Result of Service

As a final deliverable, the Consultant will provide a report that details:
1) various types of structured interview question types, with scoring methodologies, and guidelines on the appropriate usage for each type
2) recommendations on interview modalities (e.g., panel interviews vs. multiple mini-interviews, inclusion of HR in interviews)

This documentation will include an implementation plan, as well as candidate preparation and communication material (e.g., instructions on how to prepare oneself for the interview).

Work Location

Remote

Expected duration

3 months

Duties and Responsibilities

The Human Resources Services Division (HRSD) within the Department of Operational Support, is seeking to enhance the quality of the talent recruitment and selection process while mitigating any potential bias, in particular at the interview stage of the process. This project is a continuation of HRSD’s work on the implementation of the Anti-Racism Strategic Action Plan (https://hr.un.org/sites/hr.un.org/files/sap_final_report_0.pdf). The goal of this project is to develop a new structured interview model that is valid and fair.

The Consultant will first familiarize themself with several key documents and reports regarding the recruitment process at the UN and the Anti-Racism Strategic Action Plan, as well as hold consultations with several HRSD focal points and stakeholders across the organization. Following this initial learning phase, the Consultant will submit a proposed project plan as the first deliverable, approximately 10 working days after start. The proposed project plan will contain a detailed timeline with milestones.

The Consultant will develop a structured interview model, provide guidance on how to introduce various types of questions (e.g., situational/hypothetical questions, technical questions), how to decide which type(s) would be the most effective to each situation, and how to score them. Additionally, the Consultant will provide recommendations on interview modalities (e.g., use of multiple mini-interviews vs a singular panel interview, panel make-up, inclusion of an HR representative, asynchronous video vs live). They will provide rationale and guidance on how to best implement these methods and ensure an agile and sustainable approach to interviewing in the UN.

The Consultant will report to a Human Resources Officer and will provide regular progress updates (exact frequency to be determined), draft¿recommendations, and will adjust plans and deliverables based on feedback received.¿¿

Qualifications/special skills

– Advanced university degree (Master’s degree, equivalent or higher) in¿human resources management or psychology. A first-level university degree in combination with¿additional¿two years of qualifying experience may be accepted in lieu of the advanced university degree.¿¿

– A minimum of seven years of progressively responsible experience in (1) talent/employment assessment as part of a corporate (profit or non-profit) recruiting or development function and/or in (2) structured interview development and/or research or related area.¿¿

– Experience in job analysis as well as in designing, developing, executing various types of employment tests, including structured interviews.¿¿

– Experience using various platforms for conducting remote interviews.¿

– Experience in¿conducting change management process in implementation of a new assessment method¿for a¿public sector or¿international organization.

Languages

English and French are the working languages of the UN Secretariat. For this position, fluency in English is required. Knowledge of another UN official language is desirable.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.