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UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO

UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO. PART 1. INTRODUCTION. FORMS OF EMPLOYMENT. PERMANENT Freelance Seconded VNC ( V oluntary N ational C ontribution) TEMPORARY STAFF INTERNS NATO-funded Grant-funded. GRADES. GRADES. A - Grades. C - Grades. B - Grades. LI5/LT5

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UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO

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  1. UNDERSTANDING AND PREPARING FOR EMPLOYMENT AT NATO

  2. PART 1 INTRODUCTION

  3. FORMS OF EMPLOYMENT • PERMANENT • Freelance • Seconded • VNC (Voluntary National Contribution) • TEMPORARY STAFF • INTERNS • NATO-funded • Grant-funded

  4. GRADES

  5. GRADES A - Grades C - Grades B - Grades • LI5/LT5 • LI4/LT4 • LI3/LT3 • LI2/LT2 • A7 • A6 • A5 (A4/5) • A4 (A3/4) • A3 (A2/3) • A2 (A1/2) • A1 • C6 • C5 • C4 • C3 (C2/3) • C2 • B6 (B5/6) • B5 (B4/5) • B4 (B3/4) • B3 (B2/3) • B2 L- Grades

  6. PACKAGE Salaries A7 10,441.28 A6 9,538.77 A5 8,071.11 A4 6,969.13 Allowances

  7. PROFILES

  8. EXECUTIVE LEADERSHIP • Grades A5to 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

  9. MANAGEMENT Sub-families

  10. COMPETENCIES

  11. EXECUTIVE LEADERSHIP

  12. PART 2

  13. RECRUITMENT • CANDIDATES FROM 28 NATO MEMBER STATES • NO QUOTA SYSTEM • MERIT BASED SELECTION • DESIRED DIVERSITY

  14. MISSION STATEMENT Attract, selectand hire the best qualified candidates to ensure proper staffing of the NATO International Staff permanent posts

  15. Average Indicators

  16. 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

  17. UNDERSTANDING VACANCY NOTICES

  18. 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

  19. VACANCY NOTICE Example

  20. VACANCY NOTICE Example

  21. 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)

  22. 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.

  23. 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.

  24. 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.

  25. INTERVIEWS • PANEL COMPOSITION • VERBAL AND NON-VERBAL COMMUNICATION • PANEL EXPECTATIONS • QUESTIONS • INTRODUCTORY • COMPETENCY BASED • TECHNICAL/ JOB - RELATED

  26. 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

  27. ROLE OF THE DELEGATION

  28. 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

  29. 2 - SELECTION Role of the delegation: • Support candidates in their preparation • Make it clear if a candidate has national support

  30. PREPARING YOURSELF

  31. THE RIGHT MINDSET • Put yourself in the hiring manager’s shoes • Prepare, prepare, prepare • Sell yourself but be yourself!

  32. APPLICATION FORM Positive elements • Complete • Relevant history • Meets all requirements • Key questions • Relevant motivation letter

  33. 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. ;-)

  34. TIPS FOR INTERVIEWS • Be rested • Prepare/rehearseyour introduction • Prepareexamples • Connectyour profile with to the post requirements • Clarifyyour motivation • Close well

  35. 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

  36. PREPARATIONS • NATO WEBSITE • USE YOUR DELEGATION • USE YOUR NETWORK • STUDY THE VACANCY NOTICE • KNOW YOURSELF

  37. 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)

  38. TRAINING TOPICS • LANGUAGES: FRENCH/ENGLISH • COMPETENCY-BASED INTERVIEWS • WRITING/DRAFTING SKILLS • PUBLIC SPEAKING SKILLS • MANAGEMENT TRAINING

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