ICAO – International Civil Aviation Organization Recruitment Officer, Montréal, Canada

get estimations in terms of
contractual conditions; the development and maintenance of a computerized
recruitment roster, by attracting the most suitable qualified experts from all
around the world; the proposal of classification of each post; the negotiation
of conditions of employment with selected field personnel; the release
arrangements with the government concerned; and the preparation of statistical
data and production of relevant reports on field recruitment matters.

• Establish the order of priority for the
  recruitment of field personnel.
• Analyse and resolve procedural and operational
  problems as they occur.
• Establish and ensure adherence to priorities, and
  analyse and resolve procedural and operational problems in terms of
  recruitment as they occur.
• In collaboration with C/FPS, assess the
  effectiveness of the TC recruitment programme.
• Review, develop and adopt recruitment procedures
  consistent with the needs of the TC field requirements, ICAO Secretariat
  and UN Common System.
• Recommend and implement initiatives to enhance
  and further develop TCB’s recruitment system, procedures and policies.
• Evaluate, assess and decide on the suitability of
  applicants against existing and prospective vacancies.
• Prepare budget estimates regarding grading or fee
  under Special Service Agreements (SSA).
• Monitor quality, fairness, objectivity and
  transparency of recruitment process.
• Establish the long list of candidates to be
  assessed by hiring sections.
• Interview prospective candidates and candidates
  under consideration candidates for TC assignments, as required, and make
  recommendations on their suitability.
• Maintain contact with candidates and prospective
  appointees and exchange correspondence on recruitment matters and
  conditions of employment.
• Make recommendations on the classification of
  posts and submit for approval by the Job Classification Board taking into
  account UN best practice and International Civil Service Commission (ICSC)
  benchmarks.
• Establish the type of contract to be offered to
  selected candidates, initial salary level to be awarded to selected
  candidates, formulate offer of employment and negotiate conditions of
  employment.
• Coordinate the recruitment of experts with
  Regional Offices.
• Prepare nomination letters to host governments,
  obtaining host government approvals of nominations and arranging release
  of government employed personnel.
• Define the type and method to be used for
  reference checks and assess them in conjunction with other selection
  inputs for candidates under consideration for a field position.
• Liaise with selected candidates on initial steps
  of appointment, answering any related queries.
• Propose revision of Cooperative Development of
  Operational Safety and Continuing Airworthiness Programme (COSCAP)
  Regional Expert salary calculation methodology, upon request from Member
  States.
• Supervise the preparation of statistical data and
  production of relevant reports on recruitment matters.

• Direct, plan, organize and supervise the
  activities of FRU staff to ensure orderly, timely and reliable recruitment
  of field personnel.
• Lead internal and external audits in terms of
  recruitment of international field personnel and consultants and define
  the implementation of the corrective actions as deemed necessary.
• Facilitation of administrative processes and
  procedures.
• Train, coach and support FRU staff in areas
  related to recruitment.
• Ensure the efficient implementation of the
  TCB-FPS Plans in terms of proper planning and allocation of resources.
• Ensure that commitments with respect to Technical
  Cooperation experts are correct, as far as remuneration and related
  benefits and entitlements are concerned, and in accordance with the
  applicable regulations, rules, practices and procedures.
• Ensure regular follow-up on and timely completion
  of the Performance and Competency Enhancement System (PACE) reports of FRU
  staff.
• Advise staff assigned to FRU on learning
  opportunities as well as providing coaching as required.

• Establish and maintain an effective and efficient
  roster management system.
• Oversee the development and management of the TCB
  computerized roster.
• Evaluate and review the pre-screening application
  on the TCB Website.
• Supervise the search of the computerized TCB
  roster for suitable candidates for prospective and vacant posts.
• Assign or revise fields of expertise (Prospective
  Posts) for experts retained on roster.
• Develop and oversee the procedures for periodic
  update of TCB roster to ensure currency of information and availability of
  candidates.
• Recommend enhancements to the roster to ensure
  its optimum use and the timely recruitment of project personnel.
• Decide which candidates are to be removed or
  retained on the TCB roster, taking into account various factors such as
  loss of contact, eligibility, lack of perspective, performance etc.
• Initiate and develop generic job descriptions
  linked to prospective posts for the whole spectrum of specialities within
  Civil Aviation and related areas, to be advertised on the TCB Website.
  Determine the posts which have to be advertised on the TCB Website.

• Advise or assist, as required, in the preparation
  of job descriptions for project posts in coordination with the Field
  Operations Section (FOS).
• On receipt of the Recruitment Request from the
  Field Operations Sections and Procurement Section, review the job
  descriptions of approved field posts, focussing on qualification
  requirements and duties, title of the post, duty station and duration of
  assignment, languages and nationality constraints.
• Obtain necessary clarifications from appropriate
  Section and proceed to implement the recruitment request.
• Coordinate the negotiations in terms of
  recruitment of experts between FOS and Regional Offices.
• Provide advisory services to hiring Sections on
  the international field staffing process relating to the selection,
  recruitment and appointment of staff.
• Provide advice and guidance to hiring Sections on
  the engagement of consultants in accordance with relevant policies and
  guidelines.
• Monitor the use of consultants.
• In consultation with hiring Sections, plan
  employment process for each position strategically in order to achieve
  maximum efficiency, quality and timeliness. Advise hiring Sections on the
  proper recruitment proceedings.
• Support hiring Sections in designing written
  tests and other selection tools, and selection of adequate
  competency-based interview questions linked to the requirements of the job
  description.

• Recommend and implement initiatives to enhance and
  further develop TCB’s sources of recruitment.
• Design and implement strategic outreach and
  talent search activities in order to attract talent.
• Liaise with talent sources such as universities,
  agencies or other institutions. Devise approaches to tap into their pools
  of suitable candidates.
• Keep abreast of and recommend the use of
  different forms of media to increase the candidate roster.
• Organize and participate in outreach activities,
  including fairs, meetings, etc. as may be required from time to time.
• Monitor the effectiveness of outreach activities
  and make recommendations on possible improvements and identify best
  practices.

• Facilitate the application of automation tools
  relevant to recruitment.
• Maintain ICAO’s (TCB) Employment page with
  relevant and up-to-date information.
• Assist in developing ICAO’s e-recruitment system.
  Recommend enhancements to the e-recruitment system and the database of TC
  roster of experts to ensure timely recruitment of project personnel.
• Ensure the effective functioning of the
  e-recruitment system and the provision of appropriate service desk support
  to other TCB Sections.
• Keep track of and report on progress
  appropriately, flag delays and recommend appropriate solutions.
• Develop complementary electronic systems as
  required.
• Test systems and suggest amendments or
  modifications if requirements are not met and undertake risk analysis for
  implementation of systems.
• Provide training to internal clients and focal
  points on any new processes (e.g. electronic tools, information platforms,
  procedures and policies, etc.), relevant to recruitment.

• Plan and participate in the development and
  implementation of the processes and procedures for the ISO 9001 – 2008
  implementation and certification of FPS.
• Prepare FRU for the ISO audits and maintain the
  ISO certification on a yearly basis. Functi on 8 (i ncl . Expected resul
  ts) Perform other related duties, as assigned.

• Six years’ experience or more in recruitment.
• Experience in establishing and maintaining a
  recruitment roster for technical experts.
• Experience in applying best industry practices
  for recruitment.
• Experience in establishing and negotiating
  conditions of employment.
• Experience in the use of automated e-recruitment
  system and integrated human resources information management systems.
• Experience in planning and supervising the work
  and staff of a technical recruitment team.
• Good communication skills.

• A minimum of three years in the recruitment and
  management of technical professional personnel engaged in activities
  related to civil aviation.
• Knowledge of civil aviation occupational and
  technical terminology.
• Experience in a technical field related to civil
  aviation.
• A minimum of two years within the United Nations
  Common System, public sector, government or international organization.
• Knowledge of duties and responsibilities at
  different levels of Civil Aviation personnel at Directorate General of
  Civil Aviation (DGCA) Civil Aviation Authority (CAA), Airlines, Airport
  Authority, Communications, Navigation and Surveillance Systems (CNS), Air
  Traffic Services (ATS) and Civil Aviation Training Establishments.
• Experience in the application of selection tests.