View
34
Download
0
Category
Preview:
DESCRIPTION
David Bearfield. Director European Personnel Selection Office (EPSO) University of Salford, UK: 1 st class BA Hons: Modern languages First Job: UK Civil Service – European Fast Stream, London. - PowerPoint PPT Presentation
Citation preview
21.04.23 EPSO PRESENTATION
David Bearfield
Director
European Personnel Selection Office (EPSO)
University of Salford, UK: 1st class BA Hons: Modern languages
First Job: UK Civil Service – European Fast Stream, London
21.04.23 EPSO PRESENTATION
Jobs Sans Frontières
David Bearfield, Director, EPSO
The 2012 AAGE Graduate Recruitment & Development Conference November 2012
21.04.23 EPSO PRESENTATION
We select staff for:
Council
European Commission
Court of Justice Court of Auditors Ombudsman
Economic &Social
Committee
Committee of the Regions
Data ProtectionSupervisor
European Parliament
…and many other agencies of the EU
5000 354934 345
2015895
21.04.23 EPSO PRESENTATION
Some figures• 27 Member States;•more than 650 000 candidates have participated in a selection process;• Over 720 selection processes organised;• 20k successful candidates; • 15k successful candidates recruited;• 23 language testing;• Global testing across 70 test centres;• 74,000 computer-based tests delivered in 2011.
21.04.23 EPSO PRESENTATION
Why change?
- Recruitment process out-dated (1950’s)
- Significant staff turnover in next decade
- Length of process (candidates & Institutions)
- ‘War for talent’
- Create a positive employer brand
21.04.23 EPSO PRESENTATION
Public sector - context
• Changing dynamics of a world in crisis - economic, political and demographic – against this backdrop are challenges: competition from other job sectors; economic austerity; changes in technology for recruitment and selection;
• Public sector organisations face most challenging period in history in attracting and identifying the right talent to shape, drive and develop their work;
• Retirement of an entire generation of civil servants over next 10 years = real need to address succession planning.
6
21.04.23 EPSO PRESENTATION
Context• European Union: faced with salary/pension cuts;
• Two main challenges – austerity with job cuts and impending retirement of the baby boom generation therefore need to attract the best at a time when the public sector is sometimes portrayed as root cause of current economic problems;
• Sector as a whole hit hard by circumstances and reputation - problem of attracting right people to the sector;
• Together = a tornado: necessary to take precautions for protection, to regroup and protect the working environment, to work together to put in place a viable job sector considered to be one of choice.
• Economic crisis forcing global public sector to rethink and redefine itself. Need for different mindset of people: question = how does the sector remodel and what exactly is the profile of those we need to take the it forward?
21.04.23 EPSO PRESENTATION
The EPSO Development Programme
EPSO Development Programme was based on the following 3 pillars:
- Planning and Needs- Testing and Professionalism- Attractiveness and Diversity
21.04.23 EPSO PRESENTATION
1. Planning and Needs
- Introduced strategic HR planning;
- Annual competition cycles;
- Speed (5 to 9/10 months).
21.04.23 EPSO PRESENTATION
New competition cycle
21.04.23 EPSO PRESENTATIONR
eser
ve L
ist
Res
erve
Lis
t
Res
erve
Lis
t
Old Timeline Vs Post EDP
Month24
Month23
Month21
Month18-19
Month15
Month12-13
Month9-10
Month6
Month0
CB
T
Adm
issi
on
Writ
ten
ex
ams
Ora
l exa
ms
Fla
ggin
g
Inte
rvie
w a
&
med
ical
exa
m
For
ma
l off
er
of
empl
oym
ent
Inst
iden
tify
nee
ds
Not
ice
of
Com
p
Pub
lish
ed
Inst
Con
firm
ne
eds
Month1
Not
ice
of
Com
p
Pub
lish
edMonth
1-3
CB
T –
O
verla
ppin
g
Month20
Adm
issi
on &
A
sses
s C
entr
e AD Cycle
Inst
Con
firm
ne
eds
Not
ice
of
Com
p
Pub
lish
ed
CV
Sift
&
Ass
ess
Cen
tre
Specialist
21.04.23 EPSO PRESENTATION
EPSO Performance on Meeting Laureate Targets
Shortfall10%
Delivered90%
Delivered69%
Shortfall31%
2008-2009 2010
Shortfall 8%
Delivered 92%
2011
21.04.23 EPSO PRESENTATION
2. Testing and Professionalism
A shift from knowledge to competency-based testing
- Competency-based testing: Introduction of Assessment Centres;
- Extensive job analysis undertaken;
- Introduction of self-assessment;
- Competency based preselection in 23 languages;
- Creation of a competency passport as a comprehensive feedback mechanism to candidates.
21.04.23 EPSO PRESENTATION
Selection Procedure Overview
1 9 number of months
21.04.23 EPSO PRESENTATION
Analysis and Problem Solving
Identifies the critical facts in complex issues and develops creative and practical solutions
Communicating Communicates clearly and precisely both orally and in writing
Delivering Quality and Results
Takes personal responsibility and initiative for delivering work to a high standard of quality within set procedures
Learning and Development
Develops and improves personal skills and knowledge of the organisation and its environment
Prioritising and Organising
Prioritises the most important tasks, works flexibly and organises own workload efficiently
ResilienceRemains effective under a heavy workload, handles organisational frustrations positively and adapts to a changing work environment
Working with Others
Works co-operatively with others in teams and across organisational boundaries and respects differences between people
Leadership Manages, develops and motivates people to achieve results
EPSO Competency Framework
21.04.23 EPSO PRESENTATION
Assessment CentreExercises
Depending on the selection procedure:
• Case study in the field in question• Exercises relating to professional skills• Oral presentation• Structured interview• Group exercises
• Practical language tests
21.04.23 EPSO PRESENTATION
21.04.23 EPSO PRESENTATION
3. Attractiveness and Diversity
• 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.
21.04.23 EPSO PRESENTATION
EmployerValue Proposition
is at the
of all EU Careers communication
Interesting and challenging work that makes a real
difference for Europe
A lifetime of different
jobs
The opportunity to work and travel abroad
Encouraged to learn new skills and languages
An attractive benefits package
21.04.23 EPSO PRESENTATION
Attraction Tools Examples Social Media
• Facebook page has over 85,000 fans.• A key tool for increasing awareness
across under 35’s and in focus countries.
• EU Careers is now in the top 10 recruitment Facebook pages in the world.
• Allows us to target specific profiles, including age, nationality, education or professional background.
• EU Careers also on Linkedin, Twitter,
YouTube and more!• Rankings 2012:
- Times Top 100 in UK – straight in at number 56!
- Trendence 500 (top employers in Europe) number 32!- German Staufenbiel – number 4
21.04.23 EPSO PRESENTATION
Attraction Tools Examples - EU Career Ambassadors
• Since 2010 - currently represented at 52 of the top European academic institutions
• Aim: to target young talented students and make them aware of the career opportunities at the EU Institutions
• EU Careers Ambassadors are appointed for one academic year and they receive training in Brussels organised by EPSO.
TASKS: • point of contact• researching target groups and university media• setting up mailing lists, Facebook sites • posting flyers• running a special mailbox • relationship with career services and assist with university visitor groups • if available, travelling the country representing EU Careers at careers
events • Liaison with EPSO, the Representations of the European Institutions in the
Member states and other third parties
21.04.23 EPSO PRESENTATION
Example – Tools for targeting talent
• Traditional print/online advert : FT & Economist• Online job boards: international, profile specific• Facebook, Linkedin, Twitter• Facebook advertising• YouTube: staff testimonials• Micro site & WordPress: self-selection quiz• Bloomberg pilot: target mailing to top performers
in on-campus testing• Networks: AEGEE and ESN
21.04.23 EPSO PRESENTATION
Opening out
- Creating and strengthening dialogue on public service provision via EPSO’s Network of HR Selection Experts in the Member States
- Membership and active participation in Professional Bodies and Umbrella Organisations (CIPD, AHRMIO, …) benchmarking efficiency metrics and financial gains;
- 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, …)
Recommended