Shortlisting
Once the deadline for a job opening has passed, the hiring manager for the position will screen applications to assess candidates eligibility against the criteria stipulated in the job opening and will produce a shortlist of candidates to pass to the assessment stage of the recruitment process.
Applicants should note that ITC only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.
Technical knowledge and skills assessment
Shortlisted candidates may be requested to participate in an evaluation of their technical knowledge/skills in relation to the functions of the advertised post. These can take the format of a written test or an asynchronous video interview that are sent to the candidate for completion at a time of their choice, within a period defined by ITC. Only successful candidates will be invited for the next stage in the process.
References
Candidates who are under serious consideration will receive an email from the HR Recruitment team to request the contact details of three previous supervisors that can provide a professional reference. Applicants who have worked for the UN common system may be requested to submit their annual performance appraisals.
Competency-based interviews
ITC interviews are competency-based (CBI) and focus on the seven competencies that have been identified as key to the organization and are defined in the UN Competency Framework.
Each job opening lists the competencies that are specific to that post and interviewers will ask questions aimed at determining candidates' past performance, achievements and contributions related to these competencies.
Interviews may take place at ITC Headquarters in Geneva, Switzerland, or via video.
ITC assessment panels for interviews are usually composed of three voting members: the hiring manager, two subject-matter experts at the same or higher level of the job opening, as well as a Human Resources representative who is non-voting.
Notification and appointment
At the end of the selection process, the successful candidate will receive an offer of appointment from ITC Human Resources. Employment with ITC is contingent upon the candidate passing a pre employment medical examination, and verification of diplomas and personal references.
Candidates who participated in interviews will be informed of the outcome of their application; however, we are not able, at the current time, to inform other candidates of the outcome of their applications.
Roster
If after interview, more than one suitable candidate was identified they are placed on the fixed term roster. Rostered candidates will receive an email to confirm their inclusion in the roster for similar posts at the same grade level. Rostered candidate who wish to be considered for a similar Job Opening are still required to actively show their interest by applying directly to that Job Opening.