Guidelines for application

The following information provides you with an outline of the full recruitment and selection procedure for fixed-term appointments at the ICC.  The selection procedure is determined by the criteria set forth in articles 44(2) and 36(8) of the Rome Statute and in Assembly resolution ICC-ASP/1/Res.10.

Posts are filled preferably by a national of a State Party to the Rome Statute, or of a State which has signed or acceded to the Statute, and is engaged in the ratification process, but nationals from Non-State Parties may also be considered.

Applications from female candidates are particularly encouraged.

If you apply for a post with the ICC, your application will go through various stages in the recruitment process.  It may take several months after the closing date of the vacancy before you are informed of our final decision.

A large number of applications are submitted every month and are subject to thorough evaluation and a rigorous selection process.

The process is outlined below:

Vacancy Announcement

All fixed-term budgeted posts are advertised normally for one month on the ICC website under Current Vacancies.  Candidates who meet the requirements shall apply before the deadline specified in the advertisement.

Inter-Organization Mobility Accord

The International Criminal Court is a member organization of the Inter-Organization Mobility Accord and is interested in secondment of staff from organizations of the United Nations Common System.

Guidelines for application

In order to facilitate the evaluation of your application, we provide the following guidelines to assist you in presenting your qualifications and experience:

• When deciding whether to submit an application, carefully review the job profile in relation to the qualifications, work experience and language requirements to ensure that your credentials meet the qualifications for the post.
• To apply for a vacancy, applicants must register, complete their Online Personal Profile, and indicate to which vacancy they are applying to in the eRecruitment system. Alternatively, if there is no internet access available, they can send a fully completed ICC Personal History Form. The ICC will not accept other forms.
• Applications received after the closing date of the vacancy will not be entertained.
• Candidates are advise to give themselves sufficient time prior to the deadline to prepare and send their applications.
• Article 50 of the Rome Statute of the International criminal Court declares that the working languages of the Court are English and French.  Accordingly, all correspondence addressed to the Court should be written in either English or French.
• The ICC operates a strict policy of pre-employment security screening.  It is essential that applicants provide full and current contact details for all previous employers, institutions and referees.  Applications submitted without these details WILL NOT be processed.
• Electronically submitted applications need not be signed; however, you will be requested to submit a signed copy of the original form if selected at a further stage of recruitment.
• The ICC encourages candidates to include a cover letter with a description of why you are particularly motivated for this post.  
• Applicants are requested NOT to submit any substantiating documents such as certificates, diplomas and publications unless specifically requested to do so.
• All online applications will be registerd automatically and will receive an acknowledgment by email. Applications by post or by fax will not be acknowledged.
• Applicants are kindly requested not to contact the Staffing Unit at anytime of the selection process.
• Candidates may check their online profile to follow the status of their applications.

Screening of applications and shortlist for interviews

The timeline for recruitment varies greatly depending on the post.  It often takes several weeks from the closing date before short listed candidates are contacted for interview.  The following steps are taken:

• Upon expiry of the deadline of the vacancy, all applications received are screened by the Staffing Unit to ascertain whether the candidates meet the requirements of the vacancy announcement.
• The applications of the qualified candidates are forwarded to the interview Panel, typically composed of the hiring manager, a human resources representative, as well as one or two persons from the Organisation. The ICC is sensitive to gender and geographically diversified Panels.
• The Panel establishes a shortlist of candidates for interviews.  The first interviews are typically conducted by telephone.  In some occasions further face to face interviews will take place.
• For certain positions, candidates may be asked to sit a written test as part of the selection process. Tests may be designed as case studies, written assignments, presentations etc., depending on the position.  The tests are typically conducted online and in some cases at the ICC premises in The Hague.

Guidelines on how to prepare for interviews

The interviews will generally last 45-60 minutes and cover the knowledge, skills and competencies needed to perform the functions.  The Panel members will ask a series of questions, often starting with an overview on your background and relevant experience.

The interviews will be conducted in English and French depending on the post.

• Preparation for an interview is crucial. Candidates are advised to do some research into the activities of the ICC. The ICC website is a useful tool to gather information about the Organisation www.icc-cpi.int.
• It is important to link your qualifications to the requirements of the position: explain how your experience is relevant in the context of the specific job you are applying for at the ICC.
• Use concrete terms and specific examples from your experience to illustrate your points, your role and your achievements whenever possible.
• Be aware of your strong points and the areas of further development.
• Participate by asking thoughtful questions.  You will be given some time at the end of the interview to ask questions.
• Further information in relation to entitlements and benefits are discussed at a later stage of the recruitment process.

Final evaluation

After completion of the interviews and testing procedure, the Interview Panel makes a recommendation and this is submitted to the Selection Committee for advice, pursuant to paragraph 5 of the annex to Assembly resolution ICC-ASP/1/Res.1 and is finally submitted to the Registrar or the Prosecutor, as appropriate, for the final decision.

Offer of appointment

The selected candidate is contacted and an offer of appointment is sent shortly afterwards.  The offer of appointment is subject to medical and security clearance and reference checks. Candidates recruited in the General Service category are not entitled to the benefits granted to internationally-recruited staff. For more information read our Conditions of Service.

To apply, register and fill in your Online Personal Profile through the eRecruitment system. If you do not have internet access you may submit your application, indicating the vacancy number, to:

Fax: (31) (70) 515 8553
applications@icc-cpi.int
ICC - International Criminal Court
Human Resources Section
P.O. BOX 19519,
2500 CM The Hague, Netherlands