opportunities at the iaea & preparing for a job interview · 2016-07-13 · the iaea offers...

Opportunities at the IAEA & Preparing for a Job Interview

Women Higher Education for Peace Vienna Forum June 2016

Panellists

Gustavo Araujo • Recruitment Officer • Recruitment Unit • At IAEA since April 2014 • BA in Psychology, ASU, USA • MA in Public Health and MA in

Clinical Psychology • Columbia University, USA • From Salvador, Brazil

Jenae Armstrong • Associate HR Officer (Gender

Equality) • Staff Development Unit • At IAEA since June 2016 • MA in Advanced International

Studies • BA in International Relations

and Spanish • Diplomatic Academy of Vienna,

Mount Holyoke College • From Seattle, USA

Sustainable Development Goals

Short Video on How Atoms Benefit Life

The IAEA offers challenging assignments in a stimulating multicultural workplace.

As international civil servants, staff members

engage with current, meaningful issues of global peace, security and development.

Set up in 1957 as the world's centre for

cooperation in the nuclear field, the Agency works with its Member States and multiple partners worldwide to promote the safe,

secure and peaceful use of nuclear technologies.

Diverse Professional Opportunities

• 168 Member States

• > 2 500 Staff Members from 107 Member States • Vast majority of staff located

in Vienna HQ

• 1 432 Professional Staff

• 1 134 General Service Staff

https://www.iaea.org/sites/default/files/working-at-the-iaea-2015.pdf

https://www.iaea.org/sites/default/files/women-at-the-iaea-2015.pdf

Staff Composition

Women at the IAEA

Meet Christina George

Women at the IAEA

“…the equal rights, responsibilities and opportunities of women and men and girls and boys.”

“…does not mean that women and men will become the same but that women’s and men’s rights, responsibilities and opportunities will not depend on whether they are born male or female.”

http://www.un.org/womenwatch/osagi/conceptsandefinitions.htm

Gender Equality

Women at the IAEA

Gender Equality Policy (2008)

• Higher representation of women

• Gender mainstreaming

• Report to Board of Governors

Women at the IAEA

• Gender Equality Policy • Recruitment

• Mainstreaming

• Family-friendly policies

• Departmental Focal Points for Gender Concerns

• Division of Human Resources

Safeguards Nuclear Safety

& Security

Nuclear Sciences

& Applications

Management Technical Cooperation

Nuclear Energy

Member State Needs

Leading Technical Departments

IAEA Departments

How to Find our Opportunities: Job Portal

http://www.iaea.org/about/employment

Types of Employment

Professional Posts

General Service Posts Internships

Experts and Specialists Junior Professional Officers

Fellowships & Scientific Visits

Professional Posts

Levels Necessary Qualifications (Minimum Requirements)

• University degree (or equivalent graduate degree) • 0/2/5 years of experience in a field of relevance to the post • Strong analytical skills • Computer skills: standard Microsoft Office software • Languages: Fluency in English. Working knowledge of other official languages

(Arabic, Chinese, French, Russian, Spanish) an asset • Ability to work effectively in multidisciplinary and multicultural teams • Ability to communicate effectively

• Advanced university degree (or equivalent post-graduate degree) • 7/10/15 years of experience in a field of relevance to the post • Resource management experience • Strong analytical skills • Computer skills: standard Microsoft Office software • Languages: Fluency in English. Working knowledge of other official languages

(Arabic, Chinese, French, Russian, Spanish) an asset • Ability to work effectively in multidisciplinary and multicultural teams • Ability to communicate effectively

P1-P3

P4-P5, D

General Service (GS) Posts The IAEA usually hires General Service staff members with relevant experience in the following fields: • Administrative support • Financial support • Laboratory technical support • Programme management

assistance

Local Recruitment Only Only candidates who are already authorized to live and work in Austria are eligible to apply for our GS-posts

- Purpose of the programme: Give young professionals an

opportunity to gain experience in an international environment

Provide the IAEA with additional expertise

- Applicants must be:

- Maximum 32 years old

- Nationals of a Member

State with a JPO Agreement with the IAEA

- Holders of a university

degree

- Duration of assignment: 1 – 2 years

Animal, Biological or Natural Sciences

Engineering Business Administration

Social Sciences Human Health Information Sciences

Junior Professional Officers

- Must be at least 20 years of age and have completed at least three years of full-time studies at a university or equivalent institution towards the completion of their first degree

- May apply up to one year after completion of a bachelor, master or doctorate degree

- Must have working knowledge of English

- Applicants must apply to specific internship opportunities posted on the Internship web pages by completing an online Job Application Form.

- Duration: 3-12 months

Natural Sciences

Information Technology

Engineering

Administration / Management

Social Sciences Humanities

https://www.iaea.org/about/employment/internships

Internship Opportunities

• The IAEA does not offer permanent appointments in the Professional category.

• As per Article VII,C of the IAEA Statutes: The staff shall include such qualified scientific and technical and other personnel as may be required to fulfil the objectives and functions of the Agency. The Agency shall be guided by the principle that its permanent staff shall be kept to a minimum.

• This policy allows Member States to benefit from the return of their nationals after gaining expertise at the IAEA, and it allows the IAEA to have a continuous influx of fresh knowledge and experience at all levels.

• Maximum tour of service: 7 years

• Normal progression:

• Fixed Term position: 3 years

• Extension due to programmatic requirements and work performance: 2 years

• Further extension due to programmatic requirements and work performance : 2 years

Rotation Policy

– Introducing the IAEA (English, Spanish, Portuguese)

• Upcoming versions in French, Russian, Arabic and Chinese

– Women at the IAEA

– New Recruitment System and Selection Process

– Preparing for an Interview with the IAEA

– Benefits and Compensation

Introducing the IAEA

English √ Spanish √

Portuguese √ French √ Chinese Arabic

Russian

Women at the IAEA New Recruitment System and Selection Process

Preparing a Job Application for the IAEA

Preparing for an Interview with the IAEA

Benefits and Compensation

Preparing for a Video Screening Interview

IT Job Opportunities Engineering Opportunities Talent-outreach@iaea.org

Webinar Outreach Programme

Preparing for a Job Interview at the IAEA

Planning Your Application

What are the main tasks

and projects of the work

unit?

Is this the work area for

you?

Do you have the relevant

skills and experience?

Research before applying

Would you enjoy the tasks

associated with this position?

Does your profile match

the job minimum

requirements?

Realistically assess the job market

for your area of

expertise

Deciphering the Job Description

Organizational Setting

Structure and objectives of the concerned organizational entity

Where

Main Purpose Contribution to service delivery and programmatic objectives

Why

Role (Team leader, advisor, expert) What

Partnerships Types of relationships required to accomplish work such as stakeholders and clients, colleagues, collaborators…

With Whom

Functions and Key Results Expected

Deliverables and contribution of the post to program objectives

How

Qualifications, Experience and Skills

Minimum requirements What qualifies you?

Remuneration Benefits Package For what type of benefits?

Job Description – Basic Info

Job Description

Job Description

Remuneration The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $47292 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 19957*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; 6 weeks' annual vacation, home leave, pension plan and health insurance

Video Pre-Screening

Panel Interview

Application Review

Selection Process

Candidate Assessment is conducted at various stages

Psychometric and Leadership

Skills Assessment Written

Technical Test

Recommendation

Asynchronous interview = interviewer and interviewee are not online at the same time

For screening purposes, we use asynchronous interviews

Synchronous interview = interviewer and interviewee are online at the same time At a later stage, selected candidates will undergo a video-conference panel interview, which is synchronous

Video Pre-Screening

Panel Interview

What is an Online Video Screening Interview?

Average Number of Questions

Average Number of Business Days

to complete interview (plus

weekend)

Average Amount of

Time to Answer per

Question

Maximum Length of Interview

Time

What are Video Pre-Screenings Like?

• Video Conference

• 45-60 minutes

• 10-15 questions

• 5 interviewers

What are Panel Interviews Like?

• Hiring Manager • Technical Expert • HR Representative • Administrative Officer • Representative from another Department

Interview Panel

• Biographical

• Technical

• Soft skills

• Competency-based

What types of questions are asked?

• Please introduce yourself

• Why have you applied for this position?

• What do you know about the IAEA?

What questions should you expect?

“The combination of skills, attributes and behaviours that is directly related to successful performance of a job”.

What is a competency?

Why use competencies?

Designed to see how you’ve demonstrated a competency in the past to predict how you might react in a similar situation in the future.

How are competencies assessed?

S • Situation- What was the specific event or task?

M • Mission – What objectives did you see as the key issues to resolve?

A • Action taken – What did you actually do?

R • Results achieved – What did you actually achieve?

T • ‘Teachability’ – What did you learn from the experience?

How can I prepare for these questions?

• Think about real-life examples where you have demonstrated these in the past • Use the SMART method when providing examples

• Focus on your role as a member of the team and highlight individual achievements

What was your impact?

Communication Communication

Examples

What is the toughest dispute you’ve helped settle? Why was this particularly tough?

“I was working on a project with two colleagues who just didn’t get along. The situation got so bad that they weren’t communicating and it was affecting the quality of work being produced. The project manager was avoiding addressing the issue as he said ‘it wasn’t his place to intervene.’ As I kept missing Key Performance Indicators, the situation became increasingly untenable.”

SITUATION

What was the specific event or task?

“If nothing were to happen, I knew that the project would fail. Even though I wasn’t in charge, I decided to see if I could assist my colleagues work through their differences.”

MISSION

What objectives did you see as the key issues to resolve?

“The first thing that I did was to speak to each of my colleagues alone over coffee. I wanted to see if they would open up to me and reveal the cause of the tension. I found out that both felt that the other was not ‘pulling their weight.’ Both resented having to pick up the extra work. After this, I reviewed the Project Management Plan and noticed that some of our team’s roles and responsibilities were not clearly defined. I created a revised plan and submitted it to the PM for consideration. Once the PM had agreed to the changes, I asked him to call a ‘clear the air meeting’ where new roles and responsibilities could be discussed.”

ACTION

Action taken – What did you actually do?

“Although the meeting was tense at first, once agreement had been reached on the defined roles and responsibilities, some of the tension seemed to go. The next day, I invited the whole team for lunch and we slowly started to get along better as a unit. The pair who had not got along previously even managed to say a few words to one another. Over the next few weeks the early phases of a new working relationship started to develop for the team. While it is still not as strong as it could be, they are communicating regularly which is helping the team get back on track and meet their KPIs.”

Results

Results achieved – What did you actually achieve?

“This experience has taught me the importance of having clearly defined roles and responsibilities in a team’s project plan. It has also helped me realize that good teamwork is the responsibility of every team member and not just that of the project manager.”

‘Teachability’

What did you learn from the experience?

What NOT to do?

Non-verbal behaviour

• Personal presentation • Positioning • Posture • Eye contact • Facial expression • Voice production

What happens next?

• Internal review process • Selection of Well-Qualified candidates

is sent for further approval