3FORMS OF EMPLOYMENT PERMANENT Freelance Seconded VNC (Voluntary National Contribution)TEMPORARY STAFFINTERNSNATO-fundedGrant-funded
4CONTRACTS Contract Policy: Posts required for a limited period: 11/04/2017Contract Policy:Posts required for a limited period:Project (Definite – Length of project)Other (Definite – limited to the ST requirement)Posts in which turnover is desirable for political or technical reasons:Technical (Definite – 6 years max)ST assignment (Definite – 2 years max)Secondees (Definite – 6 years max)Senior posts (Definite – 6 years max)All other A grade posts (6 years + possible indef.)All other posts (L/B/C grade) (3 years + possible other contract)
9EXECUTIVE LEADERSHIP Grades A5 to Unclassified Min. 10 years of relevant professional experienceSignificant management experienceSome subject-matter expertiseGood writing/drafting skillsAdvanced level in one of the official NATO languages (EN/FR) and a beginner’s level of the other – possibility to hire below requirements
10JOB FAMILIES Core Support Management 11/04/2017CoreRoles in this family relate to the three central functions of the NATO International Staff: facilitation of dialogue, policy development, and policy and programme implementation.SupportRoles in this family provide services and support to ensure the effective operation of the Organization, Division or Independent Office.ManagementRoles in this family achieve results through the management of allocated resources (staff, budgets and time). It is expected that these roles will spend more than 50% of their time and/or effort on strategic planning, allocating, monitoring and measuring the work of others.The system classifies posts according to three Job families and eight Sub-families, based on the nature of the work performed. It is perfectly possible to find posts belonging to all families in all Divisions and Offices. The importance of posts is not in any way associated with the families to which posts are attached. Most posts combine elements from different families, but we expect managers to be able to isolate the most relevant one for each post.
11Facilitation of Dialogue Policy and Programme Implementation CORE Sub-families11/04/2017Facilitation of DialogueRoles in this sub-family enable NATO’s conference activities through the application of professional expertise. Aspects include the support, management and planning of consultation processes to meet attendees’ requirements and facilitate the outcome.Policy DevelopmentRoles in this sub-family support policy development and decision-making through the application of professional expertise.Policy and Programme ImplementationRoles in this sub-family support policy implementation, programme administration and decision-making through the application of professional expertise.
12SUPPORT Sub-families Functional management Administrative Support 11/04/2017Functional managementRoles in this sub-family provide generic expertise, guidance and procedures for the effective operation of the Organization, Division or Independent Office.Administrative SupportRoles in this sub- family contribute to the effective operation of the Organization, Division or Independent Office by providing organizational and administrative support, with a special focus on information flow.HQ Operations and MaintenanceRoles in this sub-family enable the day-to-day operation and maintenance of the HQ facilities and equipment.The system classifies posts according to three Job families and eight Sub-families, based on the nature of the work performed. It is perfectly possible to find posts belonging to all families in all Divisions and Offices. The importance of posts is not in any way associated with the families to which posts are attached. Most posts combine elements from different families, but we expect managers to be able to isolate the most relevant one for each post.
13MANAGEMENT Sub-families 11/04/2017Executive LeadershipRoles in this sub-family achieve results through the management of allocated resources, devoting more than 50% of their time and/or effort to planning, allocating, monitoring and measuring the work of others. Resources are managed directly and indirectly (managing managers or project structures).Line Management and Resource CoordinationRoles in this sub-family devote more than 50% of their time and/or effort to coordinating, allocating and monitoring the work of others. Resources are managed directly.
20WORKFLOW A three-phase process: Advertisement Describe post reality Advertise post on relevant recruitment channelsSelectionShortlist candidatesSelect candidates (test/interview/AC/group exercise)On boardingNomination processCompletion of security and medical fileOffer process
22ADVERTISEMENT Structure of a vacancy notice: Post information 11/04/2017Structure of a vacancy notice:Post informationSummary of postQualifications and ExperienceMain AccountabilitiesInterrelationshipsCompetenciesContract clauseDetails on how to apply
25SELECTION TOOLS Standard process Written test (online/onsite) 11/04/2017Standard processWritten test (online/onsite)Language test (up to and including A.7)Interview panelTargeted tools:Presentation/briefingAssessment Centre (A.5 and above)Essay on key challenges (A.6 and above)
26WRITTEN TEST EXAMPLES - 1 11/04/2017What role does arms control play in achieving NATO’s strategic objectives?Develop a checklist for a speech by the ASG on how the Alliance contributes to international efforts to eradicate illicit trafficking in small arms and light weapons?Attached is an article from the Financial Times entitled “Europe better prepared to weather gas supply storm”. Please prepare a summary of this article.
27WRITTEN TEST EXAMPLES - 2 11/04/2017You are asked to give a speech to a public audience explaining how NATO is resources and how those resources are employed. Please provide an outline of your remarks, of not more than 2 pages.Imagine that the NATO Secretary General will visit Kabul next week. Provide a “scene setter” explaining to the Secretary General for his information and background the key issues and challenges facing NATO in Afghanistan.
28PRESENTATION/ BRIEFING 11/04/2017For posts requiring the ability to frequently speak in public and represent NATO in front of public audiencesCandidates get 15 minutes to prepare and have to brief the panel before the interview startsExample: Brief a group of European and US journalists on NATO’s enlargement policy, including the Membership Action Plan.
29INTERVIEWS PANEL COMPOSITION VERBAL AND NON-VERBAL COMMUNICATION PANEL EXPECTATIONSQUESTIONSINTRODUCTORYCOMPETENCY BASEDTECHNICAL/ JOB - RELATED
30ASSESSMENT CENTRES One-day session with all candidates for a post Focused primarily on behaviour and management competenciesVariety of exercises (cognitive testing, group exercise, briefing, case study, etc.)Conducted by an external provider (HUDSON)No specific preparation
321 - ADVERTISEMENT Role of the delegation: 11/04/2017Role of the delegation:Advertise widely to the public and to individuals or officesHelp potential candidates assess themselves against the post requirementsScreen candidates before recommending them
332 - SELECTION Role of the delegation: 11/04/2017Role of the delegation:Support candidates in their preparationMake it clear if a candidate has national support
35THE RIGHT MINDSET Put yourself in the hiring manager’s shoes 11/04/2017Put yourself in the hiring manager’s shoesPrepare, prepare, prepareSell yourself but be yourself!
36APPLICATION FORM Positive elements Complete Relevant history 11/04/2017Positive elementsCompleteRelevant historyMeets all requirementsKey questionsRelevant motivation letter
37APPLICATION FORM Negative elements Wrong or multiple vacancy numbers 11/04/2017Negative elementsWrong or multiple vacancy numbersIncomplete fieldsNot answering questions“Please see CV” Unknown acronymsToo much (unrelated) contentReferencesUnprofessional writing: e.g. ;-)
38TIPS FOR INTERVIEWS Be rested Prepare/rehearse your introduction 11/04/2017Be restedPrepare/rehearse your introductionPrepare examplesConnect your profile with to the post requirementsClarify your motivationClose well
39COMMON INTERVIEW MISTAKES 11/04/2017Poor preparationPoor time managementCandidate does not “read” the panelCandidate assumes we knowCandidate is not concrete enoughPoor closure
40PREPARATIONS NATO WEBSITE USE YOUR DELEGATION USE YOUR NETWORK STUDY THE VACANCY NOTICEKNOW YOURSELF
41EXERCISE ON COMPETENCIES PICK 2 COMPETENCIES AND ELABORATE ON 1-2 EXAMPLES FROM YOUR PROFESSIONAL EXPERIENCE THAT DEMONSTRATE YOU POSSESS THE COMPETENCYUSE THE STAR METHOD (Situation-Task-Action-Result)