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