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.

Assessment Centre

For grade A.5 posts and above an external Assessment Centre may be organized. It is usually a one-day event and takes place off site. It consists of a number of individual and group exercises in order to assess whether the candidates possess the required competencies. The Assessment Centre is organized by an outside company in coordination with the Hiring Manager of the Division and HR. It can be selective (only those candidates considered to possess the required competencies will be invited for interview) or non-selective (the results of the Assessment Centre are considered as additional information to assist the Panel with its assessment of all candidates).

Written Test

It is frequent that candidates are asked to sit a written test to help the interviewers to assess candidates’ drafting skills and/or technical or specialist knowledge of the subject matter. 

The test may be either selective, meaning that only the candidates with the best test results will be invited to return for interview, or followed immediately by an interview (usually on the following day).

The written test can vary in duration from 1 to 3 hours, depending upon the post.  While, for obvious reasons, we cannot give details of the contents of the test, we can tell you that 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 spellcheck or thesaurus) 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 which assesses a candidate’s knowledge of one of the two official languages of NATO (English/French), assigning scores ranging from level 0 (complete beginner) to level 5 (bilingual).

Interview

The interview is conducted by an Interview Panel, made up of an average of 5 members/observers. In general, the panel is composed of a Chairman from the Division where the vacancy exists. In addition, there is another member from a different Division and possibly a further representative from the Division concerned.  In addition, a member of Human Resources participates.  An observer from the Staff Association attends, and there may also be a Secretary to the Panel, whose role is to take notes during the interviews and write the report after the interviews. The normal procedure is for the Chairman or the member representing HR to introduce the candidate to the other members of the Panel, and then to invite the candidate to briefly describe his/her background and qualifications (in English or French, according to personal choice). The interview then proceeds with each member asking questions and opening up a dialogue with the candidate. Due attention is given to the two official languages of the Organization and the candidate’s command of these. The candidate has an opportunity at the end of the interview session to ask questions about the content of the job and the work environment.  The interview lasts, on average, approximately one hour. All questions related to the recruitment process can be asked to the Recruitment Service assistants after the interview.

Nomination

A-grade 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 high-level committee (called the Establishment Committee), composed of senior management (which usually meets once per month) will review the report and make a recommendation to the Secretary General.  He will then decide whom he wishes to appoint to this position. This process takes, on average, approximately six weeks.

As soon the Secretary General’s decision is known, the Recruitment Service will inform all the candidates of the outcome of their application. No indication concerning the final decision can be given beforehand, as the decision of the Secretary General cannot be pre-empted.

B, C & L-grade posts:

Once all the interviews have been completed, a report will be written and signed by the members of the interview panel, with a recommendation. The report is then submitted to the DASG for Human Resources for his/her approval. As soon as it is approved, the Recruitment Service will inform the candidates of the outcome of their application. This process takes, on average, approximately four weeks. No indication concerning the final decision can be given beforehand.