Unhcr interview questions and answers

Should you pass the initial screening stage, the first stage of the UNHCR application process will be completing several aptitude tests. The tests aren't timed, but you will be prompted to complete them all by five days after receiving them.

Following a competency-based interviewing process fosters a sense of fairness with regards to these processes. By building on previous practices, UNHCR will focus on the skills needed for competency-based interviewing to enable UNHCR as a learning organization to systematize interviewing processes as a whole for both field and HQ, thus the way we conduct interviews across the Organization. These materials aim to develop and improve both skills and processes. Outlined below are the steps to put into place to ensure fairness and transparency of competency-based interviewing and the skills to use for interviewing candidates in order to find the most suitable candidate for each vacancy. Competencies provide a sound basis for consistent and objective performance standards by creating a shared language about what is needed and expected by the organization. CBI is based on the simple idea that the best predictor of how a person will behave in the future is how that person has behaved in the past in a comparable situation. In this form of interview, the results of the interview are likely to be more subjective.

Unhcr interview questions and answers

Prepare for the types of questions you are likely to be asked when interviewing for a position at UNHCR. For intern positions, the process may only be a written test and an interview, while for more senior positions, the process may include multiple interviews, tests, and assessments. The difficulty of the interview questions can also vary depending on the position. Overall, the experience seems to be positive, with friendly staff and a professional atmosphere. This question is a great way for the interviewer to learn more about your interest in working for an international organisation. Your answer should show the interviewer your ability to work in an international environment and how you adapt to new cultures. My team members come from all over the world, including Europe, Asia and Africa. For example, some of my colleagues prefer to give feedback verbally while others prefer written communication. When answering this question, make sure to highlight your problem-solving skills and ability to remain calm under pressure. The girl was only 14 years old at the time, but her father insisted on following through with the marriage. I spoke with the father privately and explained how forcing his daughter into an arranged marriage could have long-term effects on her mental health.

Tell us about a time when you faced reluctance from your team to accept the direction that you were setting.

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You are likely to be asked to demonstrate your competency through situational questions—what you would do or how you would approach various challenges. Competency-based interviewing questions might be like these: Q: Tell us about a challenging assignment when you went above and beyond your manager's expectations. Q: Give an example of a time when you used your problem solving abilities to resolve an issue between staff members. Q: How have you handled situations when you had a number of demands being made for delivery at the same time? Review the competencies in the job opening. Match your past behaviour and experience with what is being asked for in the job duties and have examples that show your skills in these competency areas. Prepare examples of how you could contribute to the work in the specific position you are applying for. The programme has a helpful module on interviewing along with modules on the selection system, tips for filling out your job application and more.

Unhcr interview questions and answers

Ques:- A man has age in years equal to his daughters age in months and daughter age is equals to his grand daughter age in weeks and her age in weeks total age of 3 members is given Ques:- How can you say that you are a good team player with example. Ques:- Where was the first Municipal Corporation in India set up? Ques:- Why you consider yourself suitable for the post. Ques:- Alok ordered 16 chapatis, 5 plates of rice, 7 plates of mixed vegetable and 6 ice-cream cups.

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As the interview ends, however well the candidate has performed, the panel should ensure that there is a respectful closing to the process, and in the case of poor performance, that no indication is given inadvertently by gesture or non-verbal behavior that leaves the candidate uncomfortable with the process. Describe a situation when colleagues sought your advice or experience. The panel will need to have sufficient time to ask in-depth questions on each competency to obtain a measure of how successfully the candidate has demonstrated the required behaviours in their previous work situations. See examples of this type of questioning in the annex. Written Q. Job-seekers are provided here with the materials necessary to successfully excel throughout the recruitment process. Particular attention therefore needs to be paid to space, gestures, eye contact and tone of voice. In the case of getting a confusing answer, however, the panel should not attempt to help the candidate beyond asking probing questions, and ensuring that the confusion is not just from nerves at the interview process. Abstract reasoning tests, also known as conceptual reasoning, are non-verbal in nature and consist of questions including shapes and images. Interviewers can help by acknowledging long pauses, if they occur, and gently probing if the interviewee needs more time or a repetition of the question. In assessing the candidates on the demonstration of their competencies, these stylistic differences need to be taken into consideration. NE 1 2 3 4 5 No evidence Marginal Poor Acceptable Good Outstanding Candidate produced no Very few indicators Few, partially Some positive evidence Clear, unambiguous Multiple examples of a evidence for observed achieved indicators though scope for further evidence of high level of interviewers to observe were observed, but development. It is important at this stage to remember that for the candidate the interview process is usually a nerve-wracking experience. He eventually agreed to let her wait until she turned 18 before marrying. L1 - Demonstrates the ability to develop and implement creative and innovative ideas L2 - Creates an environment within the work place that encourages innovation, creative ideas L3 - Fosters risk-taking with ideas and new ways of approaching work in others; openness to new approaches L4 - Works to find new ways of doing things on an ongoing basis and does so across work relationships within and outside the organisation.

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This question is a test of your integrity and moral compass. It also shows the interviewer how you would apply your knowledge of international law to solve problems. L2 -Shares responsibilities and ensures staff is informed and has the resources to perform tasks L3-Actively delegates significant responsibility and works to develop a sense of trust L4-Shows genuine interest in the all-round improvement of others. Probing questions get to the level of detail needed:. It is crucial to understand and analyze graphs and other numerical data for many graduate and management positions. When interviewing, the panel should be mindful that the candidates are demonstrating these three Values in their attitude and behaviour. Identifies and understands relationships, constraints and pressures affecting others as well as their motivations and objectives; in light of UNHCR's mandate to serve refugees and other persons of concern. Creating an environment where leaders can emerge. L1 - Sees tasks through to completion with professional integrity L2 - Makes decisions appropriate to the position and takes responsibility for professional obligations L3 -Works to support directly reporting staff in the fulfilment of their responsibilities; monitors delegated tasks; client focus clients at this level are both internal and external L4 - Carries out an effective management of resources under shifting priorities to meet expected results at or above UNHCR standards; external client focus Q. Demonstrates security awareness. In case candidates do not offer examples spontaneously, the panel can also seek evidence about how candidates have faced adversity.