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United Nations Tests

• https://careers.un.org/lbw/Home.aspx
• New York, US
• 186 questions

Founded in 1945, the United Nations (UN) is an organisation that brings countries together to discuss common problems and find shared solutions that benefit humanity. The UN is made up of several bodies: the General Assembly, Economic and Social Council, Trusteeship Council, International Court of Justiciary and the UN Secretariat.

Careers at United Nations

If you are motivated by making a difference, want to be part of a cause bigger than yourself and love to travel, you might want to consider a career at the UN.

Staff who work at the UN have been awarded the Nobel Peace Prize more than ten times; it is widely considered to be an inspiring place to work. Read on to find out how to land a job at the UN.

United Nations Application Process

Online application, assessment exercise, competency-based interview.

It’s helpful to visit the UN careers page and do your research before you consider applying for a job at the United Nations.

The UN has three core values: integrity, professionalism and respect for diversity. It looks for a combination of skills, attributes and behaviour that are directly related to performance success.

Whatever role you decide to apply for, you should ensure you can demonstrate a range of these core values, as well as skills including:

• Client orientation
• Commitment to continuous learning
• Communication
• Planning and organising
• Accountability
• Technological awareness

United Nations online application

The application process itself is straightforward. You create a profile and fill out an online application, highlighting your experience and relevant skills. You must also write a motivation statement, which is a chance to explain why you want to work at the UN.

At this stage, attention to detail is crucial (as with any online application). Ensure you spell-check and proofread everything before your final submission.

United Nations Assessment Exercise

The next stage of the UN’s recruitment process is a series of tests. These vary depending on what role you applied for. You might be given a range of tests including a written exam, simulation, aptitude tests and assessment.

Recruiters will use the results from these assessments to decide whom to shortlist. Typically top performers (scores above 50%) will be moved forward into the next stages of the hiring process. It is therefore essential to practice tests beforehand and prepare yourself for the format.

United Nations written exam and case study

The written test is a timed assessment and will be based on a subject relevant to your role. Its purpose is to assess knowledge and mastery of the subject matter, technical skills, and your ability to work under pressure. You might, for example, be asked to summarise a long report or write about a subject.

The case study requires analytical ability: typically you will be asked to analyse some information and draw a conclusion from it.

United Nations simulation exercise

The UN simulation exercise is a way to assess how candidates might perform in a real work situation. The exercises are role dependent but will test your skills and abilities to cope with complex situations: competencies that the UN looks for when hiring candidates.

Expect to respond to a simulated emergency, disaster or crisis situation where problem-solving and teamwork are required. Practicing situational judgement tests (see below) can help improve your performance with these types of tests.

United Nations personality assessment

A personality assessment is important for the UN as it helps assess your workplace character. It takes a certain type of person to perform well in roles with the organization, and so getting an idea of your personal qualities is important.

There are no right or wrong answers – but it is important to think strategically, as some responses could lose you the opportunity.

How well you work as a team, adapting to change and how easily you learn information are three core areas the personality assessment looks at.

United Nations verbal reasoning test

A verbal reasoning test assesses how a candidate comprehends important information. This type of test is in a multiple-choice format and timed. You’re provided with a passage of text you must read (no prior knowledge required) and you must decide whether what you have read is either ‘true’, ‘false’ or ‘cannot say’.

United Nations numerical reasoning test

For roles that involve mathematics, you might be asked to participate in a numerical reasoning assessment . It can be useful to sharpen your math skills and practice numerical reasoning tests beforehand to increase your score.

A numerical reasoning test comprises multiple-choice questions that test how adept you are at dealing with a variety of different mathematical problems. There is an additional pressure to answer these questions quickly, since you are under timed pressure.

United Nations situational judgement test

A situational judgement test is a useful test to practice, as you will be asked a variety of questions that involve using your initiative and logic to make good decisions.

Once again, the test is multiple choice and requires you to rank your preferred and least preferred choice in a variety of realistic work situations.

The UN will be looking for good decision-makers and people who can make smart choices under difficult circumstances.

The tests were well suited to the job that I’ve applied for. They are easy to do and loads of them.

United Nations competency-based interview

The format of the competency-based interview will be done via telephone, video conference, or in person. The interviewer wants to know more about your skills, attributes and behaviours.

Questions in a competency-based interview might include:

• Tell us about a situation when you went above and beyond expectations
• Give an example of a time when you solved a challenge
• Tell us about a time where you had multiple tasks, and how you prioritised them

To structure your answers effectively, use the STAR method (Situation, Task, Action, Response).

Practice Aptitude Tests is not associated with United Nations. We provide preparation services for United Nations psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://careers.un.org/lbw/Home.aspx to find out more.

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• 30 Numerical reasoning tests
• 30 Verbal reasoning tests
• 30 Diagrammatic reasoning tests
• 30 Situational judgement tests
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Reviews of our United Nations tests

What our customers say about our United Nations tests

James Mbiekang

October 22, 2023

Very interesting and thought provoking

I like the fact that the test the passages were short enough, so one could easily arrive at the relevant within a short time interval. I also like the fact that the time was fairly enough to complete the task and take sample.

September 30, 2023

Challenging

It taught me to not make assumptions about different things and statements that are not explicitly stated.

September 13, 2023

A little hard, given the limiting time allowed.

I liked the essays as they addressed contemporary issues in our society, and therefore easy to comprehend.

Pauline Wanjiku Gichara

June 28, 2023

The test was good and tests your capacity to read and interpret information. Are you keen to details and how fast can you read and understand questions?

Tooba Latif

June 06, 2023

Easy and Efficient

The case studies given here were informative and easy to understand. The questions are pertinent to the situation at hand and required me to think and comprehend the story before opting for the answers. The way this test is structured seems easy and efficient.

May 22, 2023

Reading full context and understanding

The fact that the questions that have a challenging twist that require you to read the full text in order to distinguish some of the answers while others require you to know if you actually skimmed or fullyunderstood the question

North Macedonia

April 19, 2023

Important test to practice

I liked the UN test because I learnt what to expect from the assessment.

April 18, 2023

Nice test to preparing the UN test

I like all the question becuase they give a sense of good test when one wants to prepare for the UN test

Andriy Mikheev

April 03, 2023

Made me think!

This test is great in terms of making you think. There are interesting details on which you have to pay attention and re-read several times attentively. I found it intellectually challenging.

April 01, 2023

Good Questions

It offers good questions which help the candidate to understand and answer quickly without hesitation.

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Invited to a UN Written Test? Here’s how to prep.

• Post author By Chris
• No Comments on Invited to a UN Written Test? Here’s how to prep.

We know that less than 1.3% of applicants land jobs at top organizations like the World Bank. So it’s competitive out there.

This makes the application process especially grueling.

Depending on the type of role and organization, the usual components of the hiring process look something like this:

• Find a job online or via a friend
• Submit the best CV and cover letter you can
• (Wait what feels like an eternity to MAYBE hear back)
• Deliver a time-based written test
• Get invited and do the interview FAST

A lot of attention gets pored into the CV, with big debates on how much it matters (in my view: it’s the most important part of the process). The interview probably ranks next.

While the written test is something rarely spoken about, it can play a defining role between getting the job — or having your hopes dashed so close to an exciting new opportunity.

It normally is used to fine-tune the short-list for the interview, so that it happens before the interview. Or it can also happen after the interview to help narrow down the final candidate. This just depends.

For my first job, I did both on the same day. For another one, I had to prepare the written test before hand and present it during the interview itself.

One thing that is almost always the case: the people doing the hiring don’t have a super clear picture on any part of the process. By this I mean, many of those on the interview panel and the hiring team may be hiring for the first time, and just learning the ropes.

This is important because, with few exceptions, there is nothing ever really standardized with written tests — even within the same organization.

Here are a few pointers for when you’re invited to the test.

Expect it to be highly time pressured

One of the most common patterns I have found across the many tests I have done over the years is: you have too little time!

The main challenge is you are often under extreme time pressure. Many tests take the form of:

• Analyze a situation
• Prepare a detailed strategy
• Assess the costs and benefits
• Provide recommendations for new actions to take
• Then write it all down clearly

…. in 1 or 2 hours.

The trick here is to not think there is an actual “right” answer.

Rather, focus on showing the way you would think through the problem they give you.

To do so, time management becomes very important.

If you have taken standardized tests for entry to universities, you can use some of the key strategies from there:

• Make sure you answer every question (and don’t get stuck and spend too much time on the first questions).
• A key way to do this is to divide your time by the number of questions and set your watch to this. When the timer hits, move on to the next question even if you’re not 100% finished.
• Relax and take deep breaths to calm your nerves – or they can get the better of you.
• Leave enough time to review your work and eliminate any obvious errors or mistakes. MISTAKES are something they always see and can break your application process.

They will expect you to already be an expert on the organization

It’s a bit paradoxical, but the written tests often seem to presume you know how people think, what the organization finds valuable, and how things get done — BEFORE you have actually worked there.

In the real world, these are important factors for being successful, so it can be really useful to demonstrate your mastery through the written test.

What you can do is research the organization, team, strategies, research, work plan, and so on.

Read everything the organization is doing on that particular issue. What do team members say publicly? What focus do donors have? Are there any new reports that lay out the key issues? Know them inside out and what the latest thinking is.

For example, when I was preparing for a written test for an advocacy role with CARE, I found an entirely new advocacy manual that was just published. This helped me immensely to learn the way CARE approaches advocacy issues – even the way it defines the term!

THEY CAN BE REALLY HARD!

Here is a sample written test for an economic advisor role with UNDP:

*** Dear ____,

You have  three hours (3) hours  from the time you opened this email to answer the below question and email back your report/answer to  [email protected] .  You will be disqualified for submitting your report/answer later than the allocated time. For the purposes of this written test assessment, your candidate number is  XXXX.

You may write your report in  ENGLISH OR FRENCH .

Please do not write your name anywhere in your report/brief .  Use only the candidate number that has been assigned to you  XXXX.

The rate of inflation has major implications for how the economy functions and for the well-being of citizens. For example, high food prices inflation erodes the purchasing power of the poor. While small but positive rates of inflation are generally viewed as acceptable, if inflation increases there comes a point where it becomes excessive and starts having detrimental effects.

• What are some of the key drivers and causes of inflation in African economies? Include both structural and cyclical factors.
• What are the implications of inflation on different population groups? Discuss specific gender effects.
• What are some key responses from policy makers and how effective have these responses been? Cover both macro- and micro-economic policy responses.

If you wish, select one country or sub-region to make your answer more concrete, but ensure that the discussion illustrates general points. Please use a combination of theory and empirical evidence in constructing your answers. End with a reference to the specific role that UNDP can play in supporting countries in managing the challenge of inflation.

Your report should be around 2,000 words in total and needs to be written in a rigorous but accessible way. Illustrative graphs and tables can be included if they support the arguments. Use proper sourcing and referencing.

Best wishes, [NAME] HR Specialist DEPT/UNIT/TEAM

If you made it this far, you are likely an economist, and as a trained economist, you have a basic grasp on inflation.

But if you have not worked on gender issues, do you have much to say about the differential effects between men and women’s work and the intersectionalities of these with other factors such as rural/urban location, age or disability? Do you know the latest policy studies at BOTH the macro and micro response levels and what prescriptions they may provide to the specific country  or regional context?

The key here is to NOT get overwhelmed. So take a deep breath.

From there, know where to look for answers.

Nowadays, you will almost certainly be allowed to use a laptop and the Internet to Google. But you only have so much time, so focus your search on the sources of information and data that the organization you’re applying to finds valuable.

Indeed, one of the most critical skills is to be able to learn, and to learn quickly, while on the job. Use it now.

Mind the details in being ready

Here are a few situations I have seen or experienced myself:

• They send you the test late and you panic
• You cannot open the file they sent you (because it’s in some encrypted, outdated version)
• Your laptop runs out of power
• You just switched from PC to Mac and have NO idea how Excel works any more
• The Wi-Fi decides to take an unscheduled break

…and so much more can go wrong.

These are huge factors when you’re under time pressure to give great answers to really hard questions.

So try your best to make sure your laptop and Internet are in good order, you’re in a quiet place where you can focus, and that you’ve done all possible to avoid any distractions.

Preparing for written tests is key even though no one talks about this or provides any real-world examples.

I hope the above helps guide you on your next test.

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• Application process
• Examination structure and preparation
• YPP Success Stories
• Recruitment process
• Important updates
• Frequently asked questions

ONLINE EXAM

This stage typically consists of multiple-choice questions, both general and specialised, and lasts approximately 2 hours .

These questions are available in either English or French. Those successful in the first stage of the online exam will be invited to the second stage.

This stage typically consists of Specialised, constructed response (open-ended) questions and lasts approximately 2 - 2.5 hours.

These questions can be viewed in either English or French.

Certain questions must be answered in English or French , and certain questions can be answered in any one of the UN's six official languages .

Each question will have a suggested response word limit.

This stage may be proctored remotely (via webcam and monitoring software).

INTERVIEW STAGE

Candidates successful in the online written examination will be invited to take part in the oral examination - a competency-based video-conference interview .

More information on competency-based interviews can be found on the UN Careers Portal interview page .

Candidate performance or identity may be verified any time in the exam process.

Examination Preparation

Candidates invited to participate in the YPP exam will receive access to the UN Online Examinations & Tests System. Through this, candidates will become familiar with how to navigate in the testing platform and can review a variety of preparation material specific to their exam. This may include a suggested reading list, sample or previous questions, and other preparation tips.

2023 YPP Exam Overview

• 2023 YPP Information Brochure

REGARDING FOR- PROFIT COMPANIES

The United Nations has been made aware that for-profit companies have been selling services related to the United Nations Young Professionals Programme (YPP), including application review and preparation for the YPP examinations and interviews.

Some companies claim to provide access to UN inside information. Please be aware that the United Nations is not collaborating or partnering with any companies offering YPP-related services of any kind. Any services or programmes sold by such companies are not supported or endorsed by the United Nations.

The United Nations does not charge any fees at any stage of the YPP application, examination and evaluation process.

Information about the YPP as well as preparation materials are available publicly and free of charge on this site. Such sample materials are strictly for personal and non-commercial use and are subject to the "terms of use" of the UN website (available at http://www.un.org/en/sections/about-website/terms-use/index.html ).

This page provides tests dates, information on the assessment process, and other resources relevant for applicants to vacancies under semi-annual staffing exercises for:

• The Political, Peace and Humanitarian job network (POLNET)
• The Information and Telecommunication Technology job network (ITECNET)

In future, the same approach will also be applied to other job networks as they will gradually phase in under the new staffing system. 

IMPORTANT NOTICES

All assessment communications will ONLY be sent to the primary email address listed in your Inspira account. Please make sure that this email address is up-to-date and without error. In addition, please add "[email protected]" to your spam exception list.  

Applicants who apply to positions for which they are rostered will be exempt from the assessment process. Be sure to check what you are considered rostered for in I nspira

Click on the respective job network to learn more about test dates and the specific assessment procedure

The assessment process - how does it work.

The assessment process has seven steps and is designed to deliver candidates who demonstrate required knowledge, skills, and abilties relevant for both the position to which they have applied as well as for a career in a job network more generally.This process has been designed based on good practice across similar organizations and is centrally coordinated by the Office of Human Resources Management to ensure consistency and fairness.

Rostered Candidates IMPORTANT: Applicants who apply to positions for which they are rostered will be exempt from the assessment process. Be sure to check what you are considered rostered for in inspira

• Please note : a roster membership does not mean that you are rostered for  ALL  job openings in that network/family/level. When you are rostered for a position, you will receive an automated email from inspira informing you about the job opening and inviting you to apply as a rostered candidate to that position.
• Your roster membership is based on job codes of similar functions. In order to view the similar job code titles for which you are considered rostered in Inspira, you can go to "My Roster Memberships" and click on "Associated Titles" for a complete list.
• If one or more of the positions to which you apply does not share the associated job code title(s) for which you are rostered, you are required to partake in the full assessment process including the Standard Pre-Selection Test (P-level only), possible Drafting Skills Test, possible Substantive Knowledge Test, and an Interview.
• If you apply to a position for which you are rostered, you will be advanced to the end of the process and exempt from assessment. It is possible to be rostered for a particular position and possibly only need to be screened for suitability, while not be rostered for another position and be subject to the full assessment process.

What is the Standard Pre-Selection Test?

The Standard Pre-Selection Test is a multiple choice test and is one of the steps within the new United Nations Staff Selection System.

What is the purpose of the Standard Pre-Selection Test?

The UN Standard Pre-Selection Tests are used to assess the level at which an individual is able to operate in terms of learning, organizing, processing, and evaluating information as well as identifying appropriate courses of action within the context of a specific UN Job Network. Standard Pre-Selection Tests are known to be good predictors of how well a person will perform in a variety of jobs and how well they operate in dynamic environments.   Standard Pre-Selection Tests do not provide measures of job knowledge, work experience, or technical skills. These elements are assessed elsewhere in the selection process.

How is the Standard Pre-Selection Test administered?

The Standard Pre-Selection Test is administered over the internet using the UN Online Examinations and Tests System. The Online Examinations and Tests System should preferably be accessed through the latest version of Mozilla Firefox, Google, Chrome, or Microsoft Internet Explorer via laptop or desktop computers. Applicants need to make sure that their computer is stable and has a reliable power and internet connection while taking the Standard Pre-Selection Test.   Test-takers can complete the test at a time most convenient to them over a 48 hour window using an internet connected computer. If there are multiple parts in the test, each test part is timed and can be taken separately during those 48 hours. For example, applicants can take one test part in the morning and another in the evening. Particular test parts can take between 30 to 45 minutes with a total test time of 2 hours. All test parts must be completed during the 48 hour testing window. Applicants are encouraged to allow enough time to initiate and complete the test during this 48 hour period as once the window closes, the test will no longer be accessible.   Because the new staffing system runs on a predetermined and fixed timeline there is no flexibility to postpone or re -schedule tests. Therefore, if applicants were unable to complete the test within the testing window, their application will no longer be considered for this round of the staffing exercise.

What is the format of the Standard Pre-Selection Test?

The Standard Pre-Selection test consists of multiple-choice questions in one or more test parts that may include: Textual, Analytical, Logical, Numerical and Social Reasoning. Those who are invited to the Standard Pre-Selection test will also be provided with a sample test to help familiarize themselves with the specific format of the multiple choice questions in each test part. 

How and when will applicants know that they will have to take the Standard Pre-Selection Test?

The dates for the standard pre-selection test are fixed for each staffing cycle (i.e. twice a year) and will appear in the Job Opening for which applicants have applied. Applicants will only be invited to the standard pre-selection test if they are deemed eligible through the initial eligibility screening following their application.     To determine whether an applicant has been invited to take the standard pre-selection test, applicants should access their Inspira account about one week after the closing date of the job opening. Applicants who fulfil the requirements of the eligibility screening will see the name and date of the test under "My Upcoming Test Schedule" in their inspira account. Shortly before the testing window, they will also receive an email inviting them log-on to the UN Online Examinations and Tests System, where they will be given the opportunity to take a sample standard pre-selection test and, once the testing window is open, the actual standard pre-selection test.     If an applicant has not received the email invitation and if there is no test listed in Inspira, then he/she can assume that they will not be invited to take the test. This may be either because they have not met the eligibility criteria, or because they are already rostered for the position (in which case they will not have to take part in the remainder of this assessment process).     In addition, a dedicated page on the United Nations HR Portal (hr.un.org/page/mobility) lists all testing dates as they become available. Applicants should check the website regularly. However, applicants are only invited to take a particular test if the test appears under "My Upcoming Test Schedule" in their Inspira account and they have received an invitation email.

I am rostered  – do I still need to take the Standard Pre-Selection Test?

Maybe – Applicants who apply to positions for which they are rostered will be exempt from the assessment process, including the SPT. However, a roster membership does not mean that you are rostered for ALL job openings in that network/family/level. When you are rostered for a position, you normally would receive an automated email from Inspira informing you about the job opening and inviting you to apply as a rostered candidate to that position.   Your roster membership is based on job codes of similar functions. In order to view the similar job code titles for which you are considered rostered in Inspira, you can go to "My Roster Memberships" and click on "Associated Titles" for a complete list.   If one or more of the positions to which you apply does not share the associated job code title(s) for which you are rostered, you are required to partake in the full assessment process including the Standard Pre-Selection Test (P-level only), Drafting Skills Test (P-level only), possible Substantive Knowledge Test, and Interview.   If you apply to a position for which you are rostered, you will be advanced to the end of the process and exempt from further assessment. It is possible to be rostered for a particular position and possibly only need to be screened for suitability, while not be rostered for another position and be subject to the full assessment process.  

How can applicants prepare for the Standard Pre-Selection Test?

Approximately a week before the actual test, applicants will be provided with a sample test consisting of instructions, explanations, and questions for each test part. They may take the sample test as many times as they wish and with no time constraints . We encourage applicants to try the sample test from different devices to identify the best environment for their actual test, and to familiarise themselves with the test format.    

How is the standard pre-selection test scored? How do I pass this test?

After checking all test questions for potential bias using the latest statistical techniques, the minimum passing score for the standard pre-selection test is set at the overall test average for all job openings. All applicants who scored lower than average are deemed unsuccessful on the test regardless of which job openings they applied to. Additionally, for large applicant volume job openings, the passing score maybe raised to advance the best performing candidates to the next step. An applicant can therefore pass the test for one job opening, but fail it for another, because there were significantly more applicants for one job opening. As a consequence, it is possible to obtain a score that is considered above average, but still fail the test because there were enough candidates who scored higher.

How can test-takers provide feedback on the Standard Pre-Selection Test?

An online survey is included at the end of the test which will allow test-takers to provide feedback on their test-taking experience.

How and when will test-takers know the outcome of the standard pre-selection test and what is the process going forward?

After the Standard Pre-Selection Test, applicants that completed the standard pre-selection test will receive a feedback message including their results per test part as well as statistical scoring information on the SPT. Those applicants that pass the standard pre-selection test will be screened for suitability for the position the applied for. Those applicants deemed suitable may be invited to complete a substantive test, which will be given during the period specified in the Job Opening.

What is a Substantive Test?

A substantive test is a constructed-response (open writing) test directly related to the requirements of any given job opening. It is one of the steps within the assessment process under the new United Nations (UN) Staff Selection System.

What is the purpose of a Substantive Test?

Substantive tests are used to assess the substantive knowledge and technical skills required for the position an applicant applied for. Substantive tests simulate performance on the job by asking test takers to provide a work sample under testing conditions. Substantive tests are known to be good predictors of how well a person will perform in the job.   Substantive tests provide limited insight into competencies; these elements are assessed elsewhere in the selection process.

How is the Substantive Test administered?

A substantive test under the new staffing system is administered over the internet using the UN Online Examinations and Tests System. The Online Examinations and Tests System should preferably be accessed through the latest version of Mozilla Firefox, Google, Chrome, or Microsoft Internet Explorer via laptop or desktop computers. Applicants need to make sure that their computer is stable and has a reliable power and internet connection while taking the tests.   Test-takers can complete any test they are invited to at a time most convenient to them over a 48 hour window using an internet connected computer. Each test or test part is timed and can be taken separately during those 48 hours. Each substantive test is timed between 90 and 180 minutes, with the time for each question or test part being indicated.   Because the new staffing system runs on a predetermined and fixed timeline there is no flexibility to postpone or re -schedule tests. Therefore, if applicants were unable to complete the test within the testing window, their application will no longer be considered for this round of the staffing exercise.

What is the format of a Substantive Test?

Substantive tests are constructed-response tests, which means that candidates type a written answer to each question into the UN Online Examinations and Tests System. Each substantive test is based on the requirements outlined in respective job opening. The tests may therefore differ in format due to differences in requirements for the associated job openings, but will generally consist of one or several questions, which can consist of one or several parts each.

How and when will applicants know that they will have to take the written tests associated with the job opening they are applying for?

The dates for written tests are fixed for each staffing cycle. However, not all job openings will have a substantive knowledge test. If the hiring office has opted for a substantive knowledge test, applicants will only be invited if they are deemed eligible through the eligibility screening in Inspira, and, if applicable, have passed the standard pre-selection test (in the current or previous exercise), taken the drafting skills test (if applicable), and are deemed suitable for the position through a review of their Personal History Profile. To determine whether an applicant is invited to take a substantive test, applicants should access the "My Upcoming Test Schedule" page in their Inspira account, where the tests they are invited to are indicated starting at least three days prior to the testing period. About 72-hours before the actual testing window opens, they will also receive an email inviting them to log on to the United Nations Examinations and Tests System. Applicants are encouraged to log into the system as soon as they receive the login information to ensure that their set-up for taking the test on-line works well. Applicants will be able to navigate the system, but they will only be able to take the actual test starting at the indicated time (New York time) and start date.   It is important to note that knowledge may be assessed in interviews. If an applicant has not received the email invitation to a test or interview and if there is no test listed in Inspira, then he/she can assume that they will not be invited to take the test or partake in the interview for that job opening. Candidates already rostered for the position will not have to take part of the assessment process.

How can applicants prepare for the Substantive Test(s)?

Applicants are encouraged to carefully review the requirements outlined in the job opening. Substantive Test(s) questions will assess the substantive knowledge and technical skills needed to perform the main duties and responsibilities of the position. Substantive Test(s) simulate performance on the job by asking test takers to provide a work sample under testing conditions. They are known to be good predictors of how well a person will perform in the job.   Substantive tests provide limited insight into competencies; these elements are assessed elsewhere in the selection process.

How can test-takers provide feedback on the written tests?

An online survey is included at the end of the test, which will allow test-takers to provide feedback on their test-taking experience.

How and when will test-takers know the outcome of the Substantive Test and what is the process going forward?

If an applicant did not pass the substantive test, he/she will not be invited to an interview. If an applicant passes the substantive test, he/she will be invited to an interview within 2-6 weeks of having taken the substantive test.

What is a competency based / combined competency based and substantive interview?

Competency based interviews are also called "behavioral interviews" or "criterion based interviews." Such interviews are based on the concept that past behavior and experience is the best indicator of future performance. In other words, your history tells a story about you: your talents, skills, abilities, knowledge and actual experience in handling a variety of situations.   In addition to the classic competencies, the new staff selection system introduces substantive questions related to the knowledge and technical skills needed for functions at the P-3, P-4 and P-5 levels.

How is the competency based / combined competency based and substantive interview administered?

The interview is administered via a remote video conferencing platform which allows the panel and the applicant to see and hear each other. Information detailing how the interview platform functions will be provided to candidates in the email invitation they will receive upon passing the substantive test.

How and when will applicants know that they will have to take the competency based / combined competency based and substantive interview?

Candidates will be informed whether they are invited to the interview through email, which they will receive two to six weeks after they took the substantive test.

• Prepare a wide range of brief real life stories about your accomplishments. Be aware of the specific skills each story illustrates and remember to include the positive outcome or lesson learned from each experience.
• Be ready to discuss your strengths and your ability to learn from past experiences. Also think about how you could contribute to the work of the United Nations and to the specific position you are applying for.
• Review the competencies mentioned in the job opening. These will be probed in your interview, so your stories should show your skill in these competency areas.
• You should be prepared to address positive results and achievements using these competencies and also challenges you have had in each of these areas.
• The structure of your answer should be: Situation, Action, Result.
• Share information you feel is appropriate and relevant.
• Listen to the question carefully. Keep to the point. Be as specific as possible.
• Do some research on competency, or behavior based interviews. There is a lot of material available about preparing for such an interview structure.
• Learn as much as you can about the department and office you are applying to and the work it does.
• Practice, practice, practice.

Competency based interviewing questions can look like this:

• Tell us about a situation when you went above and beyond your manager's expectations.
• Give an example of a time when you used your problem solving abilities to resolve an issue?
• Tell us about a time where you had a number of demands being made on you at the same time? How did you handle it?

How and when will applicants know the outcome of the competency based / combined competency based and substantive interview and what is the process going forward?

Candidates will be informed of the outcome of their interview and the entire selection process through email and by checking their application status in their inspira account. The application status will show “Under Consideration” until a selection decision has been made. Once the selection decision has been made, the selected candidates’ status will show “Selected”, while the status of those who were rostered (i.e., passed the entire selection process, but did not get selected) would show “Rostered”. The status of those who did not pass either one of the steps in the selection process (i.e., eligibility screening, standard pre selection test, suitability check, substantive test or competency based / combined competency based and substantive interview) would show as “Recruitment Completed”.

On-line testing will be used for the standard pre-selection test and the Substantive Test portion of the assessment process. Eligible applicants will receive an email notification prior to the opening of the testing window to access the platform. They will be able to test the platform and have access to a sample test.

• The on-line testing system should preferably be accessed through the latest version of Mozilla Firefox or Google Chrome.
• While other browsers can be used, for the best technical test taking experience use the latest version of Google Chrome .
• Make sure that Javascript and Cookies are enabled
• Please disable any pop-up blockers while using the UN Online Examinations and Tests platform
• Make sure that the computer you are planning to take the test on is stable and has a reliable power and internet connection.

The UN is not  responsible for tests which are not completed or submitted due to technical circumstances beyond its control.

• If you experience technical difficulties with the UN On-line Tests and Examiniations platform, please report the nature of the issue as soon as possible  through the dedicated support site which will be provided as part of your email invitation.
• Try to leave sufficient time in the testing process to deal with any technical issues, as once the testing window has closed there will be no further opportunity to complete the test.

What if an applicant is already rostered for this position - do they have to go through the assessment process?

Rostered candidates who are already on pre-approved rosters will not be subject to further assessments.

Is this assessment process online? How does it work?

Yes, the standard pre-selection test, drafting skills test, and the substantive test(s) are delivered on-line and applicants can take their assigned test from anywhere at any time during the respective testing windows. Applicants will be emailed a web link and unique login credentials which can immediately be used to log into the system to take a sample test. Once the actual testing window for a assigned test has opened, applicants will be able to find their test in the same place as the sample test.   In addition, the interview will also be internet based using on-line live video panel interviewing.   We would strongly advise all applicants to set up an email spam exception for all emails from "[email protected]" to avoid missing relevant communications.

Do applicants need to take leave to take a test?

This is left up to the applicant. However, a test will take up no more than 3 hours of your time  out of a 48 hour period. The standard pre-selection test consists of one part or can be broken up into multiple test parts that last from 30 to 50 minutes. It is possible to do a 50 minute test part in the morning before work, one over lunch, and another the following morning. Therefore, tests can be spaced out over the 48 hours to suit your work schedule.   Substantive Tests will range from 60 to 180 minutes in a 48 hour testing windows and will also be staggered so as to avoid too many requiring completion during the same testing window. In some cases if an applicant applied to two more positions at the same level in the same job family, it may be the case that several substantive tests for different positions will be given during the same testing window, however, the individual tests can be taken anytime during the 48 hour testing window.

If applicants apply to two or more positions, how do they complete all these tests?

Regardless of how many positions and at what level an applicant applies to within the POLNET job network, they will only take one standard pre-selection test (if not exempt) and one drafting skills test - if required for a particular job opening. However, because substantive tests are directly linked to the requirements of specific job openings applicants may need to take different substantive tests for the different positions they apply to. For positions with the same substantive profile, the same test may be given for several job openings. Therefore, if you apply to several job openings that are linked to the same test, you would only need to take the test once.

What if an applicant is sick or has an emeregency during a test window?

In order to give the necessary flexibility in scheduling when to take a test, every test is available for completion within a 48 hour period. Because the new staffing system runs on a predetermined and fixed timeline, tests cannot be postponed and must be completed  there is no flexibility to postpone tests. Therefore, if an applicant is unable to complete the test within the testing window, their applications will no longer be considered. Applicants are, however, encouraged to apply again for future staffing exercises that occur twice a year.

What if an applicant is on official or business travel and cannot take the test?

The assessment period dates are published in the job openings at least 65 days before the first tests take place. Applicants are strongly encouraged to plan accordingly and will be informed of their assigned testing window several days prior to the test taking place. If an applicant is unable to complete the test within the assigned testing window, for whatever reason, their application will no longer be considered. Applicants are, however, encouraged to apply again for future staffing exercises that occur twice a year.

Can applicants take a test at a time outside the communicated test window?

Because the new staffing system runs on a predetermined and fixed timeline, tests cannot be postponed and must be completed  there is no flexibility to postpone tests. Therefore, if an applicant is unable to complete the test within the testing window their applicants will no longer be considered. Applicants are, however, encouraged to apply again for future staffing exercises that occur twice a year.

Will applicants see their test scores?

Approximately two weeks after the Standard Pre-Selection Test, candidates that completed the standard pre-selection test will receive a feedback message including their results per test part (if applicable) as well as statistical scoring information on the SPT. However, test results of the Drafting Skills Test and Substantive Test(s) will not be shared and will be used internally for the hiring process only.

What if the applicant doesn't have a reliable internet connection?

We recommend that applicants take the sample test, which is provided before the actual test, to determine if the platform is working or not. Should applicants have problems connecting to the UN On-line Examinations and Tests platform it is recommended that they first ensure their internet connection is working for other sites, that they are accessing the system through the latest version of either Mozilla FireFox, Google Chrome, or Microsoft Internet Explorer. In addition, should applicants' internet fail for a significant period of time during a test, they should contact the UN Support Desk through the dedicated support team as soon as the internet connection has been re-established. Technical support is only available through the dedicated support page. While the UN will take every available step to ensure that applicants have a fair test experience, no remedial action can be take after a test window and the new staffing process runs on fixed, predetermined timelines.

• Career Advice

UN Interview Guide

Interview guide

NOTE: This article is adopted for 2022 requirements.

The full description of hr process in the UN and other NGOs. you read here .

📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐

As noted above, most UN organizations – including UNDP or UNICEF – use competency-based interviews (CBIs) to assess potential candidates.

In these interviews, employers use questions to probe for information about your past experience that is relevant to several competencies. A CBI requires candidates to demonstrate that they have a particular skill or “key competency” the organization/company seeks. Candidates will be asked to respond by using situational examples from their life, ideally from previous work experiences, to illustrate their personality, skillset and individual competencies to the interviewer. For example, the interviewer might probe your experience in teamwork by asking about past successes or challenges in this area. It is common for the panel to ask follow-up, probing questions to explore your answer in greater detail. This is called “drilling down.” Candidate responses typically are scored for each competency on a rating scale that assesses how specifically the candidate addressed the question, the relevancy of the example, etc.

“Competency”, as discussed in Chapter 1, refers to a combination of knowledge, skills, attributes and behaviors that are directly related to successful performance on the job. Depending upon the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or working in a stressful environment.

Competency-based interviews yield excellent information for a potential employer, but they can be difficult for candidates who have not prepared.

In an interview, you should be prepared to talk about yourself. For this purpose, you would be advised to develop a 90-second introduction , outlining your education, background, experience, current situation, and career aspirations. Your 90-second introduction should be flexible, customized, and responsive. It is important to be able to expand your story or to hold back, as appropriate. In either case, once you are comfortable with your basic story, you will find a calling, networking, and interviewing easier and, ideally, more successful. Keep the 90-second timeframe as a guide. Some books recommend 60 seconds, others two minutes. The point is to be prepared, brief and not to ramble on, and, as always, to practice.

How to give the right answers in the interview.

Do my recommendations use the CAR approach? CAR approach highlighted your proficient experience and your ability to manage different situations. CAR is Context, Action, and Result. For example - popular questions - describe the situation when you worked with a difficult colleague and it impacts negatively on the results of Mission. A bad answer is to say that you never have a difficult colleague. Good answer - is to give a CONTEXT of such situation, what happened a and what negative influence was from this colleague. ACTION - what you did, to manage the problem. RESULT - what result did you achieve?

Communication positive indicators:

Speaks and writes clearly Listens to others and correctly interprets messages  Asks questions to clarify and exhibits interest in two-way communication  Tailors language tone style and format to match audience  Demonstrates openness in sharing information and keeping people informed

Creativity positive indicators:

 Actively seeks to improve programmes or services  Offers new and different options to solve problems or meet client needs  Promotes and persuades others to consider new ideas  Takes calculated risks on new and unusual ideas; thinks “Outside the Box”  Takes an interest in new ideas and new ways of doing things  are not bound by current thinking or traditional approaches

Client Orientation positive indicators:

 Consider all to be ‘clients’  Establishes and maintains productive partnerships with clients  Identifies client’s needs and matches with appropriate solutions  Monitors ongoing developments inside and outside the client's environment to anticipate problem\  Keeps clients informed of progress and setbacks  Meets timeline for delivery of product or services to the client

Typical UN interview questions for an assistant.

1) What is your interest in applying for this position? Please provide us with 1 specific example from your professional career that illustrate your skills in administrative assistance, travel management, and/or Human Resources administration.

2) The position you applied for implies working in a team that deals both with travel and human resources management. What would be your course of action in case you face several urgent requests, some of them of HR nature, others related to travel at one time?

3) What professional qualities, in your opinion, characterize an efficient administrative assistant?

4) When you are liaising with colleagues or others from different cultures, what sorts of issues do you need to take into account?

5) Describe a time when you had to work in an effective team? How you identify yourself in a team?

6) Give us an example of when you had to explain something difficult to someone who did not have your background/knowledge?

7)Briefly, enumerate the three strongest skills you would bring to this position that may convince us to hire you. What are the professional areas you feel you would need some improvement?

8) Tell us about a time you have observed others working in an unprofessional or unethical manner? What did you do specifically about their behavior? What were the implications?

⚠️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞 𝐍𝐨𝐰: 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐚 𝐣𝐨𝐛 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐧𝐢𝐭𝐞𝐝 𝐍𝐚𝐭𝐢𝐨𝐧𝐬 𝐍𝐎𝐖!

10) Do you have a working knowledge of ________(something proficient that mentioned in vacancy details) to your or other computer reservations system?

Real Interview Questions in GIZ (Deutsche Gesellschaft fur Internationale Zusammenarbeit ) for the position Information Management .

Instruction to Candidate: “This is a structured competency and knowledge-based interview based on the Terms of Reference. We have allocated 45 minutes for the interview.

1) What opportunities have you had to develop and apply Information Management strategies within a disaster management/humanitarian response context?

Potential follow-up: Tell us about a specific occasion when you had to develop and apply an Information Management strategy to a disaster or development/humanitarian response situation.

2) What opportunities have you had to communicate Information Management concepts to teams, clients or senior management?

3) What opportunities have you had to use creative solutions implementing Information Management programmes and activities?

4) What opportunities have you had to serve clients in Information Management programmes or activities?

More questions.

Why did you choose this career?

What aspects of your education/experience qualify you for this position?

How would you describe yourself?

What has been the biggest challenge you have dealt with and how did you approach it?

How do you improve your professional skills?

Why did you leave xyz /why are you considering leaving your present job?

What do you like best about your present job?

What did you learn in that(last/ present) job?

How did that(last/ present) job influence your What are the most important rewards you expect to gain from your career?

What are the most important rewards you expect to gain from your career?

Written tests samples you may read here

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𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀!

A NEW Full Guide 2022 + NEW real sample of written tests for the UN.

⚠ We have updated our Complete Guide “How to get a job in the UN? Full pack” to the latest UN requirements of 2022. All the chapters have been updated with 44 pages of additional information on: ▶️ A new clear explanation of all types of UN staff and non-UN staff contracts; ▶️ Salary scales and benefits for all contract types; ▶️ Inspira. How to create a solid Personal History Profile (PHP). ▶️ Screening questions in Inspira. How to answer them with examples for different job offers; ▶️ A successful cover letter for Inspira and the UNDP. Practical tips; ▶️ How to use keywords in your cover letter and PHP in Inspira; ▶️ A new real sample of written tests for the United Nations; ▶️ How to prepare for a successful UN video interview? ⚠️ The price is the same! 👉 bit.ly/FullGuideUN2022

⚡ Full Pack includes additional 64 pages of written tests and tasks samples: UN Reporting Officer P-3; UNDP Co-ordination Officer; UNDP Rule of Law Specialist and Human Rights Officer (P-2); Project Officer UNOPS P-3; UNDP Training officer P-2; United Nations Security Coordination Officer (P-2), and others.

Original Complete guide: How to get a job in the UN? + UN Written-test samples. New edition 2021 on recruitment in the UN headquarters and field missions. This new edition of the Guide is based on recruitment practices in UN Headquarters and its field missions. You’ll be able to get a first-hand experience from UN HR managers and former staff members.

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📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯!🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐

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Written tests in UN – WRITTEN TESTS IN UN, UNDP, UNICEF, UNOPS, UNHCR

We’ve already described the HR selection process in UN, UNDP, and other NGOs.

As it was mentioned the first step of hr selection is formal criteria. Your CV and Personal History form should be relevant to the Vacancy Position. If your CV and experience are relevant to the vacancy position details, you are placed in the so-called “Long List of Candidates” From the long list of candidates HR unit will form the short-listed candidates.

Most UN organizations these days will also include a written test as part of assessing your technical skills. This can come before or after an interview. They often are timed and provide useful information to the panel – including mastery of subject matter, technical skills, ability to work under tight deadlines and drafting ability (for essay or short-answer questions). This feedback can be especially helpful when considering similarly qualified applicants.

The aim of the test is to check your skills and Qualifications.

In case you are approved for the next step by HR and Project Manager, you will receive such an email – This is to inform you that you have been short-listed for the subject post. By this email you are kindly invited to the next stage of the selection process which is a written test. Please see test details below:

Date: 11 September Time slot: 11:00 London time Duration: 120 minutes Location: examination will be conducted remotely and will be sent to you via email at the scheduled time.

You should approve the date and time, and on the defined date you will receive a written test with the following instructions:

You have 10 minutes to confirm the receipt of the test and that you were able to open the attached document(s). You have 120 minutes to complete the test and e-mail it back. Do not put your name on the answer paper as it will be marked anonymously. The use of the internet or another hard-copy material as a source for your replies is prohibited.  Should it be discovered that you have used the internet or  other materials, your interview will be disqualified . In case you are quoting a text, please indicate the source of the information. Tests found to include plagiarized or unattributed material will be disqualified.

To say honestly you can use the Internet because it can’t be checked. Of course, you mustn’t(!) copy-past all information, but you may check some details, verify the information and so on.

Real Samples of Written Tasks, Tests.

All samples of tests provided only for educational purposes. It’s strictly prohibited to copy them, publish and release on other sites.

IT Specialist / IT Officer

What is the difference between a library and an institution mandated with the management of archives?

What is the purpose of redaction in a judicial environment? Why is it necessary to redact the audio-visual recordings of the trial proceedings of the ICTR?

Based on the information provided below, generate a table in this document which lists the name of the ICTR case, the date of the proceeding, the number of tapes per session, and the file name(s) of the digital copies of those records. The table should list the information in chronological order .

What is the significance of file compression in determining if an audio-visual file format is suitable for archival purposes?

High-level staff written tests.

United Nation Written Assessment for the position of Monitoring and Evaluation Specialist – P4

Please review the following indicators, identify their weaknesses if any, reformulate as needed to address the weaknesses and identify the type of indicator: 1. Number of communities that have democratically and gender equitably designed and implemented food security plans

2. What is a monitoring and evaluation plan is and what is used for? For two of the revised indicators, define the indicators and what it measures, identify, potential data sources, and develop a monitoring and evaluation plan including baseline, routine monitoring, and evaluation. Identify three conditions for ensuring availability.

3. Present the data below using graphs. Interpret the findings, present conclusions, and identify limitations. Identify, at least, three additional sets of information needed to strengthen the inferences that can be drawn from the data.

4. Please discuss, including through examples, the ways in which indicators measuring both averages and percentages can either be misleading or advantageous in presenting and analysing data results

Determine whether the situation is good or bad for every single point described;

Determine whether the situation is good or bad for the situation as a whole. What is your rationale?

The IDP camp XYZ has situated 40 km from the frontline. It is located on a slope with a 7% gradient.

The covered area available per person averages 3.5 sqm. The total area, per person, including infrastructures, averages 35 sqm.

Each person has access to 200g of soap per month.

There is a water point for every 250 people. Each water point has a flow of 0.1 litres per second.

The maximum distance from any shelter in the area from a water point is 450 m.

There is a toilet for 50 people.

IDPs can count a daily intake of 1,800 kcals.

The crude mortality rate is 8 deaths per 10,000 persons per week.

The under-5 mortality rate is 2 / 10,000 / day.

The measles vaccination coverage reaches 90%. A therapeutic feeding programme has been established.

1/10 of the people assisted through it have died.

Another written test samples:

Please complete the following two exercises:

Written test exercise 1 (Report Officer P-3):

Summarize the report found below in your own words. The report should be reduced to approximately one third of its original length; the summary should have between 400 and 500 words and should be typed directly in an e-mail response. The summary should begin with the words: “The SecretaryGeneral, in his note to the General Assembly stated that….” and should end with: “In conclusion, two options were provided…” Your response should not exceed 500 words.

Written test exercise 2:

The Regional Programme Centre (RPC) has been endorsed by the United Nations Programme Commission (UNPC) and has been established this year with a limited budget. As a new office, RPC will need to implement its new mandate/work programme. How do you see the mandate/work programme and interaction of an administrative service within the RPC? As the responsible officer, please formulate a mission statement for the Administrative Section of RPC. The response and mission statement should not exceed one single-spaced, typewritten page.

Failure to meet the guidelines for the exercise will result in the loss of points.

Response Guide: responses will be rated on the following bases:Clarity of thought and of presentation;Capacity to exhibit, in concise writing, logical and sequential thinking;Ability to articulate a position, conveying the maximum necessary information whilst making and defending recommendations;Proficiency in word processing

Written test Sample 3 (Report officer UNDP P-2)

– Written Exercises Summarize the report found below in your own words. The report should be reduced to approximately one-third of its original length; the summary should have between 200 and 300 words and should be presented in final format as a MS Word document, with paragraph numbers and footer. Failure to meet the guidelines for the two exercises will result in the loss of points.

Response Guide: responses will be rated on the following bases 1. Ability to write in a clear and concise manner and to communicate effectively; 2. Proficiency in word processing.

Ecology and economics should push in the same direction. After all, the “eco” part of each word derives from the Greek word for “home”, and the protagonist of both claim to have humanity’s welfare as their goal. Yet environmentalists and economists are often at loggerheads. For economists, the world seems to be getting better. For many environmentalists, it seems to be getting worse. These environmentalists have developed a sort of “litany” of three big environmental fears: natural resources are running out; the population is ever-growing, leaving less and less to eat and the planet’s air and water are becoming ever more polluted. Human activity is thus defiling the earth, and humanity may end up killing itself in the process. The trouble is the evidence does not back up this litany. The early environmental movement worried that the mineral resources on which modern industry depends would run out. Clearly, there must be some limit to the number of fossil fuels and metal ores that can be extracted from the earth; the planet, after all, has a finite mass. But that limit is far greater than many environmentalists would have people believe. Reserves of natural resources have to be located, a process that costs money. That, not natural scarcity is the main limit on their availability. However, known reserves of all; fossil fuels, and of most commercially important metals, are now larger than were believed to be. In the case of oil, for example, reserves that could be extracted at reasonably competitive prices would keep the world economy running for about 150 years at present consumption rates. Add to that the fact that the price of solar energy has fallen by half in every decade for the past 30 years and appears likely to continue to do so into the future, and energy shortages do not look like a serious threat either to the economy or to the environment. The population explosion is also turning out to be a bugaboo. As far back as the end of the 18th Century Thomas Malthus claimed that, if unchecked, human population would expand exponentially, while food production could increase only linearly, by bringing new land into cultivation. He was wrong, Population growth has turned out to have an internal check; as people grow richer and healthier, and they have smaller families. Indeed, the growth rate of the human population reached its peak, of more that 2% a year, in the early 1960s. The rate of increase has been declining ever since. It is now 1.26%, and is expected to fall to 0.46% in 2050. The United Nations estimates that most of the world’s population growth will be over by 2100, with the population stabilising at just below 11 billion. Granted, the threat of pollution is real but exaggerated. Many analyses show that air pollution diminishes when a society becomes rich enough to be able to afford to be concerned about the environment. For London, the city for which the best data are available, air pollution peaked around 1890. Today, the air is cleaner than it has been since 1585. There is good reason to believe that this general picture holds true for all developed countries. And, although air pollution is increasing in many developing countries, they are merely replicating the development of the industrialized countries. When they grow sufficiently rich they, too, will start to reduce their air pollution. All this contradicts the litany. Yet opinion polls suggest that many people, in the rich world, at least, nurture the belief that environmental standards are declining. Scientific funding goes mainly to areas with many problems. That may be wise policy, but it will also create an impression that many more potential problems exist than is the case. The attitude of the media is also a factor in the distortion. People are clearly more curious about bad news than good. Newspapers and broadcasters are there to provide what the public wants. That, however, can lead to significant distortions of perception. To replace the litany with facts is crucial if people want to make the best possible decisions for the future.

Written test sample #5 – Knowledge (Project management UNOPS P-3)

In your own words, describe the most important tasks of the project manager during the design stage.

Describe the work of the project manager’s team during the design stage.

Think of a project that ended in success. List as many things as you can that were done right during the design stage.

Written test sample #6 – Knowledge (Coordination officer P-3)

In business as in a civil service, if you have no goals, you are sure to lose. A common denominator of all outstanding HR practitioners is their attention to the planning process, followed by constant monitoring and adjustment as required.

Prepare a work plan that should encompass all the requisite goals for a benefits and entitlement officer working in a medium size duty station. The work plan should include goals, timelines/milestones and success criteria.How do you manage your time and objectives?How would or do you monitor the progress of a typical annual entitlement case (e.g.

education grant and education grant travel)?

• Get involved

National Media Literacy Test Results: more than 14,000 participants passed the test, and only 6 percent of them are "media literacy gurus"

November 3, 2023.

Kyiv, 3 November 2023 一 National Media Literacy test was held online on October 25 during the Global Media Literacy Week. More than 26,000 users in Ukraine and abroad joined the initiative. Among them, 13,980 successfully completed the test, answering all 34 questions. 

The national test was held for the second time on the initiative of the National Media Literacy Project "Filter" of the Ministry of Culture and Information Policy.

Kyiv oblast holds the largest number of test participants second year in a row with 2,208 people this year. Respondents from Luhansk, Donetsk Oblasts, and Crimea also joined the test, as well as 413 Ukrainians who currently live abroad. 

The test consisted of five blocks (basic concepts of media literacy and information space; social networks; credibility and impact of information; fact-checking skills; and ability to secure personal data and resources). The largest group of respondents — 53 percent — provided 12-23 correct answers, corresponding to the "beginner" level. The title of "media literacy guru" was achieved by only 6 percent of test participants who answered correctly to 30-34 questions.

The most common age group among participants was 15-18 years old (24 percent of respondents), followed by the age group of 40-49 years old (16 percent). Among all the participants, the majority were women (78 percent). 

The question regarding the identification of fake news proved to be the easiest, with 87 percent providing correct answers, while the question about the list of journalistic standards was the most challenging, with only 7 percent answering correctly.

Valeria Kovtun, head of the National Project on Media Literacy, said that questions about media literacy and artificial intelligence (AI) were also introduced into the test this year. "Nowadays there are active discussions about the use of artificial intelligence, in particular about the creation and dissemination of disinformation using AI. We were willing to find out what Ukrainians know about artificial intelligence overall, and whether they understand how it works. — says Valeria Kovtun. — Even though most respondents (78 percent) gave the correct definition of the term "artificial intelligence", only 47 percent understand the principles of it’s work. That's why we still need to work on it," Valeria Kovtun says.

Taras Shevchenko, Deputy Minister of Culture and Information Policy for European Integration , emphasizes that media literacy is a part of Ukraine's Information Security Strategy, making it one of the key priorities for the Ministry of Culture and Information Policy. "I am delighted that we have successfully brought together all key stakeholders through this test, including official bodies such as the Ministry of Culture and Information Policy of Ukraine, the Ministry of Education and Science of Ukraine, and the Ministry of Youth and Sports of Ukraine, as well as international organizations like UNDP in Ukraine and IREX, and various civil society organizations. These important initiatives are always achieved through collaboration, and I sincerely hope that our tradition of conducting this test will continue," says Taras Shevchenko.

"This year's results indicate that the task of raising the level of media literacy among the population remains relevant. The information space is becoming increasingly complex, especially during war times, and we must ensure that citizens have the necessary skills for critical thinking," noted Christophoros Politis, UNDP Deputy Resident Representative to Ukraine.  "Initiatives like the National Media Literacy Test contribute to the development of Ukrainians' information awareness, and we are pleased that we have been able to strengthen the expertise of the National Media Literacy Project and significantly expand its activities."

If you didn’t manage to pass the test on October 25, you can do it until November 10, 2023,  using the link . If you took the test on October 25 and achieved the "media literacy guru" title 一 please find yourself in the full list of winners of the National Media Literacy Test on  the "Filter" project website and wait for an email from organizers. 150 winners who answered the most questions correctly will receive gifts from UNDP in Ukraine.

The National Media Literacy Test is organized by the National Media Literacy Project 'Filter' of the Ministry of Culture and Information Policy, supported by UNDP in Ukraine, and funded by the Government of Japan, in collaboration with the USAID Unity programme by IREX in Ukraine and the "Learn and Discern" project by IREX, supported by the U.S. Embassy in Ukraine and the Ministry of Education and Science of Ukraine. 

For media inquiries: 

Yuliia Samus, Head of Communications, UNDP in Ukraine,  [email protected]

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Written tests in UN

WRITTEN TESTS IN UN, UNDP, UNICEF, UNOPS, UNHCR

NOTE: This article is updated for 2021 year requirements.

We've already described the HR selection process in UN, UNDP, and other NGOs.

As it was mentioned the first step of hr selection is formal criteria. Your CV and Personal History form should be relevant to the Vacancy Position. If your CV and experience are relevant to the vacancy position details, you are placed in the so-called "Long List of Candidates" From the long list of candidates HR unit will form the short-listed candidates.

Most UN organizations these days will also include a written test as part of assessing your technical skills. This can come before or after an interview. They often are timed and provide useful information to the panel – including mastery of subject matter, technical skills, ability to work under tight deadlines and drafting ability (for essay or short-answer questions). This feedback can be especially helpful when considering similarly qualified applicants.

The aim of the test is to check your skills and Qualifications.

In case you are approved for the next step by HR and Project Manager, you will receive such an email - This is to inform you that you have been short-listed for the subject post. By this email you are kindly invited to the next stage of the selection process which is a written test. Please see test details below:

Date: 11 September Time slot: 11:00 London time Duration: 120 minutes Location: examination will be conducted remotely and will be sent to you via email at the scheduled time.

You should approve the date and time, and on the defined date you will receive a written test with the following instructions:

You have 10 minutes to confirm the receipt of the test and that you were able to open the attached document(s). You have 120 minutes to complete the test and e-mail it back. Do not put your name on the answer paper as it will be marked anonymously. The use of the internet or another hard-copy material as a source for your replies is prohibited. Should it be discovered that you have used the internet or other materials, your interview will be disqualified . In case you are quoting a text, please indicate the source of the information. Tests found to include plagiarized or unattributed material will be disqualified.

To say honestly you can use the Internet because it can't be checked. Of course, you mustn't(!) copy-past all information, but you may check some details, verify the information and so on.

Real Samples of Written Tasks, Tests.

All samples of tests provided only for educational purposes. It's strictly prohibited to copy them, publish and release on other sites.

IT Specialist / IT Officer

What is the difference between a library and an institution mandated with the management of archives?

What is the purpose of redaction in a judicial environment? Why is it necessary to redact the audio-visual recordings of the trial proceedings of the ICTR?

Based on the information provided below, generate a table in this document which lists the name of the ICTR case, the date of the proceeding, the number of tapes per session, and the file name(s) of the digital copies of those records. The table should list the information in chronological order .

What is the significance of file compression in determining if an audio-visual file format is suitable for archival purposes?

High-level staff written tests.

United Nation Written Assessment for the position of Monitoring and Evaluation Specialist – P4

Please review the following indicators, identify their weaknesses if any, reformulate as needed to address the weaknesses and identify the type of indicator: 1. Number of communities that have democratically and gender equitably designed and implemented food security plans

2. What is a monitoring and evaluation plan is and what is used for? For two of the revised indicators, define the indicators and what it measures, identify, potential data sources, and develop a monitoring and evaluation plan including baseline, routine monitoring, and evaluation. Identify three conditions for ensuring availability.

3. Present the data below using graphs. Interpret the findings, present conclusions, and identify limitations. Identify, at least, three additional sets of information needed to strengthen the inferences that can be drawn from the data.

4. Please discuss, including through examples, the ways in which indicators measuring both averages and percentages can either be misleading or advantageous in presenting and analysing data results

📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐

Determine whether the situation is good or bad for every single point described;

Determine whether the situation is good or bad for the situation as a whole. What is your rationale?

The IDP camp XYZ has situated 40 km from the frontline. It is located on a slope with a 7% gradient.

The covered area available per person averages 3.5 sqm. The total area, per person, including infrastructures, averages 35 sqm.

Each person has access to 200g of soap per month.

There is a water point for every 250 people. Each water point has a flow of 0.1 litres per second.

⚠️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞 𝐍𝐨𝐰: 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐚 𝐣𝐨𝐛 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐧𝐢𝐭𝐞𝐝 𝐍𝐚𝐭𝐢𝐨𝐧𝐬 𝐍𝐎𝐖!

The maximum distance from any shelter in the area from a water point is 450 m.

There is a toilet for 50 people.

IDPs can count a daily intake of 1,800 kcals.

The crude mortality rate is 8 deaths per 10,000 persons per week.

The under-5 mortality rate is 2 / 10,000 / day.

The measles vaccination coverage reaches 90%. A therapeutic feeding programme has been established.

1/10 of the people assisted through it have died.

Another written test samples:

Please complete the following two exercises:

Written test exercise 1 (Report Officer P-3):

Summarize the report found below in your own words. The report should be reduced to approximately one third of its original length; the summary should have between 400 and 500 words and should be typed directly in an e-mail response. The summary should begin with the words: “The SecretaryGeneral, in his note to the General Assembly stated that….” and should end with: “In conclusion, two options were provided…” Your response should not exceed 500 words.

Written test exercise 2:

The Regional Programme Centre (RPC) has been endorsed by the United Nations Programme Commission (UNPC) and has been established this year with a limited budget. As a new office, RPC will need to implement its new mandate/work programme. How do you see the mandate/work programme and interaction of an administrative service within the RPC? As the responsible officer, please formulate a mission statement for the Administrative Section of RPC. The response and mission statement should not exceed one single-spaced, typewritten page.

Failure to meet the guidelines for the exercise will result in the loss of points.

Response Guide: responses will be rated on the following bases:

• Clarity of thought and of presentation;
• Capacity to exhibit, in concise writing, logical and sequential thinking;
• Ability to articulate a position, conveying the maximum necessary information whilst making and defending recommendations;
• Proficiency in word processing

Written test Sample 3 (Report officer UNDP P-2)

- Written Exercises Summarize the report found below in your own words. The report should be reduced to approximately one-third of its original length; the summary should have between 200 and 300 words and should be presented in final format as a MS Word document, with paragraph numbers and footer. Failure to meet the guidelines for the two exercises will result in the loss of points.

Response Guide: responses will be rated on the following bases 1. Ability to write in a clear and concise manner and to communicate effectively; 2. Proficiency in word processing.

Written test sample #5 - Knowledge (Project management UNOPS P-3)

In your own words, describe the most important tasks of the project manager during the design stage.

Describe the work of the project manager's team during the design stage.

Think of a project that ended in success. List as many things as you can that were done right during the design stage.

Written test sample #6 - Knowledge (Coordination officer P-3)

In business as in a civil service, if you have no goals, you are sure to lose. A common denominator of all outstanding HR practitioners is their attention to the planning process, followed by constant monitoring and adjustment as required.

Prepare a work plan that should encompass all the requisite goals for a benefits and entitlement officer working in a medium size duty station. The work plan should include goals, timelines/milestones and success criteria.

• How do you manage your time and objectives?
• How would or do you monitor the progress of a typical annual entitlement case (e.g.

education grant and education grant travel)?

You may see samples of answers here

In case you have any questions concerning P-11 form please feedback me to [email protected] or check FAQ about UN recruitment

Steven White, CEO Uncareer.net

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