How to apply:

Junior Professional Officer Programme

CIMO Information Event Helsinki, September 2011

JPO Recruitment Process

• • • • • • • Vacancies advertised online (CIMO & Foreign Ministry) • • • Online application system Application Form (Personal History Form) Motivation letter Photo Aptitude tests Written tests Competency based interviews Reference checks Selection

JPO Qualifications required

• • • • • • • Minimum requirements for Finnish JPO applicants: Master’s degree in relevant field Relevant work experience of at least one year Relevant technical competencies for the specific post Proficiency in the working language of the receiving office (other UNDP languages will be an asset) Strong commitment to development Excellent IT skills Other donor specific requirements: Finnish nationality and max. 32 years of age

The competencies we’re looking for

Core Competencies for JPOs in UNDP: • Ethics and Values (integrity, diversity) • Working in teams • Communicating information and ideas (knowledge sharing) • Self management/emotional intelligence (stress management, flexibility) • Decision making (organizational skills, results orientation)

Preparing to apply

• • • • • • Know yourself and your competencies: is this the position for me?

Do I meet the qualifications and experience requirements?

What do I know about this particular job?

What do I know about the organisation?

Have I considered all the implications if I am given the position? (Moving abroad, leaving family, culture shock) Will I actually take the job if I am selected?

Writing your application

• • • • • • • • Always tailor the motivation letter and application form to the vacancy announcement Identify key words related to knowledge, qualifications and competencies Think about what message you want to send Keep the layout and formatting simple, yet appealing Use action verbs Be careful with acronyms Try to stand out Make sure there are no mistakes!

Motivation Letter

• • • • • Be brief and to the point Use a positive motivation for applying Let your personality, interest and enthusiasm shine through Draw attention to the obvious “Make the match” : Summarize your qualifications and competencies so that there is an obvious match between the vacancy announcement and you

Application form

Application form

Online application form

• • • • • • • Always tailor the application form to the vacancy announcement Fill in all fields List all academic awards, scholarships, fellowships, professional memberships, community activities, incl. volunteer work Make sure that contact details for references/former and current supervisor are updated Language skills - you may be asked to demonstrate during an interview Hobbies and listings of travel activity – are they relevant?

“Description of your duties” should highlight your responsibilities, competencies and achievements – let us know what you have done!

Now – I’ve been given an interview – what next?

• • • • Be flexible and non-demanding with timing Find out as much as you can about the organisation, including mandate, publications, organigram, strategic directions, etc.

If face-to-face, know what outfit you are going to wear and err on the side of conservative If by telephone (or Skype or similar), make sure you are in a private location and your equipment is working

Preparing for the interview

• • • Understand the position: reference the vacancy announcement and look at the required competencies Review your CV: prepare real examples matching your accomplishments to the competencies (i.e. how did you work in a team, solved a conflict, mobilized resources, etc.) Get ready for the interview: practice beforehand, bring copy of CV and vacancy announcement (and pen)

Competency-based interview questions

• • • • Competency-based interview questions ask about past professional experiences that can demonstrate the candidate is competent The theory is that if you can demonstrate that you have done it in the past, chances are that you will be able to do it in the future When assessing the candidates’ responses, panels will ascertain the depth and complexity of the responses given by candidates Use the C-A-R principle

The C-A-R (L) principle

• • • •

C ontext

: You will be expected to give an overview of the situation: what the situation was about, when it was, how you first got involved, what were the key events and the time frame

A ctions

team : You will be expected to cover significant events, specific instances, that were clearly attributable to you - rather than the

R esults

: What was the outcome, impact or results of your actions: You may be asked questions such as: How did it turn out? What was the final result?

(L) earning

: What learning did you take away from this experience?

Further information

Questions and comments are welcome Thank you for your attention!

Please visit our dedicated websites for more information:

www.jposc.org

www.jposc.org/career_management