The do’s and don’ts of competency-based interviews with the UN

Preparation is crucial for succeeding in the United Nations competency-based interviews. Also known as structured, behavioral, or situational interviews, this interview style is an effective predictor of future job performance and is widely used throughout the United Nations system. Christine Nylander, associate director of people in humanitarian action at UNICEF, advised candidates to begin preparing as soon as they submit their applications. In addition to drafting examples, candidates should practice their responses aloud and check their timing, she added. Nylander, along with two other United Nations recruitment experts, spoke to Devex and shared key tips for acing the interview process. Don’t forget to mention the agency’s mandate Research suggests that interview panels often form an impression of a candidate within the first 40 seconds, according to Michael Emery, director of human resources at the International Organization for Migration. Therefore, candidates should arrive well prepared and ready to make an immediate impact. Competency-based interviews will almost always begin with establishing the candidate’s motivation in applying for the job. This is therefore one question that a candidate can predict, and they should be prepared to connect their motivation to the agency’s mandate in their answer. “If you're going for a job in the U.N., and you're not mentioning the mandate of the organization that you're [applying] for in your motivation [question], you’re pretty much dead in the water straight away,” said Emery. Lykke Andersen, head of talent acquisition at the U.N. Development Programme, also emphasized the importance of candidates explaining their interest in the agency’s mandate and how they can contribute to it. “The motivation question is not where we expect you to repeat your CV … it’s more personal, linking your emotions and core values,” said Andersen. Candidates might discuss what excites them about the agency's work, what drew them to the role, and what type of work makes them happy, she explained. Nylander advised candidates not to simply rhyme off all of their work experience, which is a common mistake. Candidates should focus on unique value and come prepared with three key points that set them apart from other applicants. Don’t assume the panel will ask follow-up questions If a response isn’t entirely clear, the panel may ask follow-up questions, but this varies from one panel to another. Candidates should keep their answers concise and focused, ideally around five minutes per question, said UNDP’s Andersen, but they should also “cover all elements of the question and not necessarily expect follow-up questions or additional opportunities to elaborate on that example.” IOM’s Emery recommended that candidates limit their answers to a maximum of eight minutes per question and “be attentive to the interview dynamics.” “[Candidates should be] adjusting their responses based on whether the panel is engaging in a two-way dialogue with follow-up questions, or whether a more comprehensive answer is expected upfront,” he said. Do utilize the open floor time At the end of the interview, candidates will usually be given the opportunity to ask questions to the panel. In addition to collecting more information about the job, this is the chance for the candidate to engage in a different manner with the interview panel, said Andersen. She recommended candidates prepare one or two questions ahead of time — these should be relevant to the role, succinct, and avoid repeating what has already been discussed in the interview. “The questions could relate to the office and team structure, the context of the role, how is UNDP’s role evolving in the country [or] area, or what would be the expectations of the role and selected candidate,” explained Andersen. According to Emery, “It's better to ask no question than a dumb question.” Instead, he advised candidates to take 30 seconds to “hammer home” any key points they may not have fully communicated through their responses. Demonstrate key soft skills Throughout the interview, the panel will also be assessing additional competencies. According to Andersen, they will observe a candidate’s “communication skills, how they engage with others, present [themselves], interact with the interview panel, [and] how structured and concise they are [in their] presentation.” Emery noted that most panels conduct back-to-back interviews, so exceeding the allotted time could leave them with a negative impression. He noted that a candidate’s ability to “stick to time” is, in itself, an important competency that will be assessed.