SELOR

1

SELOR Make your talent public!
2
Agenda

• Presentation of SELOR

3
Selor, Selection office of the Federal Government

• Mission and Vision
• Selor has as mission
• to execute demand-driven and competence-oriented
  Recruitment, Selection, Orientation and
  certification tasks for its customers, and in
  this way
• contribute actively to the policymaking within
  the integrated functioning of Personnel
  Organization (PO) for the federal government
• Selor reaches for the highest degree of
  professionalism and customer-orientation within
  the boundaries of deontological rules

4
Management principles organization

• Closed envelop
• Flat organization
• Process-driven
• Project-driven
• Result-driven
• Empowerment
• Ownership
• Quality-driven
• Ambition

5
Expert knowledge of Selor

• Competence-oriented selections at all levels
  (from technicians to managers, written as well as
  CBT)
• Organization massive selections
• Performed capacity of computer-controlled tests
  (430 units)

6
Values

• Independence
• Professionalism
• Customer-orientation
• Transparency
• Attention for the candidate's talent

7
Organization Structure
8
Customers

• Federal Government Services (FGS)
• Scientific Institutions
• Public Utilities
• Flemish Community
• Brussels Capital Region
• Walloon Region
• French Community
• German Community
• Government linked Customers

9
Platforms for consultation

• Scientific Committee
• Management Committee
• Consultation with Customers
• Forum for Union Consultation
• gt exchange and consultation on developments in
  the field of selection methods and competence
  measurements

10
2005 results

• 152.633 subscriptions in the different procedures
  of which 107.107 in the external selections
• About 342 selection procedures
• 130 procedures of orientation
• 1.344 online CV in the eRecruiting database for
  the internal market
• 10.967 online CV in the eRecruiting database for
  the contractual selections

11
2006 results

• 144.014 subscriptions for de different procedures
  of which 107.796 for external selections
• 264 closed procedures
• www.selor.be since 04/10/2006
• 30.222 active cvs in the online cv-databank
• 80.608 subscriptions for vacatures per e-mail
• 17.680 online subscriptions
• Talent_at_public (6 and 7/10/06) more than 12.000
  visitors

12
Levels in Belgian administration

• Level D Lower secondary education or no
  education
• Level C Higher secondary education
• Level B Higher short-term education (3 years /
  Bachelor in UE)
• Level A Higher long-term education (4 years or
  more / Master- Professional in UE)
• Mandatory functions Higher long-term education
  (4 years or more / Master- Professional in UE)
  and min 6 years management experience or min 10
  years experience in the field.

13
Recruitment communication

• Right from the intake Selor should be attractive
  
• gt act as a pioneer in internal reorganization
  and image innovation
• Government attractive for starters (training,
  projects, flexi-time)
• Bottleneck profiles with experience
  (non-competitive salary)
• gt stress on social impact, innovation
  projects, challenge
• Recruitment selection are a heavy investment in
  future personnel
• gt importance of efficient RS, motivated and
• competent profiles
• gt importance of retention and salary policy

14
Communication channels

• SELOR site
• Other sites (websites of clients, recruitment
  sites, )
• Media mix adapted to the function
• Teletext
• Official newspaper of the federal government
• Talent_at_public

15
(No Transcript)
16
Positive results!

• Online inquiry Vacature-Insites on selection
  offices
• Selor nr 3 in top of mind
• Selor best evaluated
• Trends survey 2006 SELOR 7th most attractive
  employer among Belgian Enterprises

17
Key processes

• Selections
• Orientation
• Certification

18
1. Selections

• 1.1. Selection of statutory personnel Result
  list of succeeded ranked candidates
• 1.2. Selections of mandatory functions (top
  managers of the federal authority) Result list
  with succeeded candidates ranked in 4 groups
  (A,B,C,D)
• 1.3. Selections for contractual personnel via
  eRecruitement

19
1.1. Procedure of statutory personnel

• Selection regulations with the collaboration of
  the client
• job description
• specification of diploma
• possibility to ask professional experience
• different tests
• Selection committee for every part in the
  selection procedure (provided by SELOR min 2
  members and a president from SELOR)
• Actual selection tests dependent on profile
• Generic competence profile (10)
• Specific competence profile (90)
• Technical profiles often practical test

20
Managing list of succeeded candidates

• Since July 2005 SELOR manages all the
• lists of succeeded ranked candidates (via
• eRecruiting)
• Contact with the succeeded candidates to propose
  open positions in the FGS
• If there is a complementary selection, SELOR
  manages it.

21
1.2. Mandatory functions Top managers of the
federal authority

• Top managers on 3 levels president, general
  director, director
• Specific contract (mandate of 6 years
  evaluation based on result)
• Selection regulations
• Specificity
• always professional experience required (6 years
  in management or 10 years in the domain of the
  function)
• Always the same procedure
• Computer based testing (not eliminating)
• Interview with case / List of succeeded
  candidates (A, B, C, D)
• Selection committee with 6 members 2 in
  management and HR, 2 experts in the domain and 2
  top managers
• Decision of the authority based on a shortlist

22
Best Practices

• For the mandatory functions, the Walloon region
  and the French Community follow the way of the
  federal government. The structure of the
  selection is the same.

23
1.3. Selections for contractuel personnel
(eRecruting)

• SELOR manages database of competence profiles
• Job matching based on profile delivered by
  Federal Government Service (FGS)
• FGS receives a list of anonymous CV, they can do
  a pre-selection (gender and cultural guarantee)
• FGS receives the personal data of the chosen
  candidates and manages the selection
• Quality control provided by SELOR for the whole
  process.

24
2. Orientation

• 2.1.Promotional selections based on competence
  since 2004 (before only knowledge)
• 2.2.Internal Market via eRecruiting this
  procedure follows the contractual selection

25
2.1. Promotional selections

• Based on competences
• Methodology adapted to reality

26
2.2. Internal market Talent market

• Voluntary and functional mobility
• Advantages internal versus external market
  (quicker, people already know the government,
  helping hand of Selor,)
• Management of databank with competence profiles
  accessible by Federal Government Service (FGS)
• Job matching based on profile delivered by FGS
• FGS receives a list of anonymous CV, they can do
  a pre-selection (gender and cultural guarantee)
• FGS receives the personal data of the chosen
  candidates and manages the selection
• Quality control provided by SELOR for the whole
  process
• Create a competence bilan

27
3. Certification

• 3.1.Competence certification
• 3.2.Methodology certification

28
3.1. Competence certification

• Competence measurement
• Basic assumption continuous development of own
  competences and salary conform with market
• Based on functional groups and corresponding
  competence profiles
• 5 1 model
• Generic competences
• Soft
• Hard
• Technical competences
• ECDL

29

• Language tests
• Language knowledge for Magistrates
• Computer-controlled test -gt Atlas (preparatory
  CD-rom)
• Language test for the Belgian police

30
3.2. Methodology certification

• Jobpunt
• Project guardian agent

31
Products

• Quality control of the product processes
• BSC Balanced Score Card
• Knowledge management
• Care management
• Plaint management
• Analytic accountancy

32
Product innovation

• In-house development or prospecting new testing
  methods
• eRecruiting integrated tool for Recruitment,
  Selection, and Orientation based on candidates
  unique file
• Utilization of the eID card in the selection
  procedures

33
Adapted infrastructure

• 26 selection rooms for oral tests
• Also for large selection committees
• Capacity of 430 pc-tests
• Total capacity of 500 written test seats
• Possibility to use video

34
Some Figures

• Average time for selection 86 days
• Number of selections in 2006 610 ( 420
  selections and 190 orientation)
• Preparing and going on at this time 334
• 56 of the selections Federal government
• 13 of selections Public utilities
• 27 Computer Based Test selections (population
  wise)

35
Testing methods

• Structured interview
• Assessments
• Computer-based tests
• In-tray exercise
• Written tests
• Role plays
• Simulations
• Practical tests

36
Structured interview

• Evaluates soft competences
• Star methodology
• Situation
• Task
• Action
• Result

37
Assessment

• Set of simulation exercises in which previously
  determined competences are evaluated
• gt strengths, development needs, potential of
  candidate
• Selor develops its own assessments

38
Computer based tests

• Efficient screening of
• and
• Reporting on
• Personality
• Ability
• Aptitude

39
Some figures (per year)

• 150.000 candidates
• 62.432 computerized tests
• 430 units (450 units for 2007)

40
(No Transcript)
41
Any questions?
42
Selor

• Bischoffsheimlaan 15
• 1000 Brussels
• BELGIUM
• www.selor.be
• Contact accountmanagers_at_selor.be