2012 Hiring Manager’s Manual - UN Careers
2012Hiring Manager’sManualManual for the Hiring Manageron the Staff Selection System(inspira)United NationscareersUnited NationsOctober 2012 (Release 3.0)
Manual for the Hiring Manager on the Staff Selection System (inspira)Manual for the Hiring Manager on the Staff Selection System(inspira)Version 3.0Copyright United Nations 2012. All rights reserved. Unauthorized use, duplication, or distributionis strictly prohibited. No part of the contents of this material may be reproduced or transmitted inany form or by any means without the expressed written consent of the United Nations.Release 3.0 12 October 2012 4:22 pmCopyright United Nations 2012. All rights reserved.
Manual for the Hiring Manager on the Staff Selection System (inspira)Table of ContentsChapter 1:Getting Started . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Terminology used in inspira . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .inspira Navigation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Login and Open inspira . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Change Initial Password and Set Up Forgotten Password Help. . . . . . . . . . . . . . . . . . . . . . . . . . .11134Set Up Forgotten Password Help . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Change your Password . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Personalization Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Close inspira . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Where to get Help. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Reference Documents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5556Chapter 2:Roles and Responsibilities of the Hiring Manager . . . . . . . . . . . . . . . . . . . 7What is expected of the Hiring Manager? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Chapter 3:Job Opening and Evaluation Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Overview of the Job Opening Process. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Evaluation of Applicants Process Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Chapter 4:Recruitment Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Recruitment Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Impact of Good Recruitment Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Monitoring Recruitment Timelines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Pre-Job Opening Posting Activities 14Posting the Job Opening 15Post Job Opening Activities 15What Makes a Good Job Opening?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Attracting the Right Applicant . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17The Evaluation Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Chapter 5:Guidelines on Creating a Job Opening . . . . . . . . . . . . . . . . . . . . . . . . . . 19Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Selecting a Base Document. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Completing the Job Request . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Creating the Evaluation Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19212122Determining Required Years of Work Experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23Determining Field of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24Determining Education Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25Determining Knowledge of Languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Determining Assessment Methodologies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Written Exercises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28Case Studies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Presentation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Simulation Exercises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Technical Test. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Essay Exercises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Other Assessment Methodologies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Selecting Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29i of viRelease 3.0 10 October 2012 2:43 pmCopyright United Nations 2012. All rights reserved.
Manual for the Hiring Manager on the Staff Selection System (inspira)Choosing Screening Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30Creating the Job Opening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31Understanding the Job Opening Number Nomenclature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Posting Title . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Org. Settings and Reporting Line . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Responsibilities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .323333343435Work Experience 36Languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Assessment Methods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Special Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .No Fee statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .United Nations Considerations Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Job Posting Destinations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Submitting the Job Opening for Review and Approval . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Understanding the Translation Requirements of the Job Openings . . . . . . . . . . . . . . . . . . . . . . .Understanding the Central Review Body Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Understanding the Job Opening Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Understanding the Job Opening Deadline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Understanding the Cancellation and Re-advertisement of the Job Opening . . . . . . . . . . . . . . . .373838393939404040404143Chapter 6:Creating a Job Opening using inspira . . . . . . . . . . . . . . . . . . . . . . . . . . . 45Enter Primary Job Opening Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Create Job Request . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Assign an Alternate Hiring Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Complete the Job Opening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .45485051Enter or Modify the Evaluation Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Work Experience. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Degrees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Licenses and Certificates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Languages. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Tests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Screening Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51525253535355555656Creating the Job Posting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57Tips on Completing the Job Postings Section . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57Prepare the Job Posting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58Submit the Job Request to the Staffing Table Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Forward Job Opening to Recruiter. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Communicating Submission Details . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Modify a Non-Published Job Opening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Modifying or Cancelling a Published Job Opening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Viewing the Status of a Job Opening. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .596060606061Chapter 7:Understanding How Applications are Managed. . . . . . . . . . . . . . . . . . . . 63Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Managing New Applications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Including Outreach Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Eligibility Rules: Reviewing Automated Pre-screening and Conducting HR Assessment . . . . . .63656566Pre-screening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67Age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67Criminal Record . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67Family Relationships . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67Staff Member Holding a Temporary Appointment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68ii of viRelease 3.0 10 October 2012 2:43 pmCopyright United Nations 2012. All rights reserved.
Manual for the Hiring Manager on the Staff Selection System (inspira)Former UN Staff Members . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68Eligibility Criteria for All Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68Academic Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68Knowledge of Language . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70Level of Job-Specific Expertise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70Eligibility Criteria for a Serving Staff Member Holding an Appointment other than a Temporary Appointment . . . . . . 71Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71Promotion to P-5 Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72Language Staff Member Applying to Non-language Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73Eligibility Criteria for FS Levels Applying for P Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74Eligibility Criteria for a Local GS Staff Member Applying to NPO Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74Eligibility Criteria for a Non-Serving Staff Member or Serving Staff Member Holding a Temporary Appointment . . . 74Length of Work Experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74Eligibility Criteria for a Serving Staff Member Holding a Temporary Appointment or Serving as an NPO . . . . . 77Eligibility Criteria of Non-Staff Members and Serving Staff Members Holding a Temporary Appointment . . . . . 77United Nations Volunteer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77Eligibility for Current or Former Consultants, Individual Contractors and Interns . . . . . . . . . . . . . . . . . . . . . . . . 77Chapter 8:Review the Roster Applicants Using inspira . . . . . . . . . . . . . . . . . . . . . . 79Reviewing Rostered Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79Chapter 9:Conducting Assessments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Evaluating Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Composition of the Assessment Panel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Conducting Assessment Exercises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Conducting Competency-Based Interviews. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8182838586What is a Competency-Based Interview? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86Communicating with Applicants about the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86Chapter 10:Evaluating Applicants, Recording Assessment and Interviews Usinginspira. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89Evaluating Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Recording the Outcome of the Assessment Exercise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Adding Interviewers to the Hiring Team. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Invitation for a Competency-Based Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .89929393Chapter 11:Recommending Candidates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97Status Matrix. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98Understanding the Cancelling of a Published Job Opening after Evaluation of Applicants . . . . 100Chapter 12:Record Evaluations and Recommendations using inspira . . . . . . . . . 101Create an Assessment Record . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101Generate and Submit the Transmittal Memo . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102Chapter 13:The Role of the Central Review Bodies . . . . . . . . . . . . . . . . . . . . . . . . 104Role of the Central Review Bodies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Function of Central Review Bodies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Secretary of the Central Review Body . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .iii of viRelease 3.0 10 October 2012 2:43 pmCopyright United Nations 2012. 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Manual for the Hiring Manager on the Staff Selection System (inspira)Chapter 14:Selection Decision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108Chapter 15:Roster Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112General . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Inclusion in the Roster . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Validity of Rosters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Communication with Roster Applicants (Roster-based Recruitment) . . . . . . . . . . . . . . . . . . . . .Adminstrative Roster Search . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Consideration of Roster Applicants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Selection of Roster Candidates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .112112113114114115116117Chapter 16:Inspira Communications and Notifications . . . . . . . . . . . . . . . . . . . . . . 120Automatic Notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120Manual Notifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123Other Communications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 126Chapter 17:Corresponding with Applicants using inspira . . . . . . . . . . . . . . . . . . . . 128Chapter 18:Notification and Implementation of the Selection Decision . . . . . . . . . 130Chapter 19:Placement Outside the Normal Process . . . . . . . . . . . . . . . . . . . . . . . 132Assistant Secretary-General for OHRM. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Under-Secretary-General for Field Support. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Head of Department/Office . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Under-Secretary-General for General Assembly Affairs and Conference Services . . . . . . . . . .Selection for P-2 and P-3 Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .132132132133133Chapter 20:Generate Reports using inspira . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134Detailed Applicant Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134Full Status Matrix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136Annex A: Tips on Describing Work Experience in Job Openings . . . . . . . . . . . . . 138Annex B: Sample of Assessment Exercises . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142Annex C: Assessment and Competency-based Interview Rating Sheet. . . . . . . . 154Annex D: Pre-screening and Eligibility Assessment Flow Diagrams . . . . . . . . . . . 158Annex E: Communication with Applicant Notification Template . . . . . . . . . . . . . . 177Annex F: The United Nations System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 207Annex G: Matrix for Pre-screening on Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 209Annex H: List of Acronyms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 213iv of viRelease 3.0 10 October 2012 2:43 pmCopyright United Nations 2012. All rights reserved.
Manual for the Hiring Manager on the Staff Selection System (inspira)Annex I: Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 223Annex J: Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 233v of viRelease 3.0 10 October 2012 2:43 pmCopyright United Nations 2012. All rights reserved.
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Manual for the Hiring Manager on the Staff Selection System (inspira)Chapter 1: Getting StartedThis chapter explains the terminology used in inspira and how to get started using inspira.1.1 IntroductionThis manual provides guidance to the Hiring Manager on the process of filling vacant positions. Itserves as a comprehensive step-by-step guide on the staff selection process.1.2 Terminology used in inspiraThe Glossary explains technical and policy terms. The table below provides a quick glance at the mostcommon terms and how they are used in inspira.UN TerminologyTerminology for External Views andInternal Applicant’s Pages in inspiraTerminology of Other Internal Pages ininspiraCategory and LevelCategory and LevelSalary Admin. PlanDepartmentDepartmentBusiness UnitDuty StationDuty StationLocationFunctional TitleJob TitleJob TitleHRCORecruiterRecruiterOccupational GroupJob FamilyJob FamilyOrg. Unit (Branch, Section, etc.)Org. UnitDepartmentPCOHiring ManagerHiring ManagerPHPApplication and User ProfileApplication and User ProfileVAJob OpeningJob OpeningVA TitlePosting Title (title in the job opening)Posting Title (title in the job opening)1.3 inspira Navigationinspira is a web-based application comprised of: Menus which allow access to specific workflows. Workspace pages which allow you to enter data or display the results of a search. Buttons which appear as rectangles. They execute specific commands such as the following: Submit records the data you have entered, in some cases, when selected, it also submitsthe information to the next step in the workflow, allowing other members of the hiringteam to see your entries; Continue directs you to the next page in the workflow; Save allows you to save all data entries you made in the workflow, in some cases, othermembers of the hiring team will not see your entries. Drop-down arrows open a list of items for selection. By default, the field will be blank. Toreveal the available choices, click on the drop-down arrow. In some instances where you canmake more than one selection, hold down the Ctrl key for individual selections or the Shift1 of 232Release 3.0 12 October 2012 4:22 pmCopyright United Nations 2012. All rights reserved.
Manual for the Hiring Manager on the Staff Selection System (inspira)key for consecutive group selections. Maximize button Hyperlinks redirect to another page associated with the selected workflow where additionallocated in the lower right corner of the screen enlarges to screen.information can be viewed or entered, i.e. First, Previous, Next, Last which allow you to sortthrough the first, previous, next and last pages respectively. Fields marked with an asterisk (*) are required fields and must be completed before inspiraallows you to continue to the next step in the workflow. Calendar boxes open to the current month’s calendar with today’s date highlighted. Theappropriate month, day and year must be selected to populate the corresponding field. TheCalendar pop-up page provides additional navigational features that allow movementbetween calendar months and years. Textbox fields require you to enter specific information. Look-upicons open tables from which you can make a selection or perform a more precisesearch. You can perform a Basic or Advanced search and can either search by Category (enteralphabetic characters), Description (enter alphabetic characters), or by using the availablephrase and a keyword, e.g. select the phrase ‘contains’ and enter ‘Human Resources’.The results can be displayed on one or several pages. Click on View All to displayup to 300 results. Since only the first 300 results can be displayed, perform a moretargeted search to reduce the number of search results to find the desiredinformation within the first 300 records. To sort your results alphabetically ornumerically in ascending or descending order, click on the underlined title of therespective column.If your search yieldsmore than 300results, redefine yourcriteria to reduce theresultsStatement appearswhen the results aremore than 300Navigate throughthe list by clickingon the First, or Lastlinks or the Previous or Next a
United Nations October 2012 (Release 3.0) 2012 Hiring Manager’s Manual Manual for the Hiring Manager on t
After the form has divisional and budget approval it is sent to HR, where the job is posted in Technomedia and the hiring manager is assigned and sent an email. Hiring Manager Training Manual 4 3. In this email sent to the hiring manager, the link for Technomedia is identified and it is stated that .
automated hiring systems can be used in the hiring process, particularly to help identify and select the best person for the job. Below, we provide an overview of our major findings. The Technology Automated hiring systems have a place in Federal hiring—but only if used wisely. Automated hiring systems can be used to identify a pool of
develop a recruitment plan and initiate the recruitment process. 2. The hiring department (hiring manager and SME's) completes an analysis of the essential functions and physical abilities required for the position. 3. HR and the hiring department may complete a job analysis to determine the essential requirements and
Resume/CV. The Cover Letter is your chance to explain to the Hiring Manager why you are the right person for the job, while the Resume is a summary of your professional and educational background. The Cover Letter is often the first thing the Hiring Manager will read about you. The Hiring Manager will de-
HR to connect and share information with Hiring Manager Users who need to provide feedback on work within USA Staffing. Through this interface, HR and Hiring Manager Users are able to share notes, review assessment and announcement information, review applicant documents, and collaborate on certificates/new hires all within one system.
View Resumes in PeopleSoft Job Aid 2) Have your Hiring Manager list you as an interviewer When a hiring manager in your department posts a job, they list the interviewers that will talk with the candidate. You must be listed there in order to see the resumes. The Hiring Manager can add you to the list at any ti
information from the hiring manager. These items are also contained on the Hiring Manager’s Checklist: o A listing of the required documents needed from each applicant - For faculty positions, the minimum requirement is a cover letter, resume/CV, three l
support the learning of pupils with English as an additional language (EAL), basing these ideas on university- and school-based training, reading, dialogue and reflection. For the purposes of this piece of research, postgraduate student teachers training to teach pupils aged 3–11 were each asked to ‘picture’ one child with EAL encountered during blocks of school-based training, to .
