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Once an applicant passes pre-screening his application is sent to the Hiring Manager on a daily basis within the posting period. Roster applicants who are interested by the position and apply, are sent as a priority to the Hiring Manager.
This means that a preliminary evaluation of the applicants may be conducted while the job opening is still active. But, only after the expiration of the deadline assessments can be conducted by the Hiring Manager with the assessment panel.
The best candidates will be invited for a Competency Based Interview. And, this assessment will aim to determine which candidates meet the technical requirements and competencies for the job opening.
The Hiring Manager will have the responsibility to choose the most appropriate methods to measure knowledge and experience for the position. Roster applicants will be considered immediately for a position. They might have a discussion with the hiring manager. But rostered applicants can get the job quickly.
It might be that more suitable roster applicants will be recommended for the position at this stage and they will need to go to the Competency Based Interview. And, since all all the job openings are urgent, rostered applicants, will be selected as soon as possible, if the job is advertised for “rostered applicants”.
As said before, if you are not on a roster you can still apply but chances are minimal. So, best in this case is to apply for positions that will put you on different rosters that interest you. If you pass this assessment you will go to the next phase, the CBI. And, at least an assessment, a CBI if not both will be organized.
In the next lessons we are going to discuss about the evaluation of applicants, the assessment panel and assessment methods.
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