Insider tips for landing a role with the World Health Organization

As the largest global health organization, it’s no surprise that the World Health Organization is a highly sought-after employer for professionals in the field. However, like many United Nations organizations, the recruitment landscape is highly competitive. “In addition to possessing the technical and behavioral skills required for our positions, they need to be familiar with our recruitment processes — CV writing, competency-based interviews — and prepare accordingly,” WHO told Devex in an email interview. Established in 1948, WHO is the U.N. agency dedicated to international public health. With a workforce of over 8,000 employees working in more than 150 countries, it plays a central role in coordinating global health responses, conducting research, and setting international health standards. The organization’s diverse team, composed of professionals from various fields such as epidemiology, health policy, data analysis, and emergency response, aims to address a broad range of health challenges, from infectious diseases like COVID-19 to noncommunicable diseases and mental health issues. In the last 12 months, Devex’s job board has seen 2,727 positions listed by the organization. The most roles listed were in Switzerland, with 180 postings, where its headquarters is located; followed by India, with 115; Egypt, with 105, and the Philippines and the Republic of Congo with 104 each. There were also several listed as global or remote roles, with 293 postings. While there are many roles to go around, landing one involves getting through all of the stages in the recruitment process, which is no small feat. WHO gave Devex a breakdown of each phase, how to make an impression in the initial screening phase, and more. Varying technical skills The organization is always on the hunt for a broad range of technical skills. “The WHO comprises a diverse mix of roles, including both highly specialized health-related functions and a variety of enabling functions. Consequently, the required technical skills can vary significantly,” it told Devex, explaining how the dynamic environment in which they operate means that the skills in demand are continually evolving. It’s important for candidates to clearly demonstrate their technical expertise during the screening phase of recruitment. The most memorable and notable candidate experiences for recruiters are those where there is an evident and direct link between the candidate's skills and the specific technical requirements of the job vacancy, it said. “A good piece of advice for applicants is to be thorough in their application to explain their experience well. Read into and connect with the vacancy,” WHO said. WHO’s recruitment process In addition to meeting the technical and behavioral prerequisites for roles, consultants aiming to stand out must also be familiar with the recruitment process, WHO said. This involves well-written CVs, competency-based interviews, and other preparatory measures tailored to each recruitment phase. “We follow a harmonized selection process to ensure we select the best candidates who can contribute to our mission,” it said, including: Vacancy announcement and talent outreach: When a position becomes available, a post description is created which will include details about the role, required qualifications, and the specific skills needed. The job vacancy is then advertised on the WHO career portal and other relevant job boards, such as Devex’s job board, to attract a diverse range of applicants. Screening and shortlisting: Applications undergo initial review to confirm candidates meet essential eligibility criteria, such as educational qualifications, language proficiency, and relevant work experience. Those meeting these criteria proceed to the longlisting stage, where their applications undergo a more detailed assessment to determine their suitability for the role. Assessment phase: This comprises technical tests and competency-based interviews. “Shortlisted candidates may be required to complete technical tests to evaluate their specific skills and knowledge relevant to the job,” the agency said. Platforms such as eSkill and HireVue might be used for written tests and asynchronous video assessments. Candidates who successfully pass the technical tests are invited to participate in competency-based interviews. These interviews evaluate their behavioral competencies and assess how their past experiences align with the specific requirements of the role. The interview process may also incorporate a presentation task to evaluate both their technical proficiency and presentation skills relevant to the position, WHO explained. Evaluation and recommendation: The selection panel assesses candidates based on their test results, interview performance, and overall suitability for the role, WHO said. There is then a background verification to check qualitative references, employment, and academic credentials. WHO often uses ClearChecks for this. The panel will proceed to make recommendations on the most suitable candidates for the position, which the decision-maker(s) then approve. Selection and onboarding: Once a candidate is selected, they receive a conditional offer. For external candidates, a oneHR background verification request is initiated. Upon acceptance of the offer, the onboarding process commences, involving the completion of required documentation, orientation sessions, and integration into the organization. “Each step in the recruitment process is designed to ensure transparency, fairness, and the selection of highly qualified individuals who can effectively contribute to WHO’s goals,” the agency said. Looking ahead Core predictable country presence roles, or CPCP, are the main priorities moving forward for the organization at the country level, according to WHO. These roles are essential for addressing specific health needs within each country and are integral to enhancing WHO's overall effectiveness locally. Spanning from disease prevention to environmental health and nutrition advising, these positions aim to deliver vital technical and managerial support. The skills sought after in potential candidates for these roles reflect WHO's flagship programs, which tackle critical global health issues. These programs encompass universal health coverage, health emergencies, communicable and noncommunicable diseases, health promotion across the lifespan, antimicrobial resistance, and population health improvement. These programs aim to address both immediate and long-term global health challenges. Ready to stand out from the crowd and get noticed by the recruiters who matter most? Update your Devex profile and start connecting with top global development recruiters now.