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Recruitment & Selectionfor the NATO IS

Eric Welch

Head, Talent Management and

Organizational Development

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MISSION STATEMENT

Attract, select and hire the best qualified candidates to ensure proper staffing of the NATO International Staff permanent posts

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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

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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)