Working for WHOWorking for WHO

Objective of the PresentationObjective of the Presentation

Give an overview of work of WHO:

http://www.youtube.com/watch?v=q-ogbfDPTjs&feature=youtu.be

To show the type of staff profile who work at WHO and their background

Inform you of possible career opportunities for working at WHO in public health

UN specialized agency for health (1948), led by Dr Margaret Chan

194 Member States

Headquarters in Geneva, 6 regional offices, 151 country offices & some 8000 staff across the world

2014-2015 budget of US$ 3.98 billion

Core objective: attainment by all people of the highest possible level of health (WHO constitution).

(Article 1, Chapter I, WHO Constitution)

WHO is…WHO is…

4. The mission of WHO is the attainment by all peoples of the highest possible level of health.

Typical job titles

Job Title

s

Technical Officer – Nutrition

Policy & Food Security

Project Officer – Emergency

health & Humanitarian

Action unit

Medical Officer, Hepatitis, HIV/AIDS

Advisor, Mental Health and

Substance Abuse Operations Officer, Polio

Medical Epidemiologist

Health Economist

Finance, HR, Administrative

Officer

5. The mission of WHO is the attainment by all peoples of the highest possible level of health.

Educational Background

Applied Learning & Dev with MPH

Politics & International

Relations with Public Health

Medical degrees (with MPH)

Sociology with MBA

Nutrition with Master's of

Public Health

Finance & Banking,

Administration with MBA

History & Anthropology

with International Development

Typical educational backgrounds

6. The mission of WHO is the attainment by all peoples of the highest possible level of health.

Professional Experience

Other UN Agencies

National Institutions

Universities

Permanent Missions

Ministry of Health

Private Sector

NGOs & INGOs

Typical professional backgrounds

7. The mission of WHO is the attainment by all peoples of the highest possible level of health.

Distribution of staff by age and category

Staff Working with WHO GloballyStaff Working with WHO Globally

International Professional Officers

National Professional Officers

General Service Staff

Temporary and Fixed Term possibilities; currently some 50 open vacancies in the IP category across the world

Typical Recruitment ProfileTypical Recruitment ProfileEducation:

Essential - University degree

Desirable - Master's

degree in public health

Behavioural Competencies:

Flexible / adaptable / positive attitude to change

/ effective working relationships

Experience: 5 yrs relevant international & national experience

Languages:

English &

French

TECHNICAL OFFICER P.3

Other opportunities to work at WHOOther opportunities to work at WHO

Internships

Volunteers

Junior Professional Programme

Where to find us . . .Where to find us . . .

Web site www.who.int

Twitter @WHO Facebook facebook.com/WHO YouTube youtube.com/who Google+ google.com/+whoInstagram @worldhealthorganization

Storify http://storify.com/who

WHO Recruitment and Selection Process WHO Recruitment and Selection Process

VN publicatio

n and candidate applicatio

n

Screening &

shortlisting

Candidate assessme

ntRecommend-ation Decision

Recruitment requirements per gradeRecruitment requirements per grade

GRADE NO. OF YEARS RELEVANT EXP.

MINIMUM QUALIFICATIONS

P1 1 year First university degree

P2 2 years First university degree

P3 5 years First university degree

P4 7 years Master’s level university degree

P5/P6 10 years Master’s level university degree

D1/D2 Over 10 years Master’s level university degree

Tips for a successful applicationTips for a successful application

Application

Covering letter

Applying to the Vacancy Notice

Key Achievements *C.A.R.D

Application: Presenting your skillsApplication: Presenting your skills

Link your skills and competencies to the vacancy requirements

Briefly explain your educational degrees don’t rely only on the titles

IT and non UN language skills

Use the correct form (PHF E-Recruit)

Briefly explain relevant international work experience

Covering LettersCovering Letters

A short targeted letter

Use key words highlighted from the Vacancy

Summarize and highlight what you can offer

Don’t repeat or list your duties

Applying to a Vacancy NoticeApplying to a Vacancy Notice

Review the essential and desirable requirements of the job

Match these with your credentials

Include relevant additional information

List your most recent experience first

How can you bridge the gap if you do not have all the requirements?

Key achievements: C.A.R.D.*Key achievements: C.A.R.D.*

C CONTEXT

A ACTIONS

R RESULTS

D DEMONSTRATE

‘Planned and implemented a special event to increase membership and raise funds. Event raised $200,000 and attracted 200 guests, of whom 30% became dues-paying members’

– (Source: provided by PDP)

WHO Recruitment and Selection Process WHO Recruitment and Selection Process

VN publicatio

n

Screening &

shortlisting

Candidate assessme

ntRecommend-ation Decision

Screening Process by WHOScreening Process by WHO

Pre-screening from candidates responses to screening questions

In-depth review of CV

Rating of candidates against essential requirements for proposed shortlist for assessment

Diversity – at least one qualified woman in shortlist

Balanced geographical representation

Testing for technical knowledge and skills Testing for technical knowledge and skills

Written test – eliminatory (if screening long-list) or complementary (interviewing shortlist)

Written test and a presentation at the interview

Technical questions and competency based questions at the interview

Weighted elements

Competency-based InterviewCompetency-based Interview

Aims to obtain evidence of behaviour by asking candidates for specific examples based on their practical experience

Not a hypothetical situation

Focus is on the outcome, what you have learned

A structured interview process

Past behaviour Future Performance on the job

The Behavioural/Competency InterviewThe Behavioural/Competency InterviewOnly competencies in the Vacancy announcement assessed

Face-to-face and video conferencing

A repetitive pattern to each of the questions called SITUATIONAL:

‘Tell us about a time when/can you give us an example of…..’

Probing or follow up questions

Negative situational questions

Languages tested

Marks are weighted

TIPS – S*T*A*R* APPROACHTIPS – S*T*A*R* APPROACH

S SITUATION

T TASK

A ACTION

R RESULT

Sample Competency-based interview questions

Sample Competency-based interview questions

TEAMWORK

1.Tell me about a difficult situation in which your actions created to a sense of teamwork.

2.Tell me an example of a time when you had to build motivation or team spirit with co-workers.

Tips for a successful interviewTips for a successful interview

Read the Vacancy Notice Thoroughly – familiarity with the job

Research the department and area of work

Prepare a good MOTIVATION/SKILL FIT reply.

Prepare examples from events in your past that were significant in forming your own personal approaches and traits that apply to the competencies in the VN.

Review your CV for examples to demonstrate the related skills.

Consider your present or former jobs and how your role fits within the team

Interested?• twitter.com/#!/whonews

• facebook.com/WorldHealthOrganization

• who.int/employment

• Thank you