Comment postuler?
The recruitment process at the °ÄÃÅÁùºÏ²Ê¹ÙÍø×ÊÁÏ can vary depending on the position and type of contract. For fixed-term positions at the °ÄÃÅÁùºÏ²Ê¹ÙÍø×ÊÁÏ Secretariat there are up to five steps. For internships, short-term contracts and consultancies the recruitment process is shorter.
Le processus de recrutement pour les postes à durée déterminée au Secrétariat de l'OMC se déroule normalement en six étapes:
1 Candidature en ligne
Please complete and submit your online application form for the vacancy notice that interests you through the °ÄÃÅÁùºÏ²Ê¹ÙÍø×ÊÁÏ website. All our fixed-term vacancy notices are published on the °ÄÃÅÁùºÏ²Ê¹ÙÍø×ÊÁÏ website, normally for a period of four weeks. They are also announced through various social media
2 Sélection
The Human Resources Division (HRD) and the hiring division screen all the applications, taking into account the requirements outlined in the vacancy notice, and a shortlist is established. Candidates may be asked to complete a test from the comfort of their own home as part of the screening process. The hiring division may invite preselected candidates for an asynchronous interview. In that instance, candidates are asked to complete a pre-recorded video interview where they are guided through a series of interview questions. Based on this, a final shortlist of candidates is established.
3 Entretien et test écrit
Candidates on the final shortlist are invited to attend an interview remotely or in person held by a selection panel and may be required to complete a written test.
The selection panel usually consists of four to six persons from the hiring division, the Human Resources Division and other areas of the organization. The interviewers assess the behavioural and technical skills of the candidates, whereas the written test is intended to assess the technical skills. The assessment of behavioural skills at the interview are done based on questions asking for past experience having demonstrated the particular behaviour, or what's more commonly known as "competency-based interview". Depending on the vacancy, candidates may be asked to go through additional forms of assessment such as a presentation or assessment centre.
4 Review by internal board and decision by Director-General
Le jury de sélection élabore un rapport à partir de diverses informations recueillies tout au long du processus de sélection. Un comité interne examine ensuite le rapport présenté par le jury de sélection et adresse au Directeur général une recommandation finale concernant la nomination du candidat. C'est le Directeur général qui prend la décision finale concernant le candidat nommé.
6 Offer and Reference Check
Following the Director-General's final decision, an offer is made to the selected candidate for the position, subject to satisfactory reference checks. Generally speaking, the Human Resources Division contacts the selected candidate by phone.
![e-recruitement](/images/img_vacan/newHRpicture_360X204.jpg)
. Vous y trouverez les avis de vacance et pourrez déposer votre candidature. Vous pourrez également suivre l'état d'avancement de la procédure pour les postes pour lesquels vous avez postulé.
Tous les ressortissants de Membres de l'OMC, femmes et hommes, âgés de moins de 65 ans, sont invités à présenter leur candidature. La liste des Membres est disponible ici.
L'OMC ne perçoit aucun frais à aucun stade de la procédure de recrutement. Si vous avez des questions concernant des personnes ou entreprises qui prétendent recruter au nom de l'OMC moyennant des frais, merci d'écrire immédiatement à l'adresse [email protected].
Si vous rencontrez des difficultés techniques lors de l'utilisation de la plate-forme de recrutement externe, vous pouvez envoyer un message à l'adresse [email protected]