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Attracting Talents

The IASC HC Pool process provides a free and safe assessment against the HC competencies which are similar to those of the RC/RR. This allows the UN to test their own candidates prior to sending them to an expensive assessment centre such as the RCAC. Not many agencies are using the IASC HC Pool as a pre-requirement for the RCAC, though. For non-UN candidates, the IASC HC Pool process not only acknowledges their humanitarian coordination leadership but most importantly it also builds consensus around candidates who are not known to the UN. Thus, both UN and non-UN organisations have incentives to nominate their candidates to this pool.

For UN candidates, UNDP RC/RR/HC positions are senior positions—at a level where equivalent roles within the UN system are rare—and thus these posts are often the final step in their careers. They may for a few, of course, be key stepping stones to a very high political appointment elsewhere. Candidates find these positions attractive because of their high rank and status.

However, attracting candidates might be more of an issue in the future. These RC/RR/HC positions may be losing their appeal, since they are only temporary in nature and administrative hurdles make it difficult to understand what may happen once the assignment has been completed:

When you go into one of these positions, you usually get promoted... however, you remain a member of your organisation of origin.they will take you back [but] at your previous it’s actually a demotion.that limits the attractiveness of this career track.

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