Managing applications from other centers

opportunity : Diversity Positive recruitment :
Managing applications from other Centers

Tips and Tools

Example position description – Scientist

Web sites recommended for CGIAR recruitment

Internet research tools

Print media position announcement – Scientist

Web site position announcement – Scientist

Sample candidate assessment form

Briefing selection committees

Practical assessment tasks

Checking references

Diversity-positive salary setting

Key messages from this section

For appropriate management of applications from other Centers, it is important to:

acknowledge all applications from CGIAR candidates
deal sensitively with candidates who are not short-listed for interview
encourage candidates who will be interviewed to advise their supervisors
make sure that candidates from other Centers receive just as comprehensive a briefing about the recruiting Center as non-CGIAR candidates
deal sensitively with unsuccessful candidates

1 There are many positive aspects of recruiting staff from other Centers. It promotes mobility across the CGIAR, facilitates knowledge-sharing, and enables staff to keep using CGIAR-specific skills and knowledge. However it remains important to assess them critically in terms of the overall selection criteria for the vacancy concerned.

2 The key steps in dealing with applications from within the CGIAR are set out below.

Acknowledge all applications from CGIAR candidates
3 All applications from CGIAR candidates should be acknowledged.

Dealing with CGIAR candidates who are not short-listed for interview
4 If a CGIAR candidate is not short-listed for interview, she/he should be sent a polite and informative letter explaining why she/he has been unsuccessful. It may be wise to provide a telephone contact at the recruiting Center who can explain in more detail why the candidate was unsuccessful.

Dealing with CGIAR candidates who are short-listed for interview
5 When CGIAR applicants are short listed for interviews, they should be encouraged to inform their immediate supervisor of the application. It is preferable that this information comes from the candidate to her/his Center. It is highly desirable that the candidate’s supervisor does not find out from other sources.

During interview
6 While there are many common characteristics across the CGIAR Centers, there is also a diverse range of systems, cultures and operations in the individual Centers. Consequently, while CGIAR applicants may have knowledge from their home Center, the recruiting Center should not assume too much. The recruiting Center needs to make sure that candidates from other Centers receive just as comprehensive a briefing about the recruiting Center, the position, the job environment, and the social environment as external candidates.

Post-interview – unsuccessful candidates
7 Each recruiting Center needs to deal sensitively with unsuccessful candidates from other Centers. If it does not, it risks compromising relationships among staff members from different Centers who may end up working on joint projects. Unsuccessful candidates from other Centers should be advised as soon as possible after the selection decision is taken. They also should be offered feedback about their candidature and the selection committee’s assessment. If they accept this offer of feedback, ideally it should be provided via telephone by the chair of the selection committee.