UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO
Description: UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO INTRODUCTION PART 1 FORMS OF EMPLOYMENT PERMANENT Freelance Seconded VNC (Voluntary National Contribution) TEMPORARY STAFF INTERNS NATO-funded Grant-funded CONTRACTS Contract Policy: Posts
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slide1. UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO<br>
slide2. INTRODUCTION PART 1<br>
slide3. FORMS OF EMPLOYMENT PERMANENT
Freelance
Seconded
VNC (Voluntary National Contribution)
TEMPORARY STAFF
INTERNS
NATO-funded
Grant-funded<br>
slide4. CONTRACTS Contract 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)<br>
slide5. GRADES<br>
slide6. GRADES L - Grades<br>
slide7. PACKAGE Salaries
A7 10,441.28
A6 9,538.77
A5 8,071.11
A4 6,969.13
Allowances<br>
slide8. PROFILES<br>
slide9. EXECUTIVE LEADERSHIP Grades A5 to Unclassified
Min. 10 years of relevant professional experience
Significant management experience
Some subject-matter expertise
Good writing/drafting skills
Advanced level in one of the official NATO languages (EN/FR) and a beginner’s level of the other – possibility to hire below requirements<br>
slide10. JOB FAMILIES<br>
slide11. CORE Sub-families<br>
slide12. SUPPORT Sub-families<br>
slide13. MANAGEMENT Sub-families<br>
slide14. COMPETENCIES<br>
slide15. EXECUTIVE LEADERSHIP<br>
slide16. PART 2<br>
slide17. RECRUITMENT CANDIDATES FROM 28 NATO MEMBER STATES
NO QUOTA SYSTEM
MERIT BASED SELECTION
DESIRED DIVERSITY<br>
slide18. MISSION STATEMENT Attract, select and hire the best qualified candidates to ensure proper staffing of the NATO International Staff permanent posts<br>
slide19. Average Indicators<br>
slide20. WORKFLOW A three-phase process:
Advertisement
Describe post reality
Advertise post on relevant recruitment channels
Selection
Shortlist candidates
Select candidates (test/interview/AC/group exercise)
On boarding
Nomination process
Completion of security and medical file
Offer process<br>
slide21. UNDERSTANDING VACANCY NOTICES<br>
slide22. ADVERTISEMENT Structure of a vacancy notice:
Post information
Summary of post
Qualifications and Experience
Main Accountabilities
Interrelationships
Competencies
Contract clause
Details on how to apply<br>
slide23. VACANCY NOTICE Example<br>
slide24. VACANCY NOTICE Example<br>
slide25. SELECTION TOOLS Standard process
Written test (online/onsite)
Language test (up to and including A.7)
Interview panel
Targeted tools:
Presentation/briefing
Assessment Centre (A.5 and above)
Essay on key challenges (A.6 and above)<br>
slide26. WRITTEN TEST EXAMPLES - 1 What 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.<br>
slide27. WRITTEN TEST EXAMPLES - 2 You 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.<br>
slide28. PRESENTATION/ BRIEFING For posts requiring the ability to frequently speak in public and represent NATO in front of public audiences
Candidates get 15 minutes to prepare and have to brief the panel before the interview starts
Example: Brief a group of European and US journalists on NATO’s enlargement policy, including the Membership Action Plan.<br>
slide29. INTERVIEWS PANEL COMPOSITION
VERBAL AND NON-VERBAL COMMUNICATION
PANEL EXPECTATIONS
QUESTIONS
INTRODUCTORY
COMPETENCY BASED
TECHNICAL/ JOB - RELATED<br>
slide30. ASSESSMENT CENTRES One-day session with all candidates for a post
Focused primarily on behaviour and management competencies
Variety of exercises (cognitive testing, group exercise, briefing, case study, etc.)
Conducted by an external provider (HUDSON)
No specific preparation<br>
slide31. ROLE OF THE DELEGATION<br>
slide32. 1 - ADVERTISEMENT Role of the delegation:
Advertise widely to the public and to individuals or offices
Help potential candidates assess themselves against the post requirements
Screen candidates before recommending them<br>
slide33. 2 - SELECTION Role of the delegation:
Support candidates in their preparation
Make it clear if a candidate has national support<br>
slide34. PREPARING YOURSELF<br>
slide35. THE RIGHT MINDSET Put yourself in the hiring manager’s shoes
Prepare, prepare, prepare
Sell yourself but be yourself!<br>
slide36. APPLICATION FORM Positive elements
Complete
Relevant history
Meets all requirements
Key questions
Relevant motivation letter<br>
slide37. 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. ;-)<br>
slide38. TIPS FOR INTERVIEWS Be rested
Prepare/rehearse your introduction
Prepare examples
Connect your profile with to the post requirements
Clarify your motivation
Close well<br>
slide39. COMMON INTERVIEW MISTAKES Poor preparation
Poor time management
Candidate does not “read” the panel
Candidate assumes we know
Candidate is not concrete enough
Poor closure<br>
slide40. PREPARATIONS NATO WEBSITE
USE YOUR DELEGATION
USE YOUR NETWORK
STUDY THE VACANCY NOTICE
KNOW YOURSELF<br>
slide41. EXERCISE ON COMPETENCIES PICK 2 COMPETENCIES AND ELABORATE ON 1-2 EXAMPLES FROM YOUR PROFESSIONAL EXPERIENCE THAT DEMONSTRATE YOU POSSESS THE COMPETENCY
USE THE STAR METHOD (Situation-Task-Action-Result)<br>
slide42. TRAINING TOPICS LANGUAGES: FRENCH/ENGLISH
COMPETENCY-BASED INTERVIEWS
WRITING/DRAFTING SKILLS
PUBLIC SPEAKING SKILLS
MANAGEMENT TRAINING<br>
slide2. INTRODUCTION PART 1<br>
slide3. FORMS OF EMPLOYMENT PERMANENT
Freelance
Seconded
VNC (Voluntary National Contribution)
TEMPORARY STAFF
INTERNS
NATO-funded
Grant-funded<br>
slide4. CONTRACTS Contract 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)<br>
slide5. GRADES<br>
slide6. GRADES L - Grades<br>
slide7. PACKAGE Salaries
A7 10,441.28
A6 9,538.77
A5 8,071.11
A4 6,969.13
Allowances<br>
slide8. PROFILES<br>
slide9. EXECUTIVE LEADERSHIP Grades A5 to Unclassified
Min. 10 years of relevant professional experience
Significant management experience
Some subject-matter expertise
Good writing/drafting skills
Advanced level in one of the official NATO languages (EN/FR) and a beginner’s level of the other – possibility to hire below requirements<br>
slide10. JOB FAMILIES<br>
slide11. CORE Sub-families<br>
slide12. SUPPORT Sub-families<br>
slide13. MANAGEMENT Sub-families<br>
slide14. COMPETENCIES<br>
slide15. EXECUTIVE LEADERSHIP<br>
slide16. PART 2<br>
slide17. RECRUITMENT CANDIDATES FROM 28 NATO MEMBER STATES
NO QUOTA SYSTEM
MERIT BASED SELECTION
DESIRED DIVERSITY<br>
slide18. MISSION STATEMENT Attract, select and hire the best qualified candidates to ensure proper staffing of the NATO International Staff permanent posts<br>
slide19. Average Indicators<br>
slide20. WORKFLOW A three-phase process:
Advertisement
Describe post reality
Advertise post on relevant recruitment channels
Selection
Shortlist candidates
Select candidates (test/interview/AC/group exercise)
On boarding
Nomination process
Completion of security and medical file
Offer process<br>
slide21. UNDERSTANDING VACANCY NOTICES<br>
slide22. ADVERTISEMENT Structure of a vacancy notice:
Post information
Summary of post
Qualifications and Experience
Main Accountabilities
Interrelationships
Competencies
Contract clause
Details on how to apply<br>
slide23. VACANCY NOTICE Example<br>
slide24. VACANCY NOTICE Example<br>
slide25. SELECTION TOOLS Standard process
Written test (online/onsite)
Language test (up to and including A.7)
Interview panel
Targeted tools:
Presentation/briefing
Assessment Centre (A.5 and above)
Essay on key challenges (A.6 and above)<br>
slide26. WRITTEN TEST EXAMPLES - 1 What 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.<br>
slide27. WRITTEN TEST EXAMPLES - 2 You 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.<br>
slide28. PRESENTATION/ BRIEFING For posts requiring the ability to frequently speak in public and represent NATO in front of public audiences
Candidates get 15 minutes to prepare and have to brief the panel before the interview starts
Example: Brief a group of European and US journalists on NATO’s enlargement policy, including the Membership Action Plan.<br>
slide29. INTERVIEWS PANEL COMPOSITION
VERBAL AND NON-VERBAL COMMUNICATION
PANEL EXPECTATIONS
QUESTIONS
INTRODUCTORY
COMPETENCY BASED
TECHNICAL/ JOB - RELATED<br>
slide30. ASSESSMENT CENTRES One-day session with all candidates for a post
Focused primarily on behaviour and management competencies
Variety of exercises (cognitive testing, group exercise, briefing, case study, etc.)
Conducted by an external provider (HUDSON)
No specific preparation<br>
slide31. ROLE OF THE DELEGATION<br>
slide32. 1 - ADVERTISEMENT Role of the delegation:
Advertise widely to the public and to individuals or offices
Help potential candidates assess themselves against the post requirements
Screen candidates before recommending them<br>
slide33. 2 - SELECTION Role of the delegation:
Support candidates in their preparation
Make it clear if a candidate has national support<br>
slide34. PREPARING YOURSELF<br>
slide35. THE RIGHT MINDSET Put yourself in the hiring manager’s shoes
Prepare, prepare, prepare
Sell yourself but be yourself!<br>
slide36. APPLICATION FORM Positive elements
Complete
Relevant history
Meets all requirements
Key questions
Relevant motivation letter<br>
slide37. 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. ;-)<br>
slide38. TIPS FOR INTERVIEWS Be rested
Prepare/rehearse your introduction
Prepare examples
Connect your profile with to the post requirements
Clarify your motivation
Close well<br>
slide39. COMMON INTERVIEW MISTAKES Poor preparation
Poor time management
Candidate does not “read” the panel
Candidate assumes we know
Candidate is not concrete enough
Poor closure<br>
slide40. PREPARATIONS NATO WEBSITE
USE YOUR DELEGATION
USE YOUR NETWORK
STUDY THE VACANCY NOTICE
KNOW YOURSELF<br>
slide41. EXERCISE ON COMPETENCIES PICK 2 COMPETENCIES AND ELABORATE ON 1-2 EXAMPLES FROM YOUR PROFESSIONAL EXPERIENCE THAT DEMONSTRATE YOU POSSESS THE COMPETENCY
USE THE STAR METHOD (Situation-Task-Action-Result)<br>
slide42. TRAINING TOPICS LANGUAGES: FRENCH/ENGLISH
COMPETENCY-BASED INTERVIEWS
WRITING/DRAFTING SKILLS
PUBLIC SPEAKING SKILLS
MANAGEMENT TRAINING<br>