NATO UNCLASSIFIED 1 Recruitment & Selection for the NATO IS Eric Welch Head, Talent Management and...
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Transcript of NATO UNCLASSIFIED 1 Recruitment & Selection for the NATO IS Eric Welch Head, Talent Management and...
NATO UNCLASSIFIED 1
Recruitment & Selectionfor the NATO IS
Eric Welch
Head, Talent Management and
Organizational Development
NATO UNCLASSIFIED 2
MISSION STATEMENT
Attract, select and hire the best qualified candidates to ensure proper staffing of the NATO International Staff permanent posts
NATO UNCLASSIFIED 3
CHALLENGES
Hire based on merit… …combined with a need for fair geographical
distribution Equity / transparency / integrity => “Public
Accountability” Cultural differences - linguistic barriers Very diverse profiles
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Key Indicators
11,000 applications
535 tests
400 interviews
116posts
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Recruitment Workflow
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A three-phase process:1. Advertisement
Describe post reality Advertise post on relevant recruitment channels
2. Selection Shortlist candidates Select candidates (test/interview/AC/group exercise)
3. On boarding Nomination process Completion of security and medical file Offer process
Recruitment Workflow
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1 - ADVERTISEMENT
• Advertised for 4-8 weeks• NATO internet and intranet by default• Job boards, press, specialized media for
some• Social media soon
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1 - ADVERTISEMENT
Structure of a vacancy notice:
Post information
1. Summary of post2. Qualifications and Experience3. Main Accountabilities4. Interrelationships5. Competencies6. Contract clause7. Details on how to apply
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2 - SELECTION
The steps:1. Long/Shortlist provided by Division2. Long/Shortlist and panel composition
approved3. Tests and competency-based interview
conducted4. Panel report written5. Selection approved6. Nomination letter sent to candidate and
Delegation
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APPLICATION FORM
Negative elements Wrong or multiple vacancy numbers Incomplete fields: not answering
questions “Please see CV” Unknown acronyms Too much (unrelated) content References Unprofessional writing: e.g. ;-)
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APPLICATION FORM
Positive elements
Complete Relevant history Meets all requirements Key questions/challenges
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2 - SELECTION
Selection tools (Optional filtering function): Written test (online/onsite) Language test Interview panel Group exercise Presentation/briefing Assessment Centre Essay on key challenges
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“On boarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether
they come from inside or outside the Organisation”
From “How To Get Your Employees Up to Speed in Half the Time” – G. Bradt & M. Vonnegut(John Wiley & Sons, 2009)
3 - ONBOARDING
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3 - ONBOARDING
The steps: Nomination letter sent to candidate Security clearance Medical clearance Offer letter sent to candidate Offer accepted and start date confirmed
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CURRENT PROJECTS
Improve quality: Selection Improvement Programme (SIP)
Support non/under-represented Nations Reduce time/cost to hire Social media Automate process Shared services Develop a Selection Best Practices Community
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Volume of applications received (IS)
0
2,000
4,000
6,000
8,000
10,000
12,000
2008 2009 2010
Source: NATO IS Recruitment Service
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Some candidates interviewed for the IS on the basis of paper application only are found unqualified
Waste of time, money and productivity Introduction of “Long-lists” leading to
“Short-lists”, coupled with the use of more filtering tools
Selection Improvement Programme (SIP) – 1/2
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Measures for better filtering include: Structured phone screening Structured reference checking Selective (online) testing Psychometric testing
Selection Improvement Programme (SIP) – 2/2
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Steps to take
Appli-cant pool
LongList(max. 15) Short
List(max.5)
Better/more filtering tools
Better paper-based screeningBetter/more filtering tools
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Support to Delegations
Launched in 2010 Developed in the context of the HR Strategy
work to improve national balance in the IS “Coach newer members on IS selection criteria
and processes” – Report on HR strategy Collective phase rolled out to all in 2010; small-
group and individual phases rolled out over the next years
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3 PHASES
PHASE 1: 1-day presentation on the IS recruitment and selection process to all delegations
PHASE 2: 3 workshops on recruitment and selection practices to 5 nations
PHASE 3: Customised individual approach based on the expressed needs of the 5 nations
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Questions?
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PHASE 1
1-day workshop on recruitment and selection in the IS, including:
Overview of the process Vacancy notices Application form Assessment centres Role of the delegation
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PHASE 2
1. Participation in a 1-day training on interviewing skills
2. Observation of a mock recruitment panel, including explanation on key milestones of our process
3. Conversation with a panel of newly hired IS staff on their experience/success
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PHASE 3
Individually customised programme to be developed with the nation, including activities such as: Press/internet communication about NATO
opportunities and recruitment Training opportunities for national POCs Roadshow in capitals Feedback/trends on national candidates’
performance
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Distribution of candidates with vs.
without use of selective testing
35%24%
42%
28%18%
54%
0%
20%
40%
60%
Unqualif ied Marginally Qualif ied Qualif ied
Non-Selective
Selective
Source: Performance from candidates on 91 panels conducted in 2009 and 2010 for the IS (all grades)
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Use and predictive validity of selection tools
Source: “How to get the best out of your selection process”, Etienne Van Keer, Jeroen Bogaert, Hudson, 2011
NATO UNCLASSIFIED 32
Contract Policy
Contract Policy: Specialist posts:
Project (Definite – Length of project) Technical (Definite – 6 years) Political (Definite – 6 years) Short-term assignment (Definite – 2 years)
Generalist posts: L, B or C grade (Initial – 3 + Indefinite) A grade (Definite – 6 years + Indefinite) Young Professional (Definite – 6 years)
Secondee posts (Definite – 6 years)