Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
The Recruitment Steps
Transcript of The Recruitment Steps
In order to achieve its mission,
the ICC requires certain amount of manpower
to get the job done.
After the ICC identifies the work to be done
and the amount of people that it will require
to do so, it prepares a budget document that
presents to the Assembly of States Parties (ASP).
The ASP is the group of countries that annually
contribute to the ICC budget. The ICC, in the
end, is accountable to them.
Once the ASP approves the budget, we, the
Staffing Unit, come into play.
The Recruitment Process at the
International Criminal Court
At the ICC we consider the recruitment of our staff a very serious business. It is our job to make sure that at all times there is a fair representation of women and men, that the principal legal systems are present in the Court, and that, among other things, there is an equitable geographical representation in the Professional Category of jobs.
Here you will learn about the Recruitment Process, step-by-step.
2. Vacancy Announcement
Something to bear in mind
The ICC's mission is to trial
persons accused of the most
serious crimes of international
concern, namely genocide, crimes
against humanity and war crimes.
The ICC is based on a treaty,
joined by 110 countries
Before a Vacancy Announcement (VA) is published, the manager of a Section, in consultation with the Staffing Unit, drafts a Work Survey. The Work Survey is a document in which the the needed job is described thoroughly. The Staffing Unit, using the Work Survey as a basis, drafts the VA. The VA is published on the ICC website, is sent to the States Parties, and sometimes is advertised on other websites and publications (such as newspapers and magazines) in order to attract as many applicants as possible.
The Vacancy Announcement contains the following information:
Deadline for applications
Level of the Job (Category)
The Duties and Responsibilities that the job entails
The Experience and Qualifications expected from the candidates
The Knowledge of Languages
Once the VA's is on the website, we start receiving applications from interested candidates. Currently, the application process starts online via SAP eRecruitment. Candidates are requested to complete their online Personal History Form (PHF), select the vacancy advertised and submit their application. When the deadline has passed, we do not accept any more applications. And then we start reviewing, the applications that we received.
We check the candidate's application against the requirements of the VA. The candidates that meet the specifications (such as a university degree and 2 years of relevant experience) will be noted as qualified and those who do not meet the requirements will be noted as not-qualified.
eRecruitment assists us in managing the large number of applications we receive for the different vacancies. The candidate's name, nationality, date of birth, and email address, as well as whether the candidate meet the requirements or not, are later compiled to prepare reports and statistics. One of the reports that we most use is the HR Longlist Report, which gives an overview of all the candidates that applied to a particular vacancy. The Staffing Unit sends this list, together with access to the candidates' PHFs to the Interview Panel. The Interview Panel, after reviewing the application. Makes a selection, a short-list, of candidates that will be further tested and interviewed.
Once the short-list is received back in the Staffing Unit, we organise tests and interviews. The tests can be done either in-house or online. Testing can take place as well in the form of Assessment Centres. These can allow you to demonstrate aptitudes and general skills related to the requirement of the job. Even though testing is not compulsory and not always done, it is still a good practice to filter the best candidates. Interviews can be carried out face-to-face, over the telephone, and via video-conference. Overall, the most common type of interview done at the Court is by telephone. Nevertheless, video-conference interviews are gaining ground for financial reasons.
When the testing and interviews are finished, the Interview Panel prepares a document, the Interview Panel Report, in which a thorough evaluation is given about the candidates' performance during the testing and the interview process. On the basis of that, the Interview Panel makes a recommendation to the Head of Organ, who is the final decision-maker.
5. Selection Committee
6. Offer of appointment
7. Transfer of Data
8. Entry on Duty
Before the Interview Panel Report goes to the Head of Organ, a Selection Committee is convened to review that the whole recruitment process was done in accordance with the established guidelines, rules, and regulations. The Selection Committee can suggest that corrections are done before the recruitment takes place.
After the review of the Selection Committee, the Interview Panel Report is taken to the Head of Organ. The Head of Organ will approve or not approve a recruitment. If the recruitment is not approved, the position may be readvertised or it may be cancelled. However, if the recruitment is approved, the Staffing Unit comes into play to begin the preparation of all the pre-recruitment formalities.
The first step after the Staffing Unit receives the Interview Panel Report from the Head of Organ is to inform the selected candidate(s) and to send regret letters to the candidates that were not successful.
The second step is the preparation of the Offer of appointment (offer). The offer is a contract between the ICC and the selected candidate. The offer expresses the source of funding, the legal framework, the functional title, the duty station, the category, level and step, the salary and the duration of the appointment, among other things. All this information is normally indicated in the VA.
Before we provide the offer, however, we request to the candidate to provide us with an updated and signed PHF, a copy of his/her passport, copies of diplomas, certificates, and any other document mentioned in the PHF. This is not only done to verify the accuracy of the information provided by the candidate in the PHF, but also to start the security vetting process. All staff members of the ICC need to be vetted. Additionally, we forward documents to the selected candidate to perform a medical check, and we send information about living in The Netherlands.
When the selected candidate provides the requested information and accepts the offer of appointment and an entry on duty date has been established, the Staffing Unit makes an announcement to different sections of the organisation that need to be aware of the new staff member's arrival (these sections are Security and Safety, IT, Budget, and the Staff Administration Unit).
After the announcement, the Staffing Unit creates a file with the collected documentation related to the staff member. That is:
Personal History Form
Diplomas and Certificates
Copy of announcement
other relevant documentation
After the announcement has been done and the file has been transferred to the Staff Administration Unit, the process ends.
What next? Well, there is a bit more to learn, of course. Let's hear your questions...