Mastering UN Competency-Based Interviews: A Comprehensive Guide
Securing a position at the United Nations (UN) is a dream for many aspiring professionals committed to global peace, development, and human rights. The UN recruitment process is highly competitive, and competency-based interviews play a critical role in determining candidates’ suitability for a range of roles. In this guide, we’ll walk you through everything you need to know to succeed in your UN competency-based interview, from understanding what they are to preparing the best responses.
Disclaimer: The following information reflects my personal understanding and experiences related to the United Nations hiring process. Please note that processes can and do evolve, so your experience may differ. I am not a UN hiring or recruitment specialist. I am a UN P3 staff member who has participated in numerous competency-based interviews and hope to provide guidance that helps make your experience less anxiety-inducing.
What are Competency-Based Interviews?
Competency-based interviews are structured interviews designed to assess how well a candidate’s skills and experience align with the requirements of the job. Unlike traditional interviews, where questions may be more general, competency-based interviews focus on real-life situations. The interviewer will ask questions that require candidates to provide specific examples from their past experiences, demonstrating key competencies such as leadership, teamwork, problem-solving, communication, and adaptability.
Key Competencies Assessed in UN Interviews
The UN evaluates candidates based on several key competencies relevant to their mission and work. Some of the key competencies often assessed include:
- Leadership
- Teamwork
- Problem Solving
- Communication
- Adaptability and Flexibility
- Organizational Awareness
- Ethics and Integrity
Steps to Prepare for a UN Competency-Based Interview
1. Understand the Job Requirements and Competencies
Before your interview, thoroughly review the job description and the UN’s competency framework related to the role. Identify which competencies are most relevant to the position you’re applying for. Understanding the specific requirements will help you focus your preparation efforts.
2. Research Competency-Based Interview Questions
The questions you’ll encounter in a competency-based interview will focus on demonstrating specific skills and attributes. These questions typically require you to provide detailed examples of how you have applied these competencies in past experiences. Often, one question may have multiple parts. Here are a few examples of competency-based interview questions:
- Tell me about a time when you had to deliver under tight deadlines or limited resources. How did you ensure the outcome was achieved?
- Give an example of how you demonstrated leadership in a previous role? what was the situation? how did you handle it? what was the final result?
- Tell me about a time when you had to handle a conflict with a coworker? What was the conflict? How did you resolve this? Would you do anything differently next time?
- Give an example of how you demonstrate gender and inclusivity in the workplace? What was the impact it had?
- Give an example of good team work? What was the situation? How did you respond? What could you have done better next time?
Prepare detailed answers for these types of questions. Use the STAR method (Situation, Task, Action, Result) to structure your responses. This ensures you provide clear, concise, and impactful answers.
3. Prepare Specific Examples from Your Past Experiences
Think of relevant experiences from your work, volunteer roles, or educational background that demonstrate the key competencies required. Focus on situations that highlight your strengths, such as leadership, teamwork, or communication. Be prepared to discuss these experiences with confidence.
4. Practice with Mock Interviews
Conducting mock interviews with a friend, family member, or career coach can be invaluable. They can provide feedback on your responses, help you refine your delivery, and build your confidence. Rehearse your competency-based answers, focusing on clarity, brevity, and impact.
5. Research the UN’s Values and Mission
Understanding the UN’s core values-such as integrity, professionalism, respect for diversity, and commitment to sustainable development-will strengthen your answers. Show how your experiences align with these values in your responses.
6. Prepare Your Resume and Keep It Handy
During your interview, you may be asked to provide examples from your resume. Make sure your resume is up-to-date and tailored to the job description. Keep a copy on hand during the interview to reference key accomplishments if needed.
7. Be Mindful of Your Communication Skills
Competency-based interviews require not only providing the right answers but also demonstrating strong communication skills. Practice clear and concise communication. Pay attention to your tone, body language, and level of confidence.
8. Address the UN’s Unique Context
Remember that UN roles often involve working in complex and multicultural environments. Be prepared to discuss how you’ve worked effectively in diverse teams or managed situations requiring cultural sensitivity and adaptability.
9. Ask Clarifying Questions if Needed
If you don’t fully understand a question, don’t hesitate to ask the interviewer for clarification. This ensures you provide accurate and well-thought-out responses.
How Competencies Are Assessed:
During UN competency-based interviews, staff are evaluated based on specific competencies outlined in the job description. The interviewers, often from within the UN system, use a structured scoring system to assess how well candidates meet the required competencies.
- Competency Indicators: Interviewers look for specific behaviours and examples that demonstrate the candidate’s competency. For example, if the competency is “leadership,” they may evaluate how effectively the candidate led a team through a project or challenge.
- Scoring: Interviewers typically rate candidates on a scale (e.g., 1 to 5 or 1 to 7), depending on the competency framework. They assess the depth, relevance, and clarity of the examples provided, focusing on how well the candidate’s experiences align with the desired competencies.
- Behavioural Evidence: Candidates are expected to provide clear, structured responses using the STAR method (Situation, Task, Action, Result) to showcase their experience and competence. The interviews aim to gather evidence-based insights into the candidate’s abilities.
- Comparative Evaluation: The UN often compares candidates based on their competency assessments. Stronger evidence of relevant experience tends to improve the likelihood of moving forward in the selection process.
Key Takeaway:
Your ability to clearly and confidently demonstrate your competencies through well-structured examples will play a significant role in how interviewers assess your qualifications. Make sure your responses are tailored, focused, and aligned with the UN’s core competencies.
Frequently Asked Questions Regarding United Nations Interviews
Yes, the panel will typically be grading you on your answers to their questions. You will not be provided your score.
Interviews with the United Nations may be conducted via phone or video. While video interviews are more common, the format can vary. Sometimes, all interview panel members may have their cameras on, while other times, only you might be required to turn on your camera. The format ultimately depends on the preferences of the hiring team and logistical considerations.
It’s not uncommon to wait for several months without hearing anything, only to receive an email notifying you of the outcome—whether successful or not. Patience is key during this process, as the recruitment timeline can be unpredictable.
This varies. The average panel would have 3-6 people on it from my experience. They typically each ask one question to the candidate.
The notification process can vary. In some cases, applicants are informed of the outcome, while in others, no feedback is provided. It’s important to remain patient, as each situation may be different.
No, it should not impact future hiring. It is common for staff to go through multiple interviews, even between contracts, as they progress from one post to another. Each recruitment process is handled by different offices and hiring teams, so previous interviews typically do not impact future opportunities.
Closing Insights to Prepare for Your UN Interview
Competency-based interviews for the United Nations can be rigorous, but with proper preparation, they can be navigated successfully. Focus on understanding the job requirements, practicing STAR-based answers, and showcasing your relevant experience. By demonstrating your competencies, strengths, and alignment with the UN’s mission, you’ll be well-positioned to succeed. Good luck with your UN interview journey!
You may also be interesting in reading How to Get a Job at the United Nations.
Looking for more insights and resources to kickstart or further your humanitarian career? Explore more on The Global Humanitarian Blog for expert advice and actionable tips.
Comment, subscribe, and follow me on Instagram @the.global.humanitarian
Please note: the views and opinions expressed on this blog are that of my own and do not represent the opinions of any agency mentioned.