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Make your talent public! « Civil Service Recruitement Procedures » Vilnius 21-22 March 2006

Make your talent public! « Civil Service Recruitement Procedures » Vilnius 21-22 March 2006. Selor, Selection office of the Federal Government. Mission and Vision As for internal and external Recruitment and Selection, Selor has the role:

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Make your talent public! « Civil Service Recruitement Procedures » Vilnius 21-22 March 2006

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  1. Make your talent public! « Civil Service Recruitement Procedures »Vilnius 21-22 March 2006

  2. Selor, Selection office of the Federal Government Mission and Vision • As for internal and external Recruitment and Selection, Selor has the role: • To execute demand-driven and competence-oriented Recruitment, Selection and Orientation tasks for its customers, and in this way • Contribute actively to the policymaking within the integrated functioning of Personnel &Organization (P&O) for the federal government • Selor reaches for the highest degree of professionalism and customer-orientation within the boundaries of deontological rules • Selor has the ambition to become the number one in “independent, professional and customer-oriented Recruitment and Selection” in Belgium.

  3. Expert knowledge of Selor • Competence-oriented selections at all levels (from technicians to managers) • Organization massive selections • Big capacity of computer-controlled tests

  4. Values • Independence • Professionalism • Customer-orientation • Transparency • Room for the candidate's talent

  5. CEO P  I M P&O ICT Logistics Budget & Mgt. Control Directorate Competence Certif. Client Management Organization Chart CEO P  I M Directorate R & S Directorate Competence Certif. Experts Language Service Competence Measurement Project teams

  6. Customers • Federal Government Services (FGS) • Scientific Institutions • Public Utilities • Ministry of the Flemish Community • Brussels Capital District • Walloon Region • French Community • German Community • Third Party Customers

  7. Platforms for consultation • Scientific Committee • Management Committee • Consultation with Customers • Forum for Union Consultation => exchange and consultation on developments in the field of selection methods and competence measurements

  8. 2005 results • 152.633 subscriptions in the different procedures of which 107.107 in the external selections • About 160 selection procedures • 1.344 online CV in the eRecruiting database for the internal market • 10.967 online CV in the eRecruiting database for the contractual selections

  9. Levels in belgian administration • Level D: Lower secondary education or no education • Level C: Higher secondary education • Level B: Higher short-term education (3 years / Bachelor in UE) • Level A: Higher long-term education (4 years or more / Master- Professional in UE) • Functions under mandate: Higher long-term education (4 years or more / Master- Professional in UE) and min 6 years management experience or min 10 years experience in the field

  10. Recruitment communication • Right from the intake Selor should be attractive => act as a pioneer in internal reorganization and image innovation • Government attractive for starters (training, projects, flexi-time) • Bottleneck: profiles with experience (non-competitive salary) => stress on social impact, innovation projects, challenge • Recruitment + selection are a heavy investment in future personnel => importance of efficient R&S, motivated and competent profiles => importance of retention and salary policy

  11. Communication channels • SELOR site • Other sites (websites of clients, recruitment sites, …) • Media mix adapted to the function • Teletext • Official newspaper of the federal government

  12. Positive results! Online inquiry ‘Vacature-Insites’ on selection offices • Selor nr 3 in ‘top of mind’ • Selor best evaluated

  13. I.External Selections • Selection of statutory personnel / Result: list of succeeded ranked candidates • Generic competence profile(complementary selection possible) • Specific competence profile • Selections of functions under mandate (top managers of the federal authority) / Result: list with succeeded candidates ranked in 4 groups (A,B,C,D) • Selections for contractual personnel via eRecruitement

  14. 1.Procedure of statutory personnel • Selection regulations with the collaboration of the client: • Job description • specification of diploma • possibility to ask professional experience • Different tests • Selection committee for every part in the selection procedure (provided by SELOR : min 2 members and a president from SELOR) • Actual selection tests dependent on profile • Technical profiles: often practical test

  15. Testing methods • Structured interview • Assessments • Computer-controlled tests • In-tray exercise • Written tests • Role plays • Simulations • Practical tests

  16. Structured interview • Evaluates soft competences • Star methodology • Situation • Task • Action • Result

  17. Assessment • Set of simulation exercises in which previously determined competences are evaluated => strengths, development needs, potential of candidate • Selor is currently developing its own assessments

  18. Computer-controlled tests • Competence tests • Skill tests • Personality tests • Language tests

  19. In-tray exercise • Evaluates hard, generic competences • Competence ‘deal with information’ • Competence ‘deal with tasks’ • Test in 3 parts • Exercises • Assimilate information/live a situation • Actual test: plan, priorities, actions, vision

  20. 2. Functions under mandateTop managers of the federal authority • Top managers on 3 levels : president, general director, director • Specific contract (mandate of 6 years – evaluation based on result) • Selection regulations (cfr point 1) • Specificity : • always professional experience required (6 years in management or 10 years in the domain of the function) • Always the same procedure: • Computer based testing (not eliminating) • Interview with case / List of succeeded candidates (A, B, C, D) • Selection committee with 6 members: 2 in management and HR, 2 experts in the domain and 2 top managers • Decision of the authority

  21. 3.Selections for contractual personnel • SELOR manages database of competence profiles • Job matching based on profile delivered by Federal Government Service (FGS) • FGS receives a list of anonymous CV, they can do a pre-selection (gender an cultural guarantee) • FGS receives the personal data of the chosen candidates and manages the selection • Quality control provided by SELOR for the whole process.

  22. II. Internal selection • Promotional selections based on competence since 2004 (before only knowledge) • Internal Market via eRecruiting : this procedure follows the contractual selection

  23. 1. Promotional selections • Based on competences • Methodology adapted to reality

  24. 2. Internal labor market║Talent market • Voluntary and functional mobility • Advantages internal versus external market (quicker, people already know the government, helping hand of Selor,…) • Management of databank with competence profiles accessible by Federal Government Service (FGS) • Job matching based on profile delivered by FGS • FGS receives a list of anonymous CV, they can do a pre-selection (gender an cultural guarantee) • FGS receives the personal data of the chosen candidates and manages the selection • Quality control provided by SELOR for the whole process

  25. III. Competence certification • Competence measurement • Language tests

  26. 1. Competence measurement • Basic assumption: continuous development of own competences and salary conform with market • Based on functional groups and corresponding competence profiles • 5 + 1 model • Generic competences • Soft • Hard • Technical competences

  27. 2. Language tests • Language knowledge for Magistrates • Computer-controlled test -> Atlas (preparatory CD-rom) • Language test for the Belgian police

  28. IV. Managing list of succeeded candidates Since July 2005 SELOR manages all the list of succeeded ranked candidates (via eRecruiting): • Contact with the succeeded candidates to propose open positions in the FODs • If there is a complementary selection, SELOR manages it.

  29. New products • Quality control of the product processes • BSC: Balanced Score Card • Knowledge management • Care management • Plaint management

  30. Product innovation • In-house development or prospecting new testing methods • eRecruiting: integrated tool for Recruitment, Selection, and Orientation based on candidate’s unique file • Utilization of the eID card in the selection procedures

  31. Adapted infrastructure • 26 selection rooms for oral tests • Also for large selection committees • Capacity of 430 pc-tests • Total capacity of 500 written test seats • Possibility to use video

  32. Selor Bischoffsheimlaan 15 1000 Brussel BELGIUM Info@selor.be www.selor.be Corinne.benharrosh@selor.be 0032-2-7886661

  33. Any questions?I can answer during lunch break !

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