- The job posting is the text that will be advertised on Careers Portal and inspira Tip 2.9. It must be aligned with the evaluation criteria and the approved classification document (generic job profile, individually classified or standard job description) or the previously published job opening.
The hiring manager should ensure that the job opening contains the following information:
- Posting title and level
- Organizational settings and reporting line
- Work experience
- Assessment methods
- Special notice
- In case modifications have been made from the approved classification document or previously approved job opening, the hiring manager must highlight the changes to the staffing table manager and recruiters.
- The list of commonly used standard clauses can be accessed and downloaded through a link that appears at the top of the Job Postings page or through the dropdown menus of each section of the Job Postings page. Hiring managers should download the standard clauses on a regular basis as there may be updated language to the standard clauses which will need to be reflected in the job opening.
- The language of the job posting should reflect the evaluation criteria of the job opening and be crafted to facilitate the identification of suitable applicants. The evaluation criteria of the job posting should be clear, precise and objective.
- In the areas of work experience and languages, mandatory criteria should be indicated as required, and any additional criteria which may or may not be applied to shortlist candidates should be indicated as desirable.
- Hiring managers should be mindful of the following considerations for the following areas:
Expand each item for a description:
- Work experience
- Work experience criteria should reflect the minimum number of years of work experience required in the substantive areas relevant to the functions of the position and the standard work experience requirements specified in Annex I for the level and category of the position. The work experience criteria should not limit the eligibility of applicants to experience acquired in the UN, according to the General Assembly mandate to treat externals and internals equally.
- English and French are the two working languages of the United Nations Secretariat, and fluency in either language is required for staff positions. A specific working language may be required, if necessary, to perform the functions of the position. Fluency or knowledge of the other working language may be required or desirable.
Fluency or knowledge of additional languages may be considered required or desirable in the following scenarios:
- When there is an applicable duty station-specific working language according to Secretary-General’s Bulletin ST/SGB/201 for positions in the relevant regional commissions;
- For positions in the field, languages which are the official languages of the country of the duty station or spoken in the country of the duty station; or
- If any other languages are needed to perform the functions of the position.
- For positions at the P-5, D-1 and D-2 level, the standard approach is indicating five competencies including the core value of professionalism and two managerial competencies. For other positions the norm is three competencies including the core value of professionalism. A fourth competency which is a managerial competency may be included for P-4 positions with managerial responsibilities.
Having chosen the most important competencies, hiring managers must list all standard indicators for each competency. Indicators related to subject matter expertise and knowledge may be added as part of the core value of professionalism. The indicator for gender should always be included under professionalism, except for the P-5, D-1 and D-2 level job openings in which the indicator should be added under the competency of leadership, if it is included.