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About UNICEF: Employment

Selection process

UNICEF is committed to delivering results for every child. By means of a competitive selection process, and with a commitment to gender and geographic balance, we select staff who exhibit the highest standard of techical expertise, comptenece and commitment.

 

UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all national, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of our organization.

Application Process

1. Visit the vacancies page​ and search for relevant positions. If you do not see any relevat position at the moment, set up a job alert to receive an email when a relevant position is advertised.

  • Understand the functional area, staff category, staff level, and contract type being offered to determine if it is a good fit.
  • Take note if there are any restrictions regarding nationalities as certain posts require only nationals of the country where the post is located.
  • Take note of the application deadline date, time and specific time zone to make sure you submit the application on time.

2. Apply to the relevant position by clicking on the "apply" button found underneath the title of the vacancy announcement page. You do not need to complete the application in one session. You can save your application and return to your profile by logging in again here.

  • For an overview on how to fill up the online application form, view the Candidate Experience Training video.
  • When completing your application form, please provide sufficient information to enable recruiters to evaluate your eligibility and suitability for the specific position. Make sure you update your resume and attach a cover letter outlining your motivation for the specific position.
  • Please use English as an application language for International Professional positions and make sure you keep your email and phone number updated throughout the application and screening process. You can always log back into your profile and update information here.

3. Submit your application. A confirmation email will be sent to the email address on record confirming if the application has been received.

Screening Process

Upon closing of the application deadline, the hiring office reviews all profiles to ascertain the candidates' eligibility and suitability for the position, following the minimum requirements stipulated in the vacancy announcement. If necessary, the hiring office may consider additional criteria in order to further reduce the number of candidates in the shortlist. Based on this analysis, the hiring office retains a few candidates and uses a number of assessment tools, including written examinations, (competency-based) interviews and assessment centre findings to arrive at a recommendation.

  Online assessment: which include a series of online capability tests consisting of questions covering the areas of Numerical Reasoning, Verbal Reasoning and Abstract Reasoning.
  Pre-recorded video assessments: focusing on competencies and knowledge that are expected of the successful candidates. You will be presented with various scenarios following a series of multiple choice questions.
  Remote written exercise: The written exercise will assess the competencies and skills that are expected of the successful candidates and will typically focus on the technical competencies described in the vacancy. You will be advised on the format of the written assessments, which usually take place by email or through an online testing platform.
  Interview: If you are successful at this stage you will receive an invitation for an interview, which usually takes place on the phone or Skype. Interviews can follow the competency-based format, in which you are asked to describe a relevant concrete examples drawn from your personal work experience depicting UNICEFs competencies. Interviews may also include motivational questions, as well technical questions and presentations.

The selection of staff will be guided by UNICEF’s competency model. Core values should be held by all UNICEF staff. Competencies are sets of behaviours that are essential for the delivery of results for UNICEF.  Please refer to the vacancy announcement to learn about the required competencies for a specific position. For more details, download the UNICEF Competency Definitions document.  The UN Careers website offers helpful advice onhow to prepare for Competency Based Interviews.


Approval and Outcome

 

The recommendation is then reviewed to ensure that selection principles of fairness and transparency are adhered to.  All applicants will receive an email by the hiring office informing them about the outcome of the selection process and provide the opportunity for candidate feedback.

 

The length of the selection process varies depending on the hiring office’s priorities, normally between one to four months. UNICEF will endeavor to inform candidates of the status of their applications as quickly as possible.

 

Please note that UNICEF does not charge a fee at any stage of the recruitment process (application, interview, meeting, traveling, processing, training or any other fees). Click here to learn more about fraudulent job offers.​

 

Types of Vacancies

 

1. Talent Groups

 

A UNICEF Talent Group is a pool of potential employees defined by area, expertise and level of seniority, from which UNICEF offices worldwide can quickly select to fill a role through an expedited recruitment process when an employment need is identified.

 

Periodically, UNICEF will advertise a Generic Vacancy Announcements (GVAs) when a particular talent group needs to be filled. To join a Talent Group, submit an application in response to​ the GVAs, which are periodically advertised here. A candidate who meets the qualifications may be invited to participate in a detailed assessment of their skills and experience. The process includes interviews, technical tests, and may include other forms of written and verbal assessment.


Candidates who successfully pass the screening process will be notified that they will be placed in the Talent Group. Once a candidate is added to the talent group, their profile will remain there for three years. At any time during this three year membership period, when a vacancy needs to be filled, offices will search the talent group to find members suitable for the position. As such, it is highly recommended that candidates keep their profiles updated throughout the membership period. Hiring offices review relevant Talent Groups and contact candidates directly when there is an opening for a specific position. They may conduct additional interviews to get to know the candidates to determine the best fit for their post. ​


More details about the selection process for talent groups and direct selection from a talent group can be found here. Candidates are welcome to apply to more than one Talent Group.

 

​​2. Specific Vacancies


A specific vacancy announcement accepts applications for a specific post that is currently available. In the vacancy annoucement, the title will specify the position, level, location, and type of contract.

 

3. Batch Vacancies

 

Sometimes multiple vacancies may be available within the same functional area and level. When multiple posts need to be filled, a batch recruitment may be advertised. In the vacancy announcement, the title will specify the functional area, level, and explicitly state that it is a "batch vacancy" or "batch recruitment." The announcement details will also identify if the recruitment is for once specific office location or if it recruiting for multiple locations. Applying to a batch vacancy means that a candidate may be considered for any of the available posts.


Note that when there is a new post that needs to be filled, offices will normally check existing talent groups first. The specific vacancy and the batch recruitment are used if there is no existing talent group or if no candidates in the existing talent group meet the very specific requirements of the position. As such, applicants are highly encouraged to apply to talent groups.


 

 


 

 

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