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Careers without frontiers Innovative measures

David Bearfield, Director UN Roundtable BERLIN, 1st December 2011. Careers without frontiers Innovative measures. EPSO is the HR selection arm of the EU Institutions : - more than 563 022 candidates have participated in a competition; - around 700 open competitions organised;

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Careers without frontiers Innovative measures

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  1. David Bearfield,Director UN Roundtable BERLIN, 1st December 2011 Careers without frontiersInnovative measures

  2. EPSO is the HR selection arm of the EU Institutions : - more than 563 022 candidates have participated in a competition; - around 700 open competitions organised; - 17 189 successful candidates; - 12 118 successful candidates recruited. Some figures

  3. - Recruitment process out-dated: based on 1950’s competition model; • Extremely long procedure both for candidates and Institutions; • Demographic change; • - ‘War for talent’: need to compete efficiently to attract the right people and create a positive image of the EU Institutions as potential employer. Why change?

  4. After 5 years of service and the successful implementation of an unprecedented enlargement – the time has come to modernise, improve and speed up the selection procedure:: • EPSO Development Programme, is based on the following 3 pillars: • - Planning and Needs • - Testing and Professionalism • Attractiveness and Diversity • Implementation timeframe : 2010-2011 The EPSO Development Programme 2007-11

  5. Goals • Ensure services have the right staff in place (meeting the EU’s Institutions’ governing bodies needs); • Efficient and reliable tests (improving delivery and making content more relevant); • Much faster selection process: 5 to 9 months (not 24…) • Better dialogue with candidates and improving user friendliness; • Creating a positive image of EU employment.

  6. Introduce strategic HR planning; • Annual competition cycles; • - Speed (5 to 9 months). 1. Planning and Needs

  7. Winter Recruitment Assessment Centre AD Registration + Self-assessment AST Registration + Self-assessment Assessment Centre CBT / professional linguistic skills test - CV sift Recruitment Recruitment CBT Autumn Spring Assessment ADL Registration + Self-assessment CBT Summer New competition cycle

  8. Old Timeline Vs Post EDP Month18-19 Month1 Month1-3 Month6 Month15 Month20 Month21 Month23 Month24 Month9-10 Month12-13 Month0 CBT Inst identify needs Notice ofComp Published Written exams Flagging Interview a& medical exam Formal offer of employment Reserve List Admission Oral exams Reserve List Notice ofComp Published CBT – Overlapping Inst Confirm needs Admission & Assess Centre AD Cycle Reserve List Notice ofComp Published CV Sift & Assess Centre Inst Confirm needs Specialist

  9. EPSO Performance on Meeting Laureate Targets 2008-2009 2010

  10. A shift from knowledge to competency-based testing • - Competency-based testing: Introduce Assessment Centres for graduate administrators; • Creation of a competency passport as a comprehensive feedback mechanism to candidates; • Extensive job analysis undertaken; • - Introduction of self-assessment; • - Certification of permanent Selection Board members. 2. Testing and Professionalism

  11. Performance 1. Personal Characteristics and cognitive abilities The 3 dimensions of performance 2. Technical Expertise (Knowledge and skills) 3. BehaviouralCompetencies (How I do my job)

  12. EPSO Competency Framework

  13. Computer-based testing and statistics

  14. Computer-Based Testing • Contractor provides: • Logistics (testing network, PC equipment, trained staff, special accommodations) • Exam development (item banking: Intelitest, test publishing support, support of new types of tests) • Online booking system, capacity planning • Candidate call centre (all comms in EN/FR/DE) • Psychometric expertise & statistics

  15. Computer-Based Testing • Currently under the second framework contract. The EDP would not have been possible without CBT, which has allowed us to introduce: • Combined registration, booking and testing (thanks to this EPSO has reduced the length of a CBT phase to an average 10 weeks compared to 18-20 weeks beforehand);

  16. Combined registration/booking/testing – NEW approach

  17. Computer-Based Testing • New suites of tests introduced at CBT phase: In addition to verbal and numerical tests, now - Situational Judgement, Abstract Reasoning, Accuracy, Prioritisation, High level Language Ability tests. • A benchmark since start of the EDP: recent stakeholder satisfaction survey indicates 95% level of satisfaction with the system; • In 2010: 62625 candidates tested by CBT; • World wide testing – with 78 centres across the world (37 outside the EU) and covering all continents.

  18. CBT Item bank • All questions provided by specialised companies; • Rigorous internal quality control (content, linguistic consistency, bias free); • Specific test matrix for each competition; • Currently there are 40,000 questions in the databank and ultimately there will be 100,000. According to experts in the field (notably ITC and ATP) at that point we will have the largest item bank of its kind in the world.

  19. 23 language testing • Translation of the CBT item bank (VR / NR / AR) in 20 new languages : launched in 2009 and will be completed in 2011; • Questions translated by EU translation service, subject to internal QC and external localisation. • Delivered successfully in all languages (approx. only 25 questions found to contain errors). • Rigorous management of item performance

  20. Items are grouped in difficulty levels and drawn randomly from these levels according to parameters („test matrix“) Items are chosen on basis of their exact difficulty in a way that the resulting test form fullfills certain psychometric criteria („test information function“) Linear on-the-fly testing (LOFT) … is a new way of assembling test forms Old system LOFT Advantage: better calibration of test forms

  21. Item calibration • Comprehensive item analyses on basis of item response theory („Rasch model“) are conducted after each major competition; • Items that show unwanted behaviour are flagged and investigated; • An item difficulty adjustment across languages (IDAAL) is performed in order to ensure equal item calibration for all23 languages.

  22. Item performance analysissample item profile

  23. Compulsory self-assessment for the AD cycle 2011 • Before being able to apply, candidates had to take an online self-assessment test composed of VR, NR and AR questions • The compulsory self-assessment test has been taken over 100.000 times (but possibility to take the test several times) • ‘Only’ 41708 candidates validated their application to the AD cycle 2011. • In the previous AD cycle 2010 (without compulsory self-assessment) 51639 candidates validated their applications (5 fields and AD 5 only, to be compared with 6 fields and two entry streams in 2011)

  24. Winning the war for talent; • Improve employer image of the EU; • Making the EU more relevant to today’s job seekers; • More efforts to achieve better geographical balance, and to attract people with disabilities, as well as people from different ethnic backgrounds. 3. Attractiveness and Diversity

  25. Pillars of EU Careers Communication Strategy 1. Awareness Advertising open competitions 2. Job attractiveness Creating awareness of and attract specific categories of people/ specific jobs 3. Employer attractiveness Creating an ‘Employer Brand’ – where you would ‘love’ to work for in a variety of jobs or fields

  26. Employee Value Proposition The opportunity to work and travel abroad A lifetime of different jobs Encouraged to learn new skills and languages An EU Careers offers you… Interesting and challenging work that makes a real difference for Europe An attractive benefits package

  27. Attraction Tools Example 1: Social Media • Facebook page has over 62,000 fans. • A key tool for increasing awareness across under 35’s and in focus countries. • EU Careers is in the top 10 recruitment Facebook pages in the world.

  28. Attraction Tools Example 1: Social Media • Detailed analysis tools allow us to track the demographics of the people using our pages and whether our publicity has been successful.

  29. Attraction Tools Example 2: Facebook Advertising • Piloted in publicity for 2010 AST selection procedure. • Allows us to target specific profiles, including age, nationality, education or professional background. • Used fully for 2011 AD publicity where 25 % of media spends produced 66% of traffic to the campaign’s microsite. • Now piloting other targeted adverts such as with Google Adwords.

  30. Attraction Tools Example 3: EU Careers Ambassadors • Student representatives promoting EU Careers on campus. • Piloted last year in 6 countries where applications numbers are low. • Now expanded to 45 Ambassadors from 26 member states. • Training for this year took place on 8th October in Brussels.

  31. Use of survey data from 6 focus countries to help inform text for advert copy as well as choice of images. Attraction Tools Example 4: Adaptation of Attraction Focus

  32. Improving Understanding Example 1: Raconteurs • 16 members of staff from across the EU Institutions… • Blogging on Facebook and • tweeting on Twitter.

  33. Improving Understanding Example 2: Case Studies • New microsites for each campaign include ‘stories’ from officials. • Also now developing video content.

  34. More profiles and EU-tubewww.eu-careers.eu • Follow our “raconteurs” on: • http://www.facebook.com/page/EUCareers .... • http://twitter.com/EUCareers • Read profiles/watch videos of officials in the EU institutions: http://europa.eu/epso/discover/careers/meet_our_colleagues/index_en.htm • Watch a video about EU Careers: http://www.youtube.com/watch?v=_slqhvf4VUg

  35. EU revamps search for top talent« The European Commission – the EU’s executive arm – says it is bringing EU recruitment into line with best practice in public administration worldwide, overhauling procedures that date back to the 1950’s » BBC Website 12.3.2010 Brussels drive to recruit eurocrats gets brush-up« an ageing workforce and the fact that top private sector employers have much less onerous recruitment procedures has forced the EU to overhaul the way it selects new personnel » Financial Times, page 3, 17.3.2010 EU hopes new recruitment process will be just the job« reforms to the recruitment process are designed to make it easier for smart graduates to prevail…joining the EU bodies was a 2-year marathon…that cumbersome process has now been streamlined … failure to hire well increased the risk of comemrcial failure… similar views now prevail in the public sector» The Irish Times 23.3.2010 Brussels wants you to apply« the EU has revamped its Europe-wide selection proceudre. No longer will you have to take the feared test, which required a broad knowledge of EU matters that most Britons don’t have. Instead, the idea is to recruit on future potential » The Independent

  36. EPSO’s strategic journey 2015 2012 2011 2010 2003

  37. Creating and strengthening dialogue on public service provision via Network of HR Selection Experts in the Member States • Membership and active participation in Professional Bodies and Umbrella Organisations (CIPD, AHRMIO, …) • Sharing learning and findings with Scientific Community (Psychometric Society, European Association of Test Publishers) • - Cooperation and exchange of best practice with other International Organisations (UN, African Union) and HR Selection Bodies (EU-based, Canada, …) Opening out

  38. Vision 2011-2015 Reduction in time required for competitions by 1 month each year between 2011-2015 *********** Selection and Recruitment in 24 hours by 2015 ***********

  39. www.eu-careers.eu Facebook: EU Careers Twitter: EU Careers

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