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.


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.


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.


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:

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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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


..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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How to write a more effective job posting (1)

Lately, we have faced that some job postings outperform others and this is not directly related with the job itself. Even some times, the position announces is the same, for example for consultancy projects under the framework contracts for Europeaid, but the audience is not attracted with the same effectiveness.

So, what is happening?

From the conversations with different experts and potential employees, we have come to the conclusion that how the job is presented is the key for attracting the right talent. Every decision a company make–from naming a job title to choosing keywords–can affect a candidate’s perception and ultimately their decision to apply.

In order to standout in the highly competitive talent marketplace, we want to share with you some recommendations. Stay tuned!


1: Essentials in Job Posting

Posting a job accurately requires different pieces of information, each one of them is important for communication with the right candidates and together give the idea of how the person would be related with the company. Let’s break into 6 parts a standard job posting:

  1. Job Title: When a job seeker first conducts a job search, this is the initial thing he or she will see. It should be eye catching to the right person, but not obscure enough that he or she can’t find it via a search.
  2. Company Description: Job seekers rely on this information to decide if it fits with their work style. It should also give candidates a clue as to what kind of people they will be working with.
  3. Job Responsibilities: This should essentially be a snapshot of what your open position will entail. Include the key responsibilities, qualifications, tasks and skills your job requires.
  4. Length of the contract: Some candidates may be interested in joining a company but others are more focused on providing services in assignments. The candidate is interested to know whether you are posting a permanent position or a fixed-term contract, especially important in recruiting externals of the company is to describe the length of the contract in terms of years, months or even days.
  5. Call to Action: Every job posting should include a strong statement that entices the reader to take action such as “Apply now,” “Send your resume to” or “Contact”.
  6. Channels: To improve your search engine visibility, weave a few SEO best practices within your posting. Custom url structure and keyword rich content can help you reach more candidates searching from sites like Google, Yahoo and Bing. Otherwise publishing the job position in the accurate platforms, as Inttal, could bring you some potential candidates.

And remember: 2015 data shows that job seekers spend an average of a minute and a half reviewing a job before either applying or moving to the next job posting!


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