Staff Selection System
Table of Contents
Staff Selection System
What’s New!
About this Manual
Chapter 1: The Staff Selection System
Staff Selection Manual
Management Dashboard
Performance Target: Staffing Timelines
Performance Target: Gender Parity and Geographical Diversity
Gender Parity
Geographical Diversity
Tools for Considering Gender and Geographical Representation
inspira Business Roles
System Updates and Enhancements
Chapter 2: Creating Job Openings
Creation of a Job Request by Hiring Managers
Job Details
Evaluation Criteria
Job Postings
Submitting Job Requests to Staffing Table Managers
Review of the Job Request by Staffing Table Managers
Approve or Deny Job Requests
Chapter 3: Approving Job Openings
Approve, Push Back or Deny Job Requests
Review of the Job Details
Review of Evaluation Criteria and Job Posting
Review of Evaluation Criteria by the Central Review Bodies
Translation in English or French
Publishing Job Openings
Chapter 4: Screening Applications
Automated Screening Rules
Screening Based on Mandatory Questions Related to Integrity and Performance Standards
Crimes or Violation of Human Rights or Humanitarian Laws
Sexual Exploitation and Abuse
Workplace Disciplinary Processes or Investigations
HR Assessment
Changing Dispositions after HR Assessment
Completing HR Assessment
Chapter 5: Priority consideration and selection of downsized staff members
Applications of Downsized Staff members
Identifying downsized staff members that have applied to a job opening
Consideration of downsized staff members
Selection of downsized staff members
Chapter 6: Recommending Roster Candidates
Identifying Roster Candidates
Consideration of Roster Candidates
Preparing for the Recommendation of Roster Candidates
Chapter 7: Preliminary Evaluation
Objectives of the Preliminary Evaluation
Disposition Definitions: Not Suitable, Long List, Remain in Long List, Short List
Methodology to Conduct the Preliminary Evaluation
Evaluating Academic Qualifications
Evaluating Work Experience and the Answers to the Job-Fit Questionnaire
Evaluating Language Proficiency
Evaluation Tools
Options for Preliminary Evaluation
Chapter 8: Assessments
Assessment Panel
Inviting Applicants for Assessment
Assessments Other than Competency-Based Interviews
Competency-Based Interviews
Finalizing and Recording Assessment Results
Finalizing and Recording Results for Assessments Other than Competency-Based Interviews
Finalizing and Recording Results for Competency-Based Interviews
Create a Final Assessment Record Using the CBI Evaluation Tool
Create a Final Assessment Record Using the Legacy inspira Tool
Chapter 9: Preparing for Compliance Review
Preparing the Transmittal Memo
Comparative Analysis Report Review and Final Checks
Submission of the Transmittal Memo
Chapter 10: Compliance Review
Checklist for Recruiters
Status Matrix Update by Recruiters
Submission to the Central Review Bodies
Review by the Central Review Bodies
Chapter 11: Selection
Considering Integrity and Performance
Crimes or Violation of Human Rights or Humanitarian Laws
Sexual Exploitation and Abuse
Disciplinary and Administrative Measures
Performance Evaluation Reports
Reference Verification
Other Selection Considerations: Status Matrix
Notification to Candidates after Selection
Selection or Offer Decline, or Departure of Selected Candidate
Chapter 12: Cancelling Job Openings
Before Compliance Review by the Review Bodies
During or After Compliance Review by the Review Bodies
Other Reasons for Cancellation
Reflecting Cancellation Decisions in inspira
Chapter 13: Rosters
Roster Candidates and Roster
Inclusion in the Roster
Roster Search
Resources
Annexes
Annex I: Education and Work Experience Requirements
Professional and Higher Categories
Field Service Category
National Professional Officer Category
General Service and Related Categories Excluding the National Professional Officer Category
General Service Category
Security Service Category
Public Information Assistant Category
Trades and Crafts Category
Language Teacher Category
Annex II: Eligibility Determination Based on Job Opening Level, and Staff Level and Job Category
Annex III: Custom Questions in the Job-Fit Questionnaire
Custom Questions Related to Education: Specific/Specialized Degrees & Professional Certifications
Custom Questions Related to Responsibilities and Professionalism
Custom Questions Related to UN Competitive Examinations
Custom Questions Related to Language: Specific Skills and Flagging Desirable Criteria
Custom Questions Related to Duty Station
Custom Questions Related to Eligibility
Automatic Screening Rules
Age
Academics
Consultants, Individual Contractors, Interns and Gratis Personnel
Criminal Record, Human Rights or Humanitarian Law Violation
Experience
Family Relationship
Former UN Staff Members
FS Applying to P Positions
GS Applying to P and Above
JFQ Responses
Lateral Moves
Language Staff Applying to Non-Language Post
Level
National Professional Officer Positions
Sexual Exploitation and Abuse
Temporary Appointee Applying to Current Job
Workplace Investigation, Disciplinary Process
YPP 2 Year Initial Assignment
inspira Tips
Tip 1.1: Find an Existing Job Opening and Go to the Landing Page
Tip 1.2: Generate Gender, Geographical and Region Summary Reports
Tip 1.3: Submit Requests for inspira Business Roles
Tip 2.1 : Initiate the Creation of a Job Opening (for Hiring Managers)
Tip 2.2: Complete the Job Details Page (for Hiring Managers)
Tip 2.3: Complete the Evaluation Criteria Page (for Hiring Managers)
Tip 2.4: Enter Work Experience Criteria in the Job-Fit Questionnaire (for Hiring Managers)
Tip 2.5: Enter Custom Question(s) in the Job-Fit Questionnaire (for Hiring Managers)
Tip 2.6: Review Entries in the Job-Fit Questionnaire (for Hiring Managers)
Tip 2.7: Export JFQ entries to the Job Postings page (for hiring managers)
Tip 2.8: Translate JFQ entries (for hiring managers)
Tip 2.9: Complete the Job Postings Page (for Hiring Managers)
Tip 2.10: Find a job request that was previously saved (for hiring managers)
Tip 2.11: Submit a job request to the staffing table manager (for hiring managers)
Tip 2.12: Review and Approve a Job Request that has been Submitted (for Staffing Table Managers)
Tip 3.1: Find and Access a Job Opening Pending Approval
Tip 3.2: Approve, Push Back or Deny a Job Request
Tip 3.3: Add a Primary Recruiter and Additional Recruiters
Tip 3.4: Submit a Job Opening for the Review of a Central Review Body
Tip 3.5: Go to the Next Step When Review by a Central Review Body Is Not Required
Tip 3.6: Record a Recommendation Regarding the Evaluation Criteria and the Job Posting (for CRB members)
Tip 3.7: Submit the Text of a Job Posting for Translation
Tip 3.8: Publish a Job Opening
Tip 4.1: View the Disposition Given by the Automated Screening
Tip 4.2: Review the Detailed Screening Results for each Screening Rule
Tip 4.3: Access Applicants under HR Assessment Required and Identify Which Screening Rule Needs to Be Assessed
Tip 4.4: Generate the HR Assessment List in Excel
Tip 4.5: Generate a Manual Notification for Communications with Applicants
Tip 4.6: Use Send Correspondence (Editable) for Communications with the Applicants
Tip 4.7: Change the Disposition of an Applicant After HR Assessment
Tip 4.8: Notify the Hiring Manager of the Completion of the HR Assessment
Tip 5.1 Immediately recommend a downsized staff member candidate for selection
Tip 5.2 Select ‘Not Recommended’ for a downsized staff member candidate
Tip 5.3 Attaching the mandatory justification for selecting ‘Not Recommended’ for a downsized staff member
Tip 5.4: The Recruiter prepares the job opening for selection of the downsized staff member
Tip 6.1: Immediately Recommend a Roster Candidate for Selection
Tip 6.2: Access and Update the Status Matrix
Tip 6.3: Prepare the Job Opening for Roster Selection
Tip 7.1: Access Candidate Summary Landing Page
Tip 7.2: Review Each Candidate Summary
Tip 7.3: Conduct Preliminary Evaluation Using the Candidate Summary Tool
Tip 7.4: Review the Analytics Dashboard Using the Candidate Summary Tool
Tip 7.5: Change Dispositions of Applicants Without Recording Ratings or Comments (Legacy inspira Tool)
Tip 7.6: Change Dispositions of Applicants and Record Ratings and Comments in Online Page (Legacy inspira Tool)
Tip 7.7: Change Dispositions of Applicants and Record Ratings and Comments Using Offline Excel Template (Legacy inspira Tool)
Tip 7.8: View Details of the Preliminary Evaluations given to Applicants (Legacy inspira Tool)
Tip 7.9: Generate and Use the Work Experience Criteria Report of Applicants (Legacy inspira Tool)
Tip 7.10: Download all PHPs (Legacy inspira Tool)
Tip 7.11: Generate Applicant List with Roster, Gender and Nationality Info (Legacy inspira Tool)
Tip 7.12: Generate the GGST Request Form with Contact Information (Legacy inspira Tool)
Tip 7.13: Use the Applicant Search Tool (Legacy inspira Tool)
Tip 8.1: Add Names of the Assessment Panel
Tip 8.2: Send Correspondence (Blank, Editable Communication Tool)
Tip 8.3: Disqualify Short Listed Applicants Who Do Not Participate in Assessments Including CBI
Tip 8.4: Record Results of Assessments Other Than CBI
Tip 8.5: Online Batch Input of Test and Final Assessment Results
Tip 8.6: Offline Batch Input of Test and Final Assessment Results (Excel)
Tip 8.7: Access the CBI Evaluation Tool
Tip 8.8: Generate Interview Templates and Record Interview Findings Using the CBI Evaluation Tool (for Panel Members)
Tip 8.9: Create a Final Interview Assessment Using the CBI Evaluation Tool (for Hiring Managers)
Tip 8.10: Finalize Interview Assessment Using the CBI Evaluation Tool (for Hiring Managers)
Tip 8.11: Create a Final Assessment Record Using the Legacy inspira Tool (for Hiring Managers)
Tip 9.1: Prepare and Submit a Transmittal Memo (for Hiring Managers)
Tip 9.2: Generate the Comparative Analysis Final Report
Tip 10.1: Access a Submitted Transmittal Memo
Tip 10.2: Access and Update the Status Matrix
Tip 10.3: Download the Full Status Matrix
Tip 10.4: Activate or Deactivate the Umoja Downsizing Field for Positions in Umoja (for Staffing Table Managers)
Tip 10.5: Submit the Recruitment Case to the Relevant Central Review Body
Tip 10.6: Record a Recommendation Regarding the List of Recommended Candidates (for CRB Members)
Tip 11.1: Make a Selection Decision
Tip 11.2: Send Manual Notification to Candidates Other than the Selected Roster Candidate in Case of Roster Selection (for Recruiters)
Tip 11.3: Select Another Candidate When the Initially Selected Candidate Declines the Offer (for the Heads of Entity)
Tip 11.4: Select Another Candidate When the Initially Selected Candidate Vacates the Position Within One Year of Selection (for Senior Recruiters and Heads of Entity)
Tip 12.1: Cancel a Job Opening After Advertisement (for Senior Recruiters)
Tip 12.2: Notify Applicants of Job Opening Cancellation (for Recruiters)
Tip 13.1: Perform a Roster Search (for Senior Recruiters, Recruiters, Staffing Table Managers and Occupational Group Managers)
Regulations, Rules, Policies and SOPs
Assessments Other than Competency-Based Interviews
Assessment Panel
Automated Screening Rules
Before Compliance Review by the Review Bodies
Checklist for Recruiters
Consideration of Roster Candidates
Creating Job Openings
Custom Questions in the Job-Fit Questionnaire
Disposition Definitions: Not Suitable, Long List, Remain in Long List, Short List
Evaluating Academic Qualification
Management Dashboard
Other Selection Considerations: Status Matrix
Preparing for Compliance Review
Screening Applications
Selection
Staff Selection Manual
Status Matrix Update by Recruiters
Videos
Tip 2.4: Enter Work Experience Criteria in the Job-Fit Questionnaire Video
Tip 7.1: Access Candidate Summary Landing Page Video
Tip 7.2: Review Each Candidate Summary Video
Tip 7.4: Review the Analytics Dashboard Using the Candidate Summary Tool Video
Tip 8.7: Access the CBI Evaluation Tool Video
Tip 8.8: Generate Interview Templates and Record Interview Findings Using the CBI Evaluation Tool (for Panel Members) Video
Tip 8.9: Create a Final Interview Assessment Using the CBI Evaluation Tool (for Hiring Managers) Video
Tip 8.10: Finalize Interview Assessment Using the CBI Evaluation Tool (for Hiring Managers) Video
Building the New Job Opening in inspira
Download as PDF
Tip 5.4: The Recruiter prepares the job opening for selection of the downsized staff member
In the job opening, click on the tab
Details
>
Job Details
.
In the Status Reason dropdown menu, select
No
CRB
/
SRG
Required
.
Click
Save
.
Last modified:
1 August 2023
Tip 5.3 Attaching the mandatory justification for selecting ‘Not Recommended’ for a downsized staff member
Tip 6.1: Immediately Recommend a Roster Candidate for Selection
