Busting the Myths Around External Recruitment in International Organisations

Many people believe that international organisations like the United Nations (UN), the European Union (EU), the Organisation for Security and Co-Operation in Europe (OSCE), and NATO rarely recruit externally.

This myth can discourage talented individuals from applying for roles they are well-suited for. Let’s debunk these myths and provide actionable advice to help you confidently apply for these opportunities.

Myth: International Organisations Do Not Recruit Externally

This is not true. Organisations such as the UN, the EU, OSCE, and NATO actively seek external candidates to bring fresh skills and perspectives. I have spoken with senior Human Resource managers from these organisations over the years. The most recent one was a matter of days ago, and the gist of what they all say is"

Each organisation has a balance between internal and external recruitment. They welcome external candidates, particularly women in senior positions and candidates from non-represented or under-represented Member States.

International organisations often face unique challenges that require specific expertise, which might not be available to their current staff. For instance, roles involving new technologies, specialised knowledge in humanitarian law, or expertise in environmental sustainability are frequently open to external applicants. This skill-set diversity ensures that these organisations can effectively address global issues with innovative solutions.

Why Do These Myths Persist?

1. With a large number of applicants per position, people will be unsuccessful, and more people, therefore, speak about not being successful than those who are successful but stay tuned; there are some tips below to help you prepare well!???

2. Disgruntled Applicants: These myths are often spread by individuals who were unsuccessful in their applications. Their negative experiences can lead them to believe that external recruitment is a show that only results in wasted time and energy. If unchallenged within their peer group, the belief persists. Just because your friend didn't get a job, doesn't mean to say you can't. It is a mistake to deselect yourself because of incorrect information.

3.???? Misunderstanding of Processes: Internal candidates sometimes have an advantage due to their familiarity with the organisation. This creates a perception that external candidates are excluded. They are not, but they do have to research more as part of their preparation.

4.??? Rumours and Social Media: Misconceptions can spread quickly within professional circles and through social media, becoming accepted as facts without being challenged. It's essential to scrutinise the sources of such information and rely on official communications from the organisations themselves.

Understanding National and Gender Balance Requirements in Multilateral Organisations

Many multilateral organisations, such as NATO, the EU, OSCE, and the UN, have national balance requirements. These requirements ensure that positions are filled by candidates from a diverse range of member states, promoting a fair representation of all participating countries.

National balance is crucial for maintaining the legitimacy and effectiveness of multilateral organisations. For instance, some positions within the UN and NATO are designated for certain member countries. Roles might be reserved for Eastern European nations to ensure their representation; these are highlighted to be such within the job advert, so there are no surprises. This helps maintain a balanced influence among countries, ensuring that no single nation dominates decision-making processes.

Gender balance is another significant consideration, especially for senior positions. Organisations like the UN and EU are committed to promoting gender equality and often have specific targets for female representation in leadership roles. This commitment fosters a more inclusive work environment and enhances the organisation’s global ability to address gender-specific issues.

Political interests can also influence appointments, particularly at higher levels. Senior positions might be influenced by the need to balance political interests among member states, ensuring that the leadership reflects the diverse political landscapes of the participating countries.

While national and gender balance requirements are beyond your control, your response to these factors is entirely within your control. The best way to navigate these complexities is to focus on your preparation, stressing over what you have no control over, such as our other candidates are preparing or any of their advantages that you may perceive they have is wasted energy on your part. So to focus on yourself here are some of the things you need to do:

?The Reality of External Recruitment

• Cost of Recruitment: Recruitment processes are expensive. If an organisation did not intend to hire externally, it would not waste resources advertising these positions. Recruitment campaigns involve significant financial and logistical investments, which organisations would not undertake without genuine intent to hire externally.
• Skill Gaps: International organisations often seek external candidates to fill skill gaps. For example, they might need expertise in emerging technologies, new methodologies, or specialised fields that current employees do not possess. This need for specialised skills drives the inclusion of external recruitment as a strategic necessity.
• Diversity and Inclusion: Many organisations are committed to improving diversity. External recruitment helps bring in individuals from different backgrounds, enhancing the organisation’s cultural and professional diversity. This commitment to diversity is about meeting quotas and enriching the organisation's capability to handle complex global challenges with varied perspectives.

The Danger of Bad Advice

The most expensive advice you can follow is bad advice. When planning your career, it's crucial not to focus on rumours, conjectures, or misleading information found on social media and search engines. Such bad advice can lead you to miss valuable opportunities, waste time, and even damage your professional trajectory.

Instead, seek information from reliable sources. Official websites, trusted career consultants, and direct communication with current or former employees of the organisations are invaluable. Bad advice often stems from misinformation and a lack of understanding of the recruitment processes. By relying on credible sources, you can avoid costly mistakes and make informed decisions about your career.

?Finding the Right Fit

When searching for jobs, focus on those that energise you, match your skills, and align with your calling or "WHY." If you are passionate and authentic about your career goals and can articulate this well throughout the application and recruitment process, you may achieve success similar to others who have joined these prestigious organisations?

Understanding International Organisations and Multilateralism

International organisations and multilateralism play a crucial role in supporting the Sustainable Development Goals (SDGs) around the globe. These organisations, like the UN, EU, OSCE, and NATO, are composed of various agencies, each with specific mandates and missions aimed at promoting peace, security, human rights, and development.

The recruitment processes within these agencies can differ significantly. For instance, the competency framework and evaluation criteria may vary between agencies. It is vital to thoroughly research and understand the competency framework of the specific agency you are applying to. This knowledge will help you tailor your application to meet the agency's expectations and demonstrate your suitability for the role.?

Practical Advice for Applicants

Research Thoroughly:

Understand the specific requirements and preferences of the organisation and the position you are applying for. This includes awareness of any national or gender balance considerations that might affect your application.

Tailor Your Application Materials:

Customise your CV and cover letter for each application, highlighting experiences and skills most relevant to the position and aligning with the organisation’s mission and values.

Continuously update and refresh your information in the organisation’s application system. Ensure all fields, especially drop-down boxes for experiences and areas of expertise, are accurately populated. This information is often used for initial sifting, so it’s crucial that the computer can score your application effectively.

Focus on What You Can Control:

Instead of stressing over factors like national or gender balance requirements, which you cannot change, concentrate on presenting the best version of yourself. Demonstrate your passion, authenticity, and suitability for the role throughout the application process.

Stay Resilient:

Do not be discouraged by myths and rumours. Concentrate on your strengths and how you can contribute to the organisation’s goals.

Align with the Organisation’s Mission and Values:

Deeply understand the mission, values, and strategic goals of the organisation. Be prepared to discuss how your personal values and career goals align with them during the interview.

Network and Seek Mentorship:

Connect with current or former employees of the organisation. They can provide valuable insights into the application process and the work culture. Mentorship can also guide you through the nuances of working in multilateral organisations.

Do the Work When No One is Looking:

It’s not just about what you say you do or what you do in front of others that counts. If you have a coach, mentor, or other support persons, you can’t rely solely on their guidance. You need to put in the extra work independently, developing your skills and knowledge consistently, even when no one is watching. This commitment to continuous self-improvement will set you apart.

By following these tips, you can enhance your application and interview preparation, increasing your chances of success in securing a role with the UN, OSCE, EU, NATO, or other multilateral organisations and NGOs.

Real-life Examples of External Recruitment

• United Nations: The UN has numerous programmes specifically designed to attract external candidates. For instance, the Young Professionals Programme (YPP) is an annual entry-level recruitment examination to select highly qualified candidates from non- and under-represented countries. This initiative ensures that the UN maintains a diverse and skilled workforce.
• European Union: The EU runs various recruitment drives for external candidates, particularly through the European Personnel Selection Office (EPSO). These drives are for junior positions and mid-level and senior roles where specific expertise is needed. EPSO's transparent recruitment process ensures that all candidates have an equal opportunity to compete based on their qualifications and experience.
• NATO and OSCE: Both organisations frequently advertise roles that require external expertise. NATO's International Staff, for example, includes professionals from member countries who bring in fresh perspectives and specialised skills. Similarly, the OSCE recruits for various missions and headquarters positions, often seeking candidates with unique skill sets not available internally.
• My Clients: I have helped clients, including former military personnel at Colonel rank, who were told they could not secure an A5 position. They successfully navigated the application process and secured the role on their first attempt. Another client transitioned from a completely different working environment to work at the European Commission on their first application. And a third client, after several years in previous roles, old application methods weren’t cutting it. Despite an impressive background, there was no shortlisting. Recently, this client had three final interviews in one week and is now deciding between offers because they did the work!

These success stories demonstrate that plenty of people have joined these organisations at all levels without previous experience in those specific organisations. Some individuals with extensive experience in different agencies within the same organisation have also successfully transitioned to new roles.

Conclusion

By understanding the realities of external recruitment and preparing effectively, you can confidently apply to international organisations, knowing that your application will be considered fairly. Avoiding the pitfalls of bad advice and focusing on credible information sources will set you on the path to success.

For further reading and opportunities, you can visit the official recruitment pages of the UN, OSCE, NATO and EU:

• UN Careers
• OSCE Employment
• European Commission Jobs
• European External Action Service
• NATO Vacancies

By debunking these myths and providing actionable advice, we hope to encourage more qualified individuals to apply for positions in these prestigious international organisations.

Want More From Martin Cunningham, Competency Based Coaching?

Book a Call https://calendly.com/competencybasedcoaching/exploration-call

Reach out to know more about Untapping your full potential ??

Web: https://www.competencybasedcoaching.com/ Linked In : https://www.dhirubhai.net/in/martincunningham1

YouTube Channel: https://www.youtube.com/@MartinCunninghamCoaching