Why a Written Test? 

The purpose of the written test has evolved over time. When I started in UN years ago, the written assignment was used to test technical knowledge. Nowadays it has become a powerful complementary tool to Competency-Based-Interviewing (CBI). Your performance in the overall selection process will consist of two steps: step one the test and step two the interview. While often tests are anonymous once yours is considered successful upon correction, you’ll no longer be a “number” but the “author” and your written assignment will become your business card to get through the door of the CBI. Through the technical test, organizations “test” your mindset to global issues in the functional area of work, your ability to refer to the “big picture” while having a personalized approach to problem solving. This is why, technical tests have become more and more scenario-based. 

The - Programme Officer P3 in Climate Change – Example

Programme Officers P3/P4 jobs attract a high volume of applicants and climate change is a popular “looked at” topic by project managers. The technical test is crucial to shortlist a rose of highly qualified candidates with a strong programmatic mindset, successful experience, and case studies in managing programmes ideally on climate change or related areas as well excellent drafting skills. 

How is the organization going to test all this? Most likely by splitting the questions in two sets: first set to test programmatic abilities and second set knowledge, expertise on climate change. Questions will be a mix of open questions, multiple choice, and real case studies. While multiple choices questions often test your technical knowledge and expertise, open questions and particularly case studies evaluate your ability to approach global climate change issues, apply analytical skills, share your lessons learned and experience as well as your programmatic “know-how” in the functional area of work, from programme design, to monitoring and evaluation, programme planning, stakeholders’ engagement and more.  

Get the “Nuances” of what they are looking for 

The key success factor is to read with 3D glasses the job description so that the experience and uniqueness you decide to bring in your draft is as relevant as possible to the vacancy notice. For example, if the focus of the programme manager role is fundraising and donors, your selected experience should be around how you negotiated funds in the past with key individuals and institutions in or outside the organization, how you advocated and mobilized relevant resources. 

Two things are crucial before you click the log in button: - one - to network as much as possible and learn more about the focus of the role, underlying these key areas of responsibilities in the terms of reference and - two – to note down on your notebook the experience and solutions you have experimented in your employment history which are relevant to these functions and you wish to refer to in the test. 

An “absolute” score or a “relative” score?

The all recruitment process is based on a comparative analysis principle.  The technical evaluation of your ability through the test is not going to be scored in “absolute” but always in comparison with other candidates’ answers as well as the relevancy of the content you push through your draft. 

To back up your answers it is extremely important that you refer to global reports on the subject, apply your analytical skills, clarify the sources while sharing what other organizations have done similarly to succeed. Benchmark is a great skill to prove through testing. 

DEPTH: New Model to succeed in Written Test 

The model I have created to accompany professionals to succeed in written assignments is in-DEPTH work, where D stands for data, E for experience, P for publications, T for trends, H for homework. 

Data = Collect and refer during the tests to data on the subject to keep an evidence-based approach;
Experience = Think about success stories you have when dealing with the functional areas of the job thus they’ll know that what you propose works!
Publications = Make a list and have a read of the most important publications on global and specific themes, technical domains relevant to the job;
Trends = Be aware of what are the latest trends being discussed on the subject within the international organizations space. You should know!
Homework: prepare, prepare, prepare. You may want to compile some notes, put together a journal reach out on Linkedin to learn more about the key ongoing discussions through groups, postings etc. on the subject. If you organize well your notes it will be easier to refer to them during the test. 

Written Gravitas before Oral one

The level at which you can work is not only assessed during CBI. On the contrary it starts with the tone and gravitas you put in your written assignment. Through your answers it is crucial that you display the level of gravitas required for the job according to your grade. As a result, your test score will be determined not only based on relevant content and quality draft but also the key traits you will display by grade as illustrated in the following table:

Conclusion

Remember: - you can use the technical test to “shine” your technical abilities and expertise and become visible in the selection process. Apply your creativity, chose the best way – as permitted from the test instructions – to present the information in a concise but creative manner, keeping an evidence-based approach. 

From the terms of reference and the latest UN publications on the subject you may be also able to anticipate some of the questions.