Advertisement:

In order to attract a large number of suitable candidates, job vacancies are advertised to nationals of the member states, on the internet, and in all other NATO bodies and agencies. They may also be advertised in newspapers and specialized magazines.

Preselection:

All applications received are screened on the basis of the information provided in the application form, taking into account qualifications, training, competencies and professional experience, and a preselection is made. Candidates who meet the requirements of the post are contacted for the next step in the selection process, which may involve written tests, language tests, interviews or an assessment centre.

Candidates not preselected for tests and interview will not receive a reply. Due to the large number of applications received for NATO vacancies, telephone, e-mail or fax enquiries cannot be answered.

Written test:

Frequently candidates are asked to sit a written test to help the interviewers assess their drafting skills and/or technical or specialist knowledge. Sometimes the test is selective, and only the candidates with the best results will be invited to return for interview. On other occasions the candidate is interviewed immediately after the test, or on the following day. Written tests may last from 1 to 3 hours, depending on the post. For obvious reasons details of test contents cannot be given, but the questions will be relevant to the functions of the post for which you are applying. Candidates are usually required to demonstrate their knowledge of both official NATO languages (English and French) during the written test as well as at interview. A personal computer (without spell-check or thesaurus functions) is usually placed at your disposal for the written test. You will not be allowed to take away with you a copy of the questions, or of your answers.

Language test:

The language test consists of a one-hour multiple choice computer-based test and a 30 minute audio test. Both assess a candidate’s knowledge of the official languages of NATO (English and French), assigning scores from 0 (complete beginner) to 5 (bilingual).

Interview:

The interview is conducted by a panel which generally has five members or observers – a chairperson from the division with the vacancy, a member from a different division, possibly a further representative of the division concerned, one person from NATO Human Resources (HR) and an observer from the Staff Association. There may be a secretary who writes the report after the interview. Normally the chairperson or the HR representative introduces the candidate who is invited to briefly describe his/her background and qualifications (in English or French at will). Panel members then ask questions and engage the candidate in dialogue. Both the official languages of the Organization are used to test the candidate’s command of them. Before the end of the interview the candidate has the chance to ask questions about working in the department concerned. Interviews last approximately one hour.

Assessment centre:

For senior posts at grade A.5 or above an external assessment centre may be used. This usually requires one day off the NATO site. It involves a number of individual and group exercises intended to assess whether the candidates possess the required competencies. The assessment centre is organized by an outside company in coordination with HR and the hiring manager of the division. It can be selective (only those candidates found to possess the required competencies will be invited for interview) or non-selective (the results of the assessment centre are additional input for the panel in its judgement of all candidates).

Nomination:

A category posts:
Once all the interviews have been completed, a report will be written and signed by all the members of the interview panel, with a recommendation. A senior management committee (the Establishment Committee), which usually meets once a month, reviews the report and makes its recommendation for the consideration of the Secretary General. The whole process normally takes about six weeks. As soon the Secretary General’s decision is known, the Recruitment Service informs all candidates. No indication concerning the final outcome can be given beforehand, as the decision of the Secretary General cannot be prejudged.

B, C and L category posts:
Once all the interviews have been completed, a report will be written and signed by all the members of the interview panel, with a recommendation. The report is then submitted to the DASG for Human Resources for approval. As soon as it is approved, the Recruitment Service will inform the candidates of the outcome. This process generally takes two to four weeks. No indication concerning the final decision can be given beforehand.