The Job Search

Maria Dweggah, WHO

Recruitment, selection and promotion procedures vary from organization to organization. Some have selection panels, others leave the decision to managers (post holders, interested parties). Some have testing mechanism for promotion from the “G” to the “P” category, others have promotion boards, while again others promote through competition. Likewise, the level of involvement of the staff representatives in the process differs from organization to organization. In some, the staff representatives are present during the whole process — screening applications, testing, interviewing, and drawing up the short list — in others, they are brought in only at the end. The merits of each will be a subject for other discussions.

However different the procedures, the paramount consideration common to all the organizations is to obtain staff of the highest standards of competence, efficiency and integrity, all the while, complying with the relevant staff rules and regulations and internal policies which govern recruitment, selection and promotion.

Notwithstanding the differences in approaches mentioned in the foregoing paragraph, the following is written to help fellow colleagues out there who want to move up or change careers but are a bit rusty in the “selling yourself” business.

You are competing with a generation of job seekers who are younger and may be a bit more savvy of the application writing/interview techniques. I do not pretend to be an expert on the subject, but as a staff representative on more than 50 selection panels, both Gs and Ps, I feel that I have observed and read enough on the subject to be able to share what I have learned and perhaps give you a few helpful hints to help even out the playing field.

The Application

First of all, make sure you have the correct application form. After filling out, if at all possible, have someone else read it first before sending it off. Small mistakes may cost you the possibility of an interview and maybe the job. Make sure all the information is correct – number of the vacancy notice, post title, etc. If you cut and paste from another application, check to see that the information applies to this particular post. Nothing worse than you going on and on about how well qualified you are for the post of Administrative Assistant in the department of human resources, when you are applying for a post in building services.

When listing your employment history, it is not enough to state your title and grade, e.g. G5 Secretary. You need to list your duties, all the while trying to match what you have done with the duties of the post in question. Write out fully the name of your department. “Five years Secretary G4 in PLO/BUT/HIS, three years in TTT/ HOT/JSI and currently POA/YUI/DFG” has only meaning for you. Don’t assume the readers are familiar with all the acronyms, past and present, of the organization.

Give serious thought as to why you are applying for this post. Yes, you want a promotion ; yes, you want a fixed term post ; yes, you feel you deserve it ; yes, you were promised a reclassification 11 years ago but never got it ; yes, you have five children to support. But that is not what managers want to read. They need to decide who is the best person for the post. And you need to convince them it is YOU.

It is not enough to say “I am carrying out the tasks in the vacancy notice” or “I am qualified for the post” Elaborate, sell yourself. This is your opportunity to present yourself, de te mettre en valeur. And to get to the interview. List any other relevant information that will help the reader know you better: courses you have or are currently taking. Nothing wrong with listing volunteer work that you are doing.

It is a good idea to include a short cover letter or memo reiterating your reasons for applying for this particular post and what you will bring to the department in question.

The Interview

Preparation

Self help books for the job seekers give basically the same advice: When applying for a job, do a background check on the company, and/or agency, check out their web site, their financial stability, get documentation on their services and programs.

As with the private sector, the same advice applies to the job seekers in the international organizations. Become familiar with the program (s) where the post is located, check out the web site, go to their document centre or area for meeting reports, articles, guidelines, etc. Print the organigram. It shows you are truly interested in the position and the work of the unit/department and will help you reflect on what you will bring to the team, department and why you should be selected.

It does occur on occasion that candidates are given only a few days’ notice for the interview and may not have time to do a full background research. In this case try your best. It also happens that candidates are called for an interview for a post for which they had applied 6, 8, even 11 months ago. Do your background search even before filling out the application. Keep a file with a copy of the vacancy notice, your application and the material you have gathered for each post. This will avoid the embarrassment of showing up for an interview without a clue as to which post you are being interviewed or showing up without any information at all on the post. The moment you are informed of the interview, pull out your file and become familiar with its contents.

The interview

Guides on job search will list questions likely to be asked, with possible responses. (Some of the most common ones will be listed at the end of this article.) They help you avoid the traps and to respond to inappropriate questions without seeming overly aggressive. They will advise you on how to dress, how to behave. What to do with your hands, your eyes, your legs.

I read one where it advises the post seekers to avoid too much jewellery, moustaches and beards and to turn down an offer to drink or eat in an interview. That I can understand, nothing worse than accepting a glass of water which half empties all over your uncontrollable trembling hands as you bring it to your assoiffed lips. Unless, you are iron sure of yourself, take the advice. But then what do you do if you are the nervous type and your mouth dries up like the Sahara desert and makes it almost impossible for you to speak.

I don’t think beards and moustaches would hold anyone back in the organizations. As for the mannerisms – eye contact, body language ; well, we are multinational and multicultural. What is accepted in one culture may be taboo in another.

However, a little warning. If you have been in a certain city, country, Region for a number of years, your knowledge, or lack thereof, of the local official language will reflect on your motivation, adaptability and international outlook. As for the glass of water, well, take a chance. If your hands shake, you might get some empathy from the panel. If it does not, then it will reveal how composed you are under pressure.

Be on time. Double check the location of the interview room. Bring a copy of the Vacancy Notice with you, so you can refer to it during the interview. Make sure you know the tasks of the post. Bring a pad and pen in case you need to note down a multipart question. And most important, listen and observe. Think about your responses. If you do not understand the question, ask for it to be repeated or summarize the question to the panel. One tip, if you do not know the answer: assure the panel that you are a bright, eager, transferable-skills type person and that you are a quick learner.

When asked why you are applying for the post, it is ok to mention career opportunity, moving from temp to fixed term post. But precede your answer with something the post holder/interested party wants to hear — WHAT you will bring to this post. List your strong points, your skills, your competencies, your experiences and link them with the post in question.

When it is your turn to ask a question, ask something that is relevant to the post, i.e. “In reading such and such, I noticed that…., what impact will that have on the direction of the program, etc. etc.” Do not ask how many candidates have applied. Know when to stop. Thank the panel and exit.