With the rise of social media and different recruitment software, innovative hiring tools and methodologies are becoming increasingly important factors of recruitment. These tools can make the selection process more effective and efficient in attracting qualified candidates. They are vital for any organization hiring new staff, including the IAEA.
Throughout 2014, the IAEA Division of Human Resources (MTHR) has been rolling out a new Candidate Recruitment and Sourcing Strategy that emphasizes new technologies and social media tools for the Agency's recruitment work. These efforts were the focus of an event entitled, Staffing the Agency: Inviting Commitment, Working for the IAEA, that took place on the sidelines of the 58th IAEA General Conference on 23 September 2014.
In welcoming participants, Gustavo Araujo, Recruitment Specialist in MTHR, presented the IAEA's new recruitment strategy and outlined its implementation since May 2014.
"The overall objective of the strategy is to create greater visibility of IAEA job vacancies so as to attract diverse and strong candidates, particularly women and under-represented Member States," Mr. Araujo said.
The new recruitment and sourcing strategy aims to use social media platforms and webinars, which are online interactive environments for information exchanges and discussions. The strategy also focuses on promoting the IAEA as an employer of choice and to further develop relationships with nuclear and nuclear-friendly organizations around the world. The first phase began in May 2014 and was targeted at Latin America. In that phase, around 103 people participated in the English webinar and around 60 in the Spanish one.
Phase two will focus on Asia and is set to commence in October 2014.
Phases three and four will address Africa and the Middle East, respectively. The webinars will be held in English, the working language of the IAEA, as well as the Agency's other five official languages.
There is also a strong emphasis on attracting more women candidates throughout the recruitment strategy. This proactive effort is based in part on a survey done from May 2013 to May 2014, which showed that the number of women applicants during this period was only 32 per cent as compared to 68 per cent from men. It is a large gap that the IAEA aims to gradually reduce each month by working toward a 5 per cent increase in female applications by December 2014, explained Araujo.
"This apprach can help in attracting more candidates, have a more diverse representation of the Member States and increase the number of women who are working at the Agency," said Mr. Araujo. He explained that at least three months will be given for each phase so as to further develop and enhance the communication process with Member States. The planned programme of action is set to be completed by June 2015.
The event also examined the role of IAEA staff members as "Recruitment Champions" and highlighted the IAEA's Roster and Talent Referral programme. The aim of this programme is to give existing IAEA staff the opportunity to inspire individuals from their home countries to pursue positions at the IAEA, with the programme helping to encourage the recommendation of new talent. There are also plans to develop a roster of global and regional organizations for disseminating IAEA job vacancy announcements. The programme is set to launch by the end of 2014.
These strategic and programmatic efforts will be further complemented by the use of diverse technological tools for recruitment. For example, the Division is implementing Oracle Taleo, a human resource management software that will aid in talent acquisition, performance management, learning and development, and compensation management. It is also using social media tools as an avenue for targeting specific audiences through first-hand information sharing, and by developing online groups, such as women at the IAEA and IAEA alumni. The aim is to further widen the reach and online visibility of the Agency's career opportunities.
The event underscored MTHR's overall objective to ensure that a transparent and efficient recruitment process is maintained, implemented and sustained for the good of the Agency's staff as a whole.