Are you interested in working at the World Bank? (2)

How to start a career

A career is born of the Bank’s business imperative- to respond to ever-changing development needs by leveraging existing skills of Bank staff and deploying them alongside those of “best-in-market” new hires and recruits.

Competency frameworks have been developed for managerial, professional/technical and administrative staff, which assists in staff recruiting and planning future career and aspirational goals.

Despite the existence of sereval programms to enter the WB, let’s start by analyzing the Young Professionals Program (YPP)

This YPP program is a starting point for younger talent who have both a passion for international development–be it for working in Operations or in some Corporate areas–and the leadership potential to grow in fascinating top technical and managerial roles in the World Bank Group.

Every year, around 40 applicants are accepted into the Young Professionals Program. Young Professionals are offered a 5-year term contract, spend 24 months in a structured development program, and enjoy a variety of benefits and opportunities.

The Program is designed for highly qualified and motivated individuals skilled in areas relevant to the WBG technical/operations such as economics, finance, education, public health, social sciences, engineering, urban planning, agriculture, natural resources and others; as well as to WBG corporate areas such as communications, information technology, human resources and corporate finance. To be competitive for this highly selective program, candidates need to demonstrate a commitment to development, proven academic success, professional achievement, and leadership capability.

WB value diversity in our workplace, and encourage qualified men and women with diverse professional, academic, and cultural backgrounds to apply. Since its inception, the YP program has hired over 1,700 people who hold or have held positions ranging from entry-level to vice presidents and managing directors. It is a unique opportunity to experience development and gain exposure to the World Bank’s operations and policies.

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The following are the minimum requirements to be eligible for the Young Professionals Program.

  • Citizenship of a member country of the World Bank
  • 32 years of age or younger (i.e. born on or after October 1, 1983)
  • A PhD or Master’s degree and relevant work experience[?]
  • Fluency in English
  • Full proficiency in one or more of the WBG’s working languages: Arabic, Chinese, French, Portuguese, Russian, and Spanish is desired but not required.
  • Specialization in a field relevant to the WBG Technical/Operations such as economics, finance, education, public health, social sciences, engineering, urban planning, agriculture, natural resources, and others.
  • At least 3 years of relevant professional experience related to development or continued academic study at the doctoral level.

However To be competitive for the limited number of positions, a combination of the following credentials is highly desirable:

  • Display a commitment and passion for international development
  • Possess outstanding academic credentials
  • Exhibit excellent client engagement and team leadership skills
  • Have international development country experience
  • Be motivated to relocate and undertake country assignments (operational stream)

 

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Are you interested in working at the World Bank? (1)

World Bank is continually looking for experienced professionals and offers a wide range of jobs, bringing a wide range of perspectives to bear on the poverty reduction commitment.

Its diversity of membership operations is also reflected in the multidisciplinary staff of the over 10,000 employees working at the World Bank, specialists in economics, public policy, international finance, education, energy, social sciences, environmental sciences, and many, many other fields are working and requested to join the WB group.

Those professionals work not only in the headquarters in Washington, D.C. but also more than a third of the staff is based in 100+ regional country offices worldwide.

Which is the typical professional background for entry the WB?

Professionals entering the WB have generally a minimum of five years’ relevant experience -with a demonstrated record of professional and academic achievement (Masters or PhDs preferred). A broad understanding of development issues and international work experience, preferably at the policy level, is extremely beneficial. In addition to proficiency in English, language skills are often required in Arabic, Chinese, French, Portuguese, Russian or Spanish. Keep in mind that employees come from more than 170 countries.

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How do I find out what jobs are available?

Under Current Job Openings on the Jobs page of the WB, you can find those profiles which are actively being search for Washington and country offices around the world.

How do I apply for a job at the World Bank?

The World Bank Group’s Jobs site provides a simple online way to submit a resume. It also lists current vacancies, including job descriptions and selection criteria. We will provide each applicant with confirmation that the application has been received. Please note that WB contact only applicants who have been short-listed for jobs.

 

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How to write a more effective job posting (4): Make sure your job posting reaches the potential candidates.

Today, the most common starting point for job seekers is searching via Google or Bing. If your job postings aren’t optimized for search engines, there’s a good chance candidates aren’t finding them. As you may know incorporating keywords into your job title can help increase your candidate views by 116%.

Here are some recommendations to stand out.

Leverage the Power of Keywords

Search engine optimization, or SEO, is the process of impacting the visibility of a website or webpage in search engine’s organic search results. By optimizing your job postings with SEO best practices, you can ensure more eyes see your ads in search results.

Including words or phrases that are commonly used by job seekers in your industry can help boost your job posting’s search engine.

Quick advice: Use tools like Google AdWords to determine what keywords candidates are using to search for similar jobs.

Once you’ve identified the best keywords, try to strategically integrate them throughout the job posting to increase SEO. It’s also important to note that “keyword stuffing” is not effective. Incorporating too many keywords may cause the actual message to become unreadable or inauthentic.

Job-Posting

Custom URLs can be effective in boosting your postings

Instead of relying on default URLs that contain an arbitrary combination of numbers and letters, choose to customize your URLs to incorporate the actual job title.

For example, if you’re looking for a Java developer, your job posting URL should look like this: http://www.jobs.company.com/java-developer.

Use specialized recruitment platforms as Inttal

As you may know, Inttal is a platform oriented to help companies and experts to find the best match.

But, further than this, Inttal has developed an algorithm that help companies when identifying best candidates to every position. Through our self developed algorithm, thousands of experts get recommended job vacancies on a weekly based on his or her background and interest. By posting a job offer in Inttal, we will help you when reaching the right potential candidates.

 

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El patrimonio natural y cultural: ¿una oportunidad para el desarrollo?

Al analizar las alternativas de empleo en corporaciones y organismos internacionales, así como la participación en acciones de cooperación y desarrollo territorial, cabe reflexionar sobre la puesta en valor del patrimonio y sus implicaciones en la construcción y el desarrollo de una colectividad. Con apoyo en algunos autores reputados en esta temática, se exponen a continuación algunas consideraciones de partida sobre el concepto de patrimonio y en relación con las oportunidades y las precauciones asociadas a su aprovechamiento.

Un término en evolución

En el contexto que nos concierne, la noción de ‘patrimonio’ se vincula primeramente a planteamientos definidos por consideraciones estéticas y de valoración histórica y cultural, sobre todo en relación con las obras de arte y los sitios monumentales. Esta acepción, aún vigente, no es única en la actualidad. En efecto, avanzada la pasada centuria la noción evoluciona hasta englobar muy diversos tipos de realidades materiales e inmateriales: arte mueble, tradiciones y celebraciones populares, manifestaciones literarias, musicales y escénicas, procedimientos culinarios y productos alimentarios, etc. También se aplica a ecosistemas y paisajes singulares.

¿Qué significado tiene el patrimonio?

Los elementos patrimoniales se conciben como bienes a apreciar, divulgar, conservar y compartir  dado que en ellos reside la distinción, la perduración y/o la reafirmación de lugares y manifestaciones que tienen interés o trascendencia social por constituir una expresión valiosa del espacio de vida, de la memoria o de las prácticas de una colectividad. Con la toma en consideración del patrimonio por parte de instituciones y entidades públicas y privadas se acentúa el valor de la memoria y del sentimiento de pertenencia.

Un factor de desarrollo territorial…

Los elementos del patrimonio natural y cultural, entendidos, valorados y contemplados como se ha expuesto, tienden a promocionarse como foco de atracción turística tanto desde la esfera pública como desde la privada, siendo utilizados como factor de desarrollo complementario. En un contexto en el que aumentan los desplazamientos por motivos no solamente de ocio sino también profesionales, la visita y el estudio de bienes patrimoniales tienen una repercusión económica que las instituciones desean aprovechar. Movilizan el ámbito académico-científico estimulando la formación avanzada de la población y la investigación, al tiempo que pueden dinamizar el mercado laboral, fortalecer el tejido empresarial y favorecer asimismo a algunos sectores de actividad vinculados como el comercio, la restauración, etc. Diversifican la oferta turística y tienden un puente entre una cultura con vocación pedagógica y el ocio.

…con retos ineludibles en su puesta en valor 

Si la apuesta por el patrimonio natural y cultural como factor de desarrollo es decidida, conviene observar con cautela algunos aspectos de su explotación con el fin de evitar efectos perversos. La amplia divulgación actual de los elementos patrimoniales, la universalización de su conocimiento, puede conllevar una demanda y una frecuentación excesivas. Cuestiones como la regulación del flujo de visitantes y las modalidades de acceso suscitan un debate continuo cuando se trata de espacios o bienes frágiles. Ha de cuidarse igualmente la correcta contextualización y, por tanto, descartarse la exposición en un entorno ajeno o desvirtuado y al margen del motivo que le es propio al elemento patrimonial. Ha de evitarse, en todo caso, una explotación sujeta al beneficio de intereses particulares, alejada de la función y del espacio que, en su esencia, cumple el patrimonio por su significado sociocultural. Se impone, por tanto, el diseño de instrumentos de gestión del patrimonio que concilien las acciones de conservación con la dimensión económica.

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La ciudadanía como agente implicado

Con el desarrollo de la etnología y la etnografía, así como con la creciente participación de los estados africanos, latinoamericanos y asiáticos en los planteamientos patrimoniales, se ha enriquecido la concepción del patrimonio como bien público. En efecto, como se indica anteriormente, en las últimas décadas ha avanzado la atención dedicada a la cultura inmaterial.  Cabe pensar entonces en la oportunidad de las instituciones de cualquier ámbito geográfico para difundir el conocimiento de este patrimonio y afianzar su conservación (también del patrimonio material)  implicando a la propia población, a las comunidades más estrechamente vinculadas al mismo, aprovechando el significado que tiene para éstas y el conocimiento sobre el bien público a divulgar. Iniciativas de este tipo enlazan con los principios y las ventajas del desarrollo endógeno, en el que participan conjuntamente la población, los agentes sociales y económicos y las administraciones para desplegar el potencial del territorio concernido, favoreciendo además la cohesión social a través del principio de coparticipación. Así, la sustracción y el traslado de bienes patrimoniales a otros territorios distintos de los originarios bajo argumentaciones políticas, económicas o culturales, frecuente en otro tiempo, debe perder definitivamente vigencia. Aunque la controversia resurge en ocasiones ante las consecuencias nefastas que suponen el desorden político y los conflictos de algunos ámbitos geográficos con un legado cultural rico y mal gestionado.

Patrimonio,  cultura e identidad: una relación compleja

Teniendo en cuenta que el patrimonio puede asociarse a la memoria y a la identidad de un pueblo y a veces es concebido como manifestación de los códigos de comportamiento y del espíritu de éste, conviene orientar su puesta en valor hacia planteamientos que eviten la manipulación ideológica o la confusión memorial; planteamientos alejados del inadecuado ensalzamiento de algunos particularismos territoriales que apartan del rigor al conocimiento que la colectividad adquiere de sí misma. No es  positivo que la interpretación del patrimonio conduzca a dificultar el intercambio, la comprensión y la valoración entre distintas sociedades de nuestra época. Es recomendable, por tanto, que el conocimiento y la validación del interés de un elemento patrimonial se apoyen en criterios y medios científicos, y su gestión en personal experto con formación avanzada, de modo que se distancien de la instrumentalización política y de la presión social. Aparte, la divulgación del patrimonio ha de respetar el principio de igual consideración de todas las expresiones culturales. Así podrá avanzarse con mayores garantías hacia una base sólida de respeto entre culturas.

Por Juan Sevilla Álvarez

Departamento de Geografía de la Universidad de Oviedo

Bibliografía: 

BÉGHAIN, P. (2012): Patrimoine, politique et société. París, Presses de Sciences Po, La Bibliothèque du citoyen. 

CHOAY, F. (1992):  L’allégorie du patrimoine. París, Editions du Seuil.

GUILLAUME, M. (1990): “Invention et stratégies du patrimoine” en JEUDY, H.P. (dir.):  Patrimoines en folie. París, Ministère de la Culture et de la Communication, Cahier 5, Édition de la Maison des Sciences de l’Homme, pp. 12-20.

Rodríguez, F. (2012): “Región y desarrollo” en IEPC (ed.): Cursos a Distancia 2012. Curso Desarrollo Comunitario y Sostenible. Oviedo, Instituto de Estudios para la Paz y la Cooperación, pp. 1-41.

Rodríguez, F. y Menéndez, R. (2012): “La gestión del desarrollo y el análisis territorial” en IEPC (ed.): Cursos a Distancia 2012. Curso Desarrollo Comunitario y Sostenible. Oviedo, Instituto de Estudios para la Paz y la Cooperación, pp. 1-35.

 

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How to write a more effective job posting (3): Sharing your story.

When a job seeker finds multiple job postings for the exact same position, they have to rely on the company information to decipher which employer is the best fit for them. To create an effective job posting, use your company description to sell the job seeker on why he or she should work for you instead of your competitors.

Let’s face it, it’s never easy talking about yourself. But if you want to entice your industry’s top performers, you have to strategically analyze how you should describe your company and its perks.

Describes your company…

There may be times when you have the opportunity to give a full company profile. While other times, you may only have room to add a brief company description. Either way, it’s an important component of attracting the right people for the position.

Take the opportunity to showcase your company’s products, services, history, and your culture. You don’t need to include them all, but here are some suggestions for making your company description more effective:

  • Include some key facts that differentiate your company (how long you’ve been in business, awards won, etc.)
  • Detail what your company does; the customers you serve; and what products and/or services it offers.
  • State your company’s mission statement.
  • Share the size of your company (you can illustrate this through number of employees, number of locations or markets or number of clients or customers)
  • Provide your company’s location and the perks of where you work.
  • Share your company culture by including keywords and phrases that describe what is important to your company (innovative, autonomous, tech-oriented, fast-paced, customer service focused).
  • Incorporate your company’s ethos by choosing a writing style and words that match your culture

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..and do not forget to peddling your Perks

It’s safe to say that active job seekers are looking for an opportunity that’s better than the one they currently have. That could mean receiving better health insurance, increasing their income, shortening their commute, working as part of a team, attaining career growth, or receiving a financially secure retirement.

Whatever advantages you have to offer, make sure you broadcast them! Doing so will help job seekers answer the question, “what’s in it for me?”

While the most obvious benefits are insurance plans and retirement packages, don’t forget to emphasize your unique perks.

Whether your company embraces ongoing training, continued education, a casual dress code, a team environment or pet-friendly offices. Make sure you give ample attention to these perks as well. When a candidate can envision the advantages of working for your company, they are incredibly more likely to apply.

But what about the salary?

Deciding whether or not to include pay in a job posting is always a sensitive issue for employers. Because there really isn’t a onesize- fits-all kind of solution. Depending on the role, there could be several pros and cons for posting the salary.

One of an employer’s biggest apprehension is that a job seeker may only be interested in a job opportunity for the salary alone. However, posting the hourly rate or yearly salary may improve results by helping job seekers asses whether or not they are qualified/overqualified.

If the compensation is on the higher end of the scale, providing the pay could help rule out under qualified job seekers. If it’s on the lower end, it could help rule out people who may have more experience than what’s necessary for the job. So, ultimately, the decision to post salary information depends on your recruiting objectives.

 

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