfilled at stage 2

Publication of the results

Stage 3:
continuation of the compétition with ail the other candidates

Stage 3: Continuation of the compétition

HRD together with the Responsible Chief establish a short list in consultation with the technical panel (3)

The shortlisted candidates (4) take the Assessment Centre if needed

The technical panel conducts interviews of those candidates whom were successful in the Assessment Centre and establish a ranking of the appointable candidates
RAMC examines ail the compétitions files and make additional recommendations to the DG if

DG examines the recommendations and décidés

or

Vacancy fulfilled at stage 3

Publication of the results

Compétition declared unsuccessful
  1. The staff union primary rôle is to ensure that the prepared JD is consistent with the Generic Job Descriptions.
  2. Are considered internai candidates at this stage those on regular budget positions having completed their probation period.
  3. For each compétition a technical panel is composed of the Responsible Chief, a représentative from HRD and an independent member. The composition of the panel may differ for vacancies in the field.
  4. Are considered internai candidates at this stage those on regular budget positions having completed their probation period. Spécial considération for shortlisting purposes is given to staff with more than 5 years of continuous service in the ILO who are not considered internai candidates

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