Recruiting for international projects: challenges, achievements and recommendations | PART 2

The perfect candidate is not a universal notion because the best candidate is the individual who fits most of a job’s requirements. Finding this match can be challenging, but professional recruiters can effectively bridge this gap.

DevelopmentPeople has assisted large organizations involved in international development with their recruitment needs. Take a moment to read an interview with one of the DevelopmentPeople recruiters.

1. What was one of the most challenging projects you have been involved in?

Recently, I was involved in a project that needed a regional expert in breeding a rare fish species. Due to the current security situation and regional tensions, I got negative feedback from the few suitable candidates, with consultants expressing they would "prefer not to assist an enemy".

2. What are three difficulties the recruitment process faced during the pandemic?

The most significant effect of the COVID-19 outbreak from a business standpoint is on our work methods. The pandemic led to a slowdown or even a halt in most recruitment activities. However, I believe that recruitment in the development sector was less impacted than traditional internal recruitment. We continued to work on projects that required short and/or long-term relocation to other countries. Thus, the main challenges I faced were concerns about the health and economic aspects of traveling and changing jobs. Once clear guidelines were established, we encountered another paradoxical challenge – all the consultants became available and were interested in new opportunities, particularly short-term missions. The competition intensified, making it more challenging to place candidates under these conditions.

3. What is the most time-consuming aspect of the recruitment process in the international development sector?

I suppose it varies based on the project type and the industry. I recall searching for a school bus station pavement architect who needed over 10 years of experience in this specialized field. In that instance, the most time-consuming task was finding suitable candidates. However, generally, the negotiation phase demands the most time and resources. If you're in contact with multiple consortia for the same project, inform them! If you're applying for a role while in the final interview stages for another, let them know! If you have specific requirements that are essential for you to consider a role, communicate these to the recruiter in advance. This approach saves time for everyone and makes the entire process more pleasant and stress-free.

4. What are the three main questions you consider when reviewing CVs for the most demanding positions?

   
   

I consider how well the candidate meets the requirements. If I have the project's evaluation grid, I can attempt to quantify their experience in points, translating to a percentage of compliance. Then, I review the CV to identify any missing information and determine which questions need to be asked to enhance the suitability of the candidacy. After assessing the level of seniority (for a management role) and the knowledge of the country (for a position that requires extensive experience in a specific country or region), I evaluate whether they can perform the job in question.

5. Which part of the recruitment process do you enjoy or find most interesting?

   
   

The CV Tailoring part. Very often, the candidates lack the necessary set of skills to highlight their extensive experience. Since this is a core aspect of a successful application, we assist them in tailoring the document to respond to a project’s needs. As a result, the majority of them are very impressed and the hard work pays off, as it really increases one’s chances of being awarded a project or selected for a position.

6. What can influence the success of the recruitment process in the development and humanitarian sectors?

• People (dedicated consultants with relevant experience who are eager to put in extra effort and refine their CV).

• Competition (besides having a strong technical offer, it’s important to have a viable financial offer as well. It’s not uncommon to lose a bid having the best candidate).

7. How does the recruitment process vary for short-term, long-term, and permanent positions?

The recruitment process is quite similar and typically requires the same skill set. For short-term assignments, it's crucial to find someone who fits well and is available on short notice. In these projects, we deal with tight deadlines, and it's common to receive a confirmation of interest from a highly suitable candidate after the deadline has passed. The challenges of long-term assignments are linked to relocation. Sometimes, candidates we contact are very interested but cannot relocate to the project site due to personal reasons. Recruiting for permanent roles is more complex and involves a thorough analysis of the candidate, their professional profile, and how they could contribute to the company's success.

8. What have been the top five development sectors with the most demands during COVID-19?

The crisis has highlighted the necessity for a more adaptable funding strategy, emphasizing determined and equity-focused humanitarian and project interventions in the health, education, social equality, and economic empowerment sectors. These efforts aim to assist economies and societies in mobilizing and alleviating the significant effects of the pandemic. There has also been a rise in public expenditure assessments and audit missions related to the COVID-19 response plans.

9. What makes DevelopmentPeople stand out in international development aid recruitment?

First, we have an extensive and exclusive database of international, regional, and local experts and consultants that we have built over the last 12 years. We have cultivated excellent relationships with the professionals we have collaborated with, making them eager to return to us or recommend us to their colleagues.

Our team consists of dedicated, stress-resilient, and positive recruiters who are always willing to go the extra mile to ensure we identify the best candidate and meet all of our client's expectations. We offer a wide range of services and remain open to any recommendations, so as a client, you can be confident that we will jointly select the most suitable service to meet your needs.

10. What proven tools do you use when looking for experts?

An internal DevelopmentPeople database, two DevelopmentAid databases and we also externalize the search on LinkedIn and other platforms.

11. What are the three most valuable pieces of practical advice an international recruiter would give to job seekers?

• The job description often outlines an ideal candidate who doesn't actually exist. So, don't hesitate to apply for positions where you don't meet every requirement, but remember that this is a competitive field. Take the time to thoroughly compare your qualifications with the requirements and ensure you meet at least 80% of them.

  
  

• Assist recruiters in understanding why you are a good fit for the role. Highlight all relevant keywords (from job descriptions or terms of reference) in bold and enhance your Profile section by emphasizing qualifications pertinent to the project or position.

  
  

• Depending on the organization, the evaluation process can be quite lengthy. Keep searching for the most suitable opportunity even after passing the initial internal screening. This way, if an agreement isn't reached with the current organization, you'll have a backup plan ready.

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