nato unclassified nato recruitment and selection intensive hrm training day dr. eric welch head,...
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NATO UNCLASSIFIED 1
NATO RECRUITMENT AND SELECTION
Intensive HRM Training Day
Dr. Eric WelchHead, Talent Management and
Organizational DevelopmentNATO HQ
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HR Vision
HR Mission
NATO International Staff attracts, retains and develops a diverse and flexible cadre of highly qualified staff who can adapt to and deliver on the evolving priorities of the Alliance.
To serve as a strategic business partner by providing efficient and effective HR leadership, expertise, products and results.
NATO IS Excellence
HR Leadership
Staff Diversity and
Culture
Efficiency and Planning
Leveraging Change
Recruit the Right Talents
Evolve Training & Development Programs
Align and Manage Performance
Create Flexible Employment Framework
Balance Retention and Rotation
Enable Internal Mobility
Increase Geographic Diversity
Advance Gender Balance
ClarifyEmployment Mix
Increase Employee Engagement
Clarify Manpower Targets and Priorities
Validate IS Grade Levels
Continue Vacancy Prioritization
Finalize NNHQ Support Staff Design
Identify New Ways of Working
Develop Training for NNHQ Transition
Prepare HR Business Processes for NNHQ
Right Peoplein the
Right Jobs
EasierHR Decisions
Engaged & Representative
Workforce
Valuefor
Money
BetterService Delivery
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NATO UNCLASSIFIED
Describe the profile
Identify the person
Train/ Develop the
person
Design the posts
Human Resource Management Process
Strategy and Requirements
Performance (Organizational and personal)
Recruitment
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NATO UNCLASSIFIED
Director HR
Policy and Strategy Coordination Staff Services
Management and Organizational
Support
RecruitmentTalent Management and Organizational
DevelopmentHR Advisers
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NATO UNCLASSIFIED
Recruitment Mission Statement
Attract, select and hire the best qualified candidates to ensure
proper staffing of the NATO International Staff permanent posts
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NATO UNCLASSIFIED
Recruitment Challenges
• Hire based on merit…• …combined with a need for fair geographical
distribution• Equity / transparency / integrity => “Public
Accountability”• Cultural differences - linguistic barriers• Very diverse profiles
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NATO UNCLASSIFIED
NATO’s Diversity Goals
Attract and retain a
talented and diverse NATO workforce
Create policies, directives, plans, programmes, and
services that meet the diverse needs of NATO’s
employees.
Identify and address diversity barriers within
NATO’s policies and programmes
Have a workforce that is
representative of the member Nations that are
employed at NATO
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NATO UNCLASSIFIED
NATO’s Value Statement and Diversity Definition
NATO’s Diversity Value Statement: NATO is committed to providing equal access to employment, advancement and retention in the Organization.
Diversity Defined: the key elements that make us individuals, and thus different (i.e., gender, age, nationality, race, religion, cultural background, sexual orientation).
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NATO UNCLASSIFIED
2013 Diversity Situation: Gender
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NATO UNCLASSIFIED
Challenges and Parameters
• CURRENT HIRING PARAMETERS:• Merit-based recruitment process• No agreement among Nations for targets or quotas• For Senior Positions (A6-A7, and U1-U4), Nations invited to forward
candidates
• CHALLENGES:• Nations expect gender and geographical diversity• Internal and External perceptions of NATO that are difficult to
overcome:– Only for Military or applicants with Military Experience– Old Boys’ Club– No Work/Life Balance
• Budgetary Constraints• Branding: HR mechanisms and tools not the same NATO-Wide
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NATO UNCLASSIFIED
HR Strategy 2013/ Diversity Action Plan
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NATO UNCLASSIFIED
• Work-Life Balance– Flexitime, Tele-working– Part-time work– Parental Leave
• Other Policies, Programs and Initiatives– Mentoring/ Coaching– Women’s Professional Network– Hiring and Sourcing: Recruitment mechanism and tools that
attempt to remove barriers for women and nations with a lower presence
– Internship Programme– Horizontal Mobility
Diversity Initiatives
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NATO UNCLASSIFIED
Recruitment Workflow Overview
A three-phase process:• Advertisement
– Describe job reality– Advertise job on relevant recruitment channels
• Selection– Shortlist candidates– Select candidates (tests/phone screen/interview/assessment
center/group exercise)• On boarding
– Nomination process– Completion of security and medical file– Offer process
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NATO UNCLASSIFIED
1 - Advertisement
• Advertised for 4-8 weeks• NATO internet and intranet• Job boards, press, specialized media for some• Social media for some
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NATO UNCLASSIFIED
1 - Advertisement
• Structure of a vacancy notice:– Job information (location, pay grade)– Summary of job – Essential and Desirable Qualifications and
Experience– Main Accountabilities– Interrelationships– Competencies– Contract clause– Details on how to apply
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NATO UNCLASSIFIED
2 - Selection
• The steps:– Prescreen by HR based on essential qualifications– Long/Shortlist provided by Division– Selection tools applied– Panel report written– Selection approved– Nomination letter sent to candidate and
Delegation
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NATO UNCLASSIFIED
2 - Selection
• Application form negative elements– Wrong or multiple vacancy numbers– Incomplete fields: not answering questions– “Please see CV”– Unknown acronyms– Too much (unrelated) content– References– Unprofessional writing: e.g., ;-)
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NATO UNCLASSIFIED
2 - Selection
• Application form positive elements
– Complete– Relevant history– Meets all requirements– Key questions/challenges
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NATO UNCLASSIFIED
2 – Selection tools
• Prescreening questions• Written test (online/onsite)• Phone Screening• Language test• Psychometric testing• Competency based interview panel• Group exercise• Presentation/briefing• Assessment Center
These can be either informative or multiple-hurdles
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NATO UNCLASSIFIED
2 - Selection Process
Pre-screening Screening by division Online testing Telephone
interviews Psychometric testingCompetency based panel interviews
Panel discussion and
decision
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NATO UNCLASSIFIED
“On boarding is the process of acquiring, accommodating,
assimilating and accelerating new team members, whether they come
from inside or outside the Organisation”
From “How To Get Your Employees Up to Speed in Half the Time” – G. Bradt & M. Vonnegut(John Wiley & Sons, 2009)
3 - Onboarding
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NATO UNCLASSIFIED
3 - Onboarding
The steps:• Nomination letter sent to candidate• Security clearance• Medical clearance• Offer letter sent to candidate• Offer accepted and start date confirmed
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NATO UNCLASSIFIED
Current Projects
• Improve quality: Selection Improvement Programme (SIP)
• Support non/under-represented Nations• Reduce time/cost to hire• Social media• Shared services• Develop a Selection Best Practices Community
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NATO UNCLASSIFIED
Selection Improvement Programme (SIP) – 1/2
• Some candidates interviewed on the basis of paper application only are found unqualified
• Waste of time, money and productivity• Introduction of “Long-lists” leading to “Short-
lists”, coupled with the use of more filtering tools
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NATO UNCLASSIFIED
Selection Improvement Programme (SIP) – 2/2
• Measures for better filtering include:– Structured phone screening– Structured reference checking– Selective (online) testing– Psychometric testing
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NATO UNCLASSIFIED
Steps to take
Applicant pool
LongList(max. 15)
ShortList(max.5)
Better/more filtering tools
Better initial screeningBetter/more filtering tools
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NATO UNCLASSIFIED
Support to Delegations
• Launched in 2010• Developed in the context of the HR Strategy
work to improve national balance in the IS• “Coach newer members on IS selection
criteria and processes” – Report on HR strategy
• Collective phase rolled out to all in 2010; small-group and individual phases rolled out over the next years
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NATO UNCLASSIFIED
Support to Delegations: 3 Phases
• PHASE 1: 1-day presentation on recruitment and selection process to all delegations
• PHASE 2: 3 workshops on recruitment and selection practices to 5 Nations
• PHASE 3: Customized individual approach based on the expressed needs of the 5 Nations
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NATO UNCLASSIFIED 29
Eric Welch, Ph.D.North Atlantic Treaty Organization
[email protected]+32 (0)2 707 3750
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NATO UNCLASSIFIED
Use and predictive validity of selection tools
Source: “How to get the best out of your selection process”, Etienne Van Keer, Jeroen Bogaert, Hudson, 2011
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ME
Objectives: I will set them with my manager
Mid-term: we will review progress
Annually: I will be evaluated on my work and on ….
My Competencies
And if I want OR I need, I can further develop my Competencies………….
Competenciestraining
NATO’s Objectives & Needs
My Post Description
My Languages
My ITBecause of
different job families and work levels
Language Courses
IT Training
NATO Executive Development Programme
Pre-deployment training
ManagementDevelopment Programme
Senior Circle
Leadership Journey
My Result Areas
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NATO UNCLASSIFIED
PHASE 1
1-day workshop on recruitment and selection in the IS, including:
– Overview of the process– Vacancy notices– Application form– Assessment centres– Role of the delegation
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NATO UNCLASSIFIED
PHASE 2
1. Participation in a 1-day training on interviewing skills
2. Observation of a mock recruitment panel, including explanation on key milestones of our process
3. Conversation with a panel of newly hired IS staff on their experience/success
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NATO UNCLASSIFIED
PHASE 3
Individually customised programme to be developed with the nation, including activities such as:– Press/internet communication about NATO
opportunities and recruitment– Training opportunities for national POCs– Roadshow in capitals– Feedback/trends on national candidates’
performance
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NATO UNCLASSIFIED
Contract Policy
Contract Policy:• Specialist posts:
– Project (Definite – Length of project)– Technical (Definite – 6 years)– Political (Definite – 6 years)– Short-term assignment (Definite – 2 years)
• Generalist posts:– L, B or C grade (Initial – 3 + Indefinite)– A grade (Definite – 6 years + Indefinite)– Young Professional (Definite – 6 years)
• Secondee posts (Definite – 6 years)
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NATO UNCLASSIFIED
Key Indicators
11,000 applications
535 tests
400 interviews
116posts
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NATO UNCLASSIFIED
Recruitment Workflow
Advertisement
Selection
On-boarding