The latest recruitment data and analysis
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Okechukwu Umelo Communication Specialist
New York, 23 October 2019 - One of UNICEF's interim measures to address the Independent Taskforce Report on Workplace Gender Discrimination, Sexual Harassment and Abuse of Authority, is to strengthen transparency and accountability in recruitment.
To support these efforts, the Division of Human Resources (DHR) and the Global Staff Association (GSA) have released the first UNICEF Recruitment Monitoring and Evaluation (RME) Report for 2019.
The RME function conducts a post-facto review of 100 recruitments on a monthly basis, focusing on organization-wide recruitment trends and the application of UNICEF's Staff Selection Policy, principles and guidance.
The report summarizes the key themes from the data and analysis for the first quarter and part of the second quarter of 2019 (January to April), which was shared with the GSA on 10 July 2019.
The report highlights key challenges and opportunities to enhance internal talent acquisition, including among staff under special consideration status, staff on rotation, staff interested in being considered for lateral reassignments, and talent groups.
Keep an eye out for the third quarter report (July to September 2019), which will provide more in-depth analysis and will be released in the coming weeks, following the GSA meeting in late October.
Okechukwu Umelo Communication Specialist
New York, 23 October 2019 - One of UNICEF's interim measures to address the Independent Taskforce Report on Workplace Gender Discrimination, Sexual Harassment and Abuse of Authority, is to strengthen transparency and accountability in recruitment.
To support these efforts, the Division of Human Resources (DHR) and the Global Staff Association (GSA) have released the first UNICEF Recruitment Monitoring and Evaluation (RME) Report for 2019.
The RME function conducts a post-facto review of 100 recruitments on a monthly basis, focusing on organization-wide recruitment trends and the application of UNICEF's Staff Selection Policy, principles and guidance.
The report summarizes the key themes from the data and analysis for the first quarter and part of the second quarter of 2019 (January to April), which was shared with the GSA on 10 July 2019.
The report highlights key challenges and opportunities to enhance internal talent acquisition, including among staff under special consideration status, staff on rotation, staff interested in being considered for lateral reassignments, and talent groups.
Keep an eye out for the third quarter report (July to September 2019), which will provide more in-depth analysis and will be released in the coming weeks, following the GSA meeting in late October.
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