Recruitment practices for humanitarian work positions

Obtaining work in the humanitarian sector is notoriously difficult - both due to high numbers of interested applicants, as well as very stringent requirements from organizations working in this sector.  The recruitment process is designed to be stressful—mimicking some of the conditions that individuals are likely to encounter in the field.

What makes a good humanitarian worker?

The nature of humanitarian work means that staff are exposed to a great deal of stress on the job, and they must be able to cope well in uncertain and stressful situations. In the field, tight security measures often mean that humanitarian teams live in close quarters over lengthy periods of time.

The ICRC, like any other humanitarian organization, must be very careful in its selection process to make sure that the staff they send into the field will be resilient in the face of a variety of stressors. These include, but are not limited to:

• Trauma and emotional distress: Humanitarian workers often work with populations that have experienced traumatic events, such as conflict, displacement, or natural disasters. Witnessing or hearing about such events can be emotionally distressing.
• Security risks: Work may take place in areas that are considered high-risk due to ongoing conflict, political instability, or criminal activity. Violence, kidnapping, or hostage-taking may be very real risks, as well as psychological stress related to the constant need to be aware of one's surroundings and take precautions.
• High workload and pressure: Humanitarian work can be demanding and high-pressure, with multiple competing priorities.
• Lack of resources: Limited resources and infrastructure can make it difficult to perform even basic tasks. Electricity, internet, or mobile networks may be intermittent, or non-existent. Resource issues can make it challenging to provide basic services and support to those in need, and can lead to feelings of frustration and helplessness.
• Cultural differences and language barriers: Working with populations that have different cultural norms and speak different languages requires real adaptability.

To add to these stresses, humanitarian workers often work in remote or isolated locations, often for very extended periods of time. Depending on the level of security, residents may be required to stay within the compound's boundaries for lengthy periods, sometimes even for the duration of their assignment, which can create feelings of confinement. A combination of isolation from one's family and support networks, combined with an environment where it can be difficult to have any personal space, make for a particularly stressful living situation. Think about the sorts of people you might want to find yourself with, for extended periods of time in stressful situations. Having a sense of humour is key!

Recruitment Days

Overall, because humanitarian work can be challenging and stressful, organizations are careful to select only people who they believe can succeed in an environment with these stressors. Recruitment practices reflect this.

If you have ever looked into the application process for organizations in this sector, you may have come across "recruitment days". Many humanitarian organizations hold these days to assess potential candidates who have made it through the first several stages of the application process. In general, they are highly competitive events, and only a small percentage of candidates are selected to participate
Many organizations are very secretive about the exact details of what they entail, saying only that these events are designed to provide an opportunity for candidates to learn more about the organization and its mission, meet with staff and managers, and participate in recruitment assessments and interviews. Candidates may have the opportunity to participate in various activities, including:

• Presentations and Q&A sessions about the organization's mission, values, and operations, and to ask questions to staff and managers.
  
  
• Assessments that are designed to evaluate skills and competencies, such as written tests, group exercises, and role-playing scenarios.
  
  
• Interviews with managers and HR staff, aimed at assessing the candidates' suitability for specific job openings.
  
  
• Networking with other candidates and staff, to learn more about the work culture and work environment.

Group exercises are generally designed to simulate a high-pressure situation that requires individuals to work effectively in a team, communicate clearly, and solve problems collaboratively. While the specific exercises can vary depending on the job opening and recruitment process, here are some examples of the types of group exercises that candidates might encounter:

• Case Study Analysis: Candidates are given a hypothetical case study related to a humanitarian crisis or conflict situation. The group is then asked to analyze the case study and provide recommendations on how to respond to the situation. This exercise tests individuals' ability to think critically, work collaboratively, and communicate effectively with others.
  
  
• Role-Playing Scenarios: In this exercise, individuals are given specific roles to play, and the group is asked to act out a scenario related to a humanitarian issue. For example, the scenario might involve negotiating with local authorities to gain access to a conflict zone or managing a camp for displaced persons. This tests the candidate's ability to think creatively, adapt to changing circumstances, and work effectively as part of a team.
  
  
• Group Discussion: Candidates are given a specific topic related to a humanitarian issue, and the group is asked to discuss the topic and share their opinions and ideas. This is designed to assess the candidate's ability to listen actively, express their ideas clearly, and engage constructively with others.
  
  
• Team Building Activities: A set of tasks or challenges is assigned, that require the team to work together to solve a problem or achieve a goal. For example, the group might be asked to build a structure using only limited materials or complete a puzzle within a specific time frame. This tests each person's ability to collaborate, communicate, and support others in achieving a common goal.

Overall, these exercises are designed to assess the candidate's skills, competencies, and potential to work effectively in the humanitarian field. They can be highly competitive and challenging, but they provide an opportunity for candidates to showcase their abilities and demonstrate their commitment to working for a humanitarian organization.