Principles of Recruitment

Recruitment and selection are based on a transparent and impartial process, subject to open competition among nationals of participating States - and OSCE Partners for Cooperation for certain posts - and without regard to gender, race, colour, religion or beliefs, sexual orientation nor to ethnic or social origin or to nationality. Recruitment is also guided by the principle of a wide geographical representation of OSCE participating States on a fair basis. The OSCE is committed to the principle of gender equality and an improved ratio of men and women at all levels of the Organization on a continuous basis.

For contracted positions at the general service, professional and director level, the mandatory retirement age in the OSCE is 65. The maximum age at the time of appointment is 63. For seconded positions, including the posts of Head of Mission and Deputy Head of Mission, and other officials appointed by the Chairman-in-Office or the Ministerial Council, there is no age limit.

An appointment or assignment shall not be granted to a person who is the father, mother, son, daughter, brother or sister of an OSCE official, except for an appointment or assignment to an institution or a mission which is different from that of the OSCE official. However, the marriage or cohabitation of an OSCE official to another shall not affect the employment conditions of either spouse. OSCE officials shall not be recruited to serve in a post which is directly superior or subordinate in the line of authority to their relative, spouse or partner regardless of whether recruited locally or internationally.

Recruitment and Selection Process

In order to ensure that the principles of recruitment and selection are properly implemented and consistently adhered to, the recruitment and selection process normally includes the following steps:

  1. Issuance of the Vacancy Notice
  2. Acceptance of applications up until midnight (CET) of the day of the deadline for applications
  3. Evaluation of all applications and preparation of a long-list of candidates who fulfil the requirements of the position
  4. Applicants will be contacted only if considered for interview.
  5. A pre-interview or pre-test may be carried out in the event that many candidates meet the requirements of the position
  6. Interview and written test for those candidates who have been short-listed; usually 4-5 candidates are invited.
  7. Other testing methodology may be used as appropriate.
  8. Checking of work-related references Verification of educational credentials
  9. Selection decision
  10. Candidates interviewed will normally be advised of the outcome of the selection process within 2-3 weeks.
  11. Offer of appointment/assignment to the successful candidate
  12. Upon completion of the recruitment process all online applicants will be informed of the outcome

Please note that only candidates who were short-listed and invited for interview and written test will be notified accordingly.

In the event that the selected candidate misrepresents a medical condition by incorrectly answering the questions in the application form the OSCE reserves the right to withdraw an offer of employment. Staff/mission members may be required by the Secretary General to undergo a medical examination prior to their appointment, or alternatively upon appointment provide certification regarding the fitness to work in the specific post. For seconded posts, the seconding authority may be requested to confirm the candidate’s good physical condition and fitness for the position selected for.

The OSCE Competency Model

In 2015 the OSCE introduced its own framework of core values and core competencies. The Competency Model serves the following purpose:

  • It provides core elements which will help in recruitment and selection, performance management and evaluation, and in identifying and addressing learning and development opportunities.
  • It sets the foundation for human resources management and helps improve organizational performance - with a view to building a pool of talent that can more effectively meet the Organization’s strategic goals.
  • By providing a common language for the daily work of the Organization, it promotes an organizational culture where there is a shared understanding of what effective performance means.
  • It establishes the clear and shared expectations required for each value and competency.

The Model sets out the core values of the Organization, as well as the core and managerial competencies needed to perform on the job.

The values and core competencies apply to all OSCE officials, regardless of function or title. Managers must, in addition to the values and core competencies, demonstrate a number of competencies that are deemed essential in a management role.

As part of the OSCE’s competitive recruitment and selection process, candidates will be tested against core and – if applicable – managerial competencies.  Additionally, post specific or so-called functional competencies will be assessed although they fall outside the Competency Model.