How to apply: Junior Professional Officer Programme CIMO Information Event Helsinki, September 2011.
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Transcript of How to apply: Junior Professional Officer Programme CIMO Information Event Helsinki, September 2011.
How to apply:
Junior Professional Officer Programme
CIMO Information EventHelsinki, September 2011
• Vacancies advertised online (CIMO & Foreign Ministry)
• Online application system• Application Form (Personal History Form)• Motivation letter • Photo
• Aptitude tests
• Written tests
• Competency based interviews
• Reference checks
• Selection
JPO Recruitment Process
Minimum requirements for Finnish JPO applicants:
• Master’s degree in relevant field
• Relevant work experience of at least one year
• Relevant technical competencies for the specific post
• Proficiency in the working language of the receiving office (other UNDP languages will be an asset)
• Strong commitment to development
• Excellent IT skills
• Other donor specific requirements: Finnish nationality and max. 32 years of age
JPO Qualifications required
Core Competencies for JPOs in UNDP:
• Ethics and Values (integrity, diversity)
• Working in teams
• Communicating information and ideas (knowledge sharing)
• Self management/emotional intelligence (stress management, flexibility)
• Decision making (organizational skills, results orientation)
The competencies we’re looking for
• Know yourself and your competencies: is this the position for me?
• Do I meet the qualifications and experience requirements?
• What do I know about this particular job?
• What do I know about the organisation?
• Have I considered all the implications if I am given the position? (Moving abroad, leaving family, culture shock)
• Will I actually take the job if I am selected?
Preparing to apply
• Always tailor the motivation letter and application form to the vacancy announcement
• Identify key words related to knowledge, qualifications and competencies
• Think about what message you want to send
• Keep the layout and formatting simple, yet appealing
• Use action verbs
• Be careful with acronyms
• Try to stand out
• Make sure there are no mistakes!
Writing your application
Motivation Letter
• Be brief and to the point
• Use a positive motivation for applying
• Let your personality, interest and enthusiasm shine through
• Draw attention to the obvious
• “Make the match” : Summarize your qualifications and competencies so that there is an obvious match between the vacancy announcement and you
Application form
Application form
Online application form
• Always tailor the application form to the vacancy announcement
• Fill in all fields
• List all academic awards, scholarships, fellowships, professional memberships, community activities, incl. volunteer work
• Make sure that contact details for references/former and current supervisor are updated
• Language skills - you may be asked to demonstrate during an interview
• Hobbies and listings of travel activity – are they relevant?
• “Description of your duties” should highlight your responsibilities, competencies and achievements – let us know what you have done!
Now – I’ve been given an interview – what next?
• Be flexible and non-demanding with timing
• Find out as much as you can about the organisation, including mandate, publications, organigram, strategic directions, etc.
• If face-to-face, know what outfit you are going to wear and err on the side of conservative
• If by telephone (or Skype or similar), make sure you are in a private location and your equipment is working
• Understand the position: reference the vacancy announcement and look at the required competencies
• Review your CV: prepare real examples matching your accomplishments to the competencies (i.e. how did you work in a team, solved a conflict, mobilized resources, etc.)
• Get ready for the interview: practice beforehand,bring copy of CV and vacancy announcement (and pen)
Preparing for the interview
• Competency-based interview questions ask about past professional experiences that can demonstrate the candidate is competent
• The theory is that if you can demonstrate that you have done it in the past, chances are that you will be able to do it in the future
• When assessing the candidates’ responses, panels will ascertain the depth and complexity of the responses given by candidates
• Use the C-A-R principle
Competency-based interview questions
• Context: You will be expected to give an overview of the situation: what the situation was about, when it was, how you first got involved, what were the key events and the time frame
• Actions: You will be expected to cover significant events, specific instances, that were clearly attributable to you - rather than the team
• Results: What was the outcome, impact or results of your actions: You may be asked questions such as: How did it turn out? What was the final result?
• (L)earning: What learning did you take away from this experience?
The C-A-R (L) principle
Further information
Questions and comments are welcome
Thank you for your attention!
Please visit our dedicated websites for more information: www.jposc.org
www.jposc.org/career_management