Recruitment

Question 1

1. When creating a job request, hiring manager should use one of the following job opening types:

Answer 1

position specific, newly established position, reclassified, vacant for 1 year.

generic- create and maintain roster

recruit from roster

Question 2

job opening types:

Answer 2

• Standard Requisition: Vacancy announcement for all positions which are not in the peacekeeping and special political missions and not at the D-2 level.
• Recruit from Roster: Vacancy announcement which may be used by entities with approval to use
roster-based recruitment, peacekeeping operations, special political missions and other field operations.
• D2 Level Job Opening: Vacancy announcement for D-2 level positions.
• Continuous Job Opening: Vacancy announcement for generic job openings, which is used to create rosters for the field.

Question 3

Classification options

Answer 3

Generic job profile (GJP)
If a GJP relevant to the position is available, hiring managers may utilize it as the basis for the creation of the job opening following classifiable advice indicating that the position is associable to the GJP.

Standard job description (SJD)
Once the evaluation criteria of an SJD based job opening are reviewed and approved by a Central Review Body (CRB), subsequent job openings utilizing the same SJD may be reviewed and approved by recruiters if no major deviation exists (i.e. requirements remain unchanged while desirables may vary depending on the focus of the position in the specific location).
Individually classified job description

Individually classified job description
The evaluation criteria of job openings based on the individually classified job description will be reviewed and approved by the central review bodies.

Previously published job opening Job openings based on a previously published job opening within one year may be reviewed and approved by senior recruiters.

Question 4

1. A request for cancellation before the review body compliance review may be approved based on the following reasons:

Answer 4

• Insufficient funding of the job opening
• Abolition of posts or reduction of staff
• Significant changes to the functions of the advertised job opening
• Changes to the organizational structure affecting the advertised job opening
• No eligible or suitable candidate
• No qualified candidates of the gender which is underrepresented for the job opening level
• For geographical posts, no qualified candidates from unrepresented, underrepresented or within range Member States
• The head of entity has decided to laterally reassign a staff member to the position
• Temporary hiring suspension due to the liquidity situation or relevant causes

Question 5

1.1 Requests for the classification or reclassification of a post

Answer 5

(a) When a post is newly established or has not previously been classified;
(b) When the duties and responsibilities of the post have changed substantially as a result of a restructuring within an office and/or a General Assembly resolution;
(c) Prior to the issuance of a vacancy announcement, when a substantive change in the functions of a post has occurred since the previous classification;
(d) When required by a classification review or audit of a post or related posts, as determined by the classification or human resources officer concerned

Question 6

Procedure for classification or reclassification

Answer 6

2. 1 Requests for classification or reclassification of posts1 shall be submitted to:
   (a) The Assistant Secretary-General for Human Resources Management, in the case of:
   (i) Posts in the Professional category and at the Principal Officer (D-1) and Director (D-2) levels, except when authority for classification of such posts has been delegated to the head of office, in which case the request shall be submitted to the head of that office;
   (ii) Posts in the Field Service category;
   (iii) Posts in the General Service and related categories at Headquarter;
   (iv) Posts in the General Service and related categories in small and medium-sized duty stations, except where posts at such duty stations are administered by the offices indicated in subparagraph (b) below;

Question 7

Such requests shall include:

Answer 7

Such requests shall include:

	(a) A complete and up-to-date job description for the post in question, using standardized job descriptions, where applicable;
	(b) An up-to-date organizational chart showing the placement of the post in question and of other posts that may be affected by the classification or reclassification requested;
	(c) A valid and available post number confirming the existence of a post approved at the appropriate level in the budget, unless the request is submitted for advice prior to a budget submission. When available, the Integrated Management Information System (IMIS) post number must be used.

Question 8

Classification standards

Answer 8

(a) In accordance with the applicable classification standards established by the International Civil Service Commission for posts in the Professional category and at the D-1 and D-2 levels and for posts in the General Service and related categories at the duty station concerned, except as provided in subparagraph (b) below;
(b) In accordance with the classification standards approved by the Secretary-General for:
(i) Posts in the Field Service category;
(ii) Posts in the Security Service category at Headquarters.

Question 9

Geographical Diversity

Answer 9

To achieve this goal of increasing the representation of unrepresented and underrepresented Member States and less represented regional groups, three streams have been established:

Question 10

The strategy focuses on two principal areas under the overarching concept of greater geographical diversity:

Answer 10

(1) equitable geographical representation; and (2) greater regional group diversity.

Question 11

causes of Geogrphical diversity

Answer 11

challenges in supply of appli-cants from un- and underrepresented Member States, particularly from certain Arabic, Pacific Island, and African Member States; a diminishing workforce due to downsizing and challenges in workforce planning and outreach by entities

Question 12

To achieve this goal of increasing the representation of unrepresented and underrepresented Member States and less represented regional groups, three streams have been established:

Answer 12

1) internal direction, messaging, guidance and monitoring and awareness campaigns targeting both the top management and operations, and strengthened accountability mechanism;
2) outreach activities both offline and online through existing and new tools and platforms to promote jobs and improve employer brand; and
3) leveraging on the knowledge, experience and resources of Member States, other UN organizations and international organization networks.

The Geographical Diversity Strategy
In short, the UN takes a three-pronged approach by: (1) internally steering appointment decisions through direction from the top, increasing awareness and knowledge and strengthened accountability mechanism, (2) externally intensifying efforts to attract new talent, and (3) leveraging partnerships with Member States, UN system and other networks.