Working for WHO

Objective of the Presentation Give an overview of work of WHO: To show the type of staff profile who work at WHO and their background Inform you of possible career opportunities for working at WHO in public health

UN specialized agency for health (1948), led by Dr Margaret Chan 194 Member States Headquarters in Geneva, 6 regional offices, 151 country offices & some 8000 staff across the world budget of US$ 3.98 billion Core objective: attainment by all people of the highest possible level of health (WHO constitution). (Article 1, Chapter I, WHO Constitution) WHO is…

4.4. The mission of WHO is the attainment by all peoples of the highest possible level of health. Typical job titles Job Titles Technical Officer – Nutrition Policy & Food Security Project Officer – Emergency health & Humanitarian Action unit M edical Officer, Hepatitis, HIV/AIDS A dvisor, Mental Health and Substance Abuse Operations Officer, Polio Medical Epidemiologist Health Economist Finance, HR, Administrative Officer

5.5. The mission of WHO is the attainment by all peoples of the highest possible level of health. Educational Background Applied Learning & Dev with MPH Politics & International Relations with Public Health Medical degrees (with MPH) Sociology with MBA Nutrition with Master's of Public Health Finance & Banking, Administration with MBA History & Anthropology with International Development Typical educational backgrounds

6.6. The mission of WHO is the attainment by all peoples of the highest possible level of health. Professional Experience Other UN Agencies National Institutions Universities Permanent Missions Ministry of Health Private Sector NGOs & INGOs Typical professional backgrounds

7.7. The mission of WHO is the attainment by all peoples of the highest possible level of health. Distribution of staff by age and category

Staff Working with WHO Globally International Professional Officers National Professional Officers General Service Staff Temporary and Fixed Term possibilities; currently some 50 open vacancies in the IP category across the world

Typical Recruitment Profile Education: Essential - University degree Desirable - Master's degree in public health Behavioural Competencies: Flexible / adaptable / positive attitude to change / effective working relationships Experience: 5 yrs relevant international & national experience Languages: English & French TECHNICAL OFFICER P.3 TECHNICAL OFFICER P.3

Other opportunities to work at WHO Internships Volunteers Junior Professional Programme

Where to find us... Web sitewww.who.int Facebookfacebook.com/WHO YouTube youtube.com/who Google+google.com/+who Storifyhttp://storify.com/who

WHO Recruitment and Selection Process VN publication and candidate application Screening & shortlisting Candidate assessment Recommend -ation Decision

Recruitment requirements per grade GRADENO. OF YEARS RELEVANT EXP. MINIMUM QUALIFICATIONS P11 yearFirst university degree P22 yearsFirst university degree P35 yearsFirst university degree P47 yearsMaster’s level university degree P5/P610 yearsMaster’s level university degree D1/D2Over 10 yearsMaster’s level university degree

Tips for a successful application Application Covering letter Applying to the Vacancy Notice Key Achievements *C.A.R.D

Application: Presenting your skills Link your skills and competencies to the vacancy requirements Briefly explain your educational degrees don’t rely only on the titles IT and non UN language skills Use the correct form (PHF E-Recruit) Briefly explain relevant international work experience

Covering Letters A short targeted letter Use key words highlighted from the Vacancy Summarize and highlight what you can offer Don’t repeat or list your duties

Applying to a Vacancy Notice Review the essential and desirable requirements of the job Match these with your credentials Include relevant additional information List your most recent experience first How can you bridge the gap if you do not have all the requirements?

Key achievements: C.A.R.D.*  C CONTEXT  A ACTIONS  R RESULTS  D DEMONSTRATE ‘Planned and implemented a special event to increase membership and raise funds. Event raised $200,000 and attracted 200 guests, of whom 30% became dues-paying members’ –(Source: provided by PDP)

WHO Recruitment and Selection Process VN publication Screening & shortlisting Candidate assessment Recommend -ation Decision

Screening Process by WHO Pre-screening from candidates responses to screening questions In-depth review of CV Rating of candidates against essential requirements for proposed shortlist for assessment Diversity – at least one qualified woman in shortlist Balanced geographical representation

Testing for technical knowledge and skills Written test – eliminatory (if screening long-list) or complementary (interviewing shortlist) Written test and a presentation at the interview Technical questions and competency based questions at the interview Weighted elements

Competency-based Interview Aims to obtain evidence of behaviour by asking candidates for specific examples based on their practical experience Not a hypothetical situation Focus is on the outcome, what you have learned A structured interview process Past behaviour Future Performance on the job

The Behavioural/Competency Interview Only competencies in the Vacancy announcement assessed Face-to-face and video conferencing A repetitive pattern to each of the questions called SITUATIONAL: ‘Tell us about a time when/can you give us an example of…..’ Probing or follow up questions Negative situational questions Languages tested Marks are weighted

TIPS – S*T*A*R* APPROACH  S SITUATION  TTASK  AACTION  RRESULT

Sample Competency-based interview questions TEAMWORK 1.Tell me about a difficult situation in which your actions created to a sense of teamwork. 2.Tell me an example of a time when you had to build motivation or team spirit with co-workers.

Tips for a successful interview Read the Vacancy Notice Thoroughly – familiarity with the job Research the department and area of work Prepare a good MOTIVATION/SKILL FIT reply. Prepare examples from events in your past that were significant in forming your own personal approaches and traits that apply to the competencies in the VN. Review your CV for examples to demonstrate the related skills. Consider your present or former jobs and how your role fits within the team

Interested? twitter.com/#!/whonews facebook.com/WorldHealthOrganization who.int/employment Thank you