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Wiola Stasieluk is the Founder and CEO of IO Ready-International Organizations Ready. As a Career Coach, Wiola thrives in helping others strategize their careers in international organizations and NGOs. Through IO Ready, she has developed programs tailored to entry and mid-level professionals - Career Coaching for IOs/NGOs, Recruitment Insights for IOs/NGOs, and individual consultations. She is also a mentor at the Paris School of International Affairs, Sciences Po, where she works with current Masters' students to plan, think of, and strategize their career paths.
What initially sparked your interest in working for international organizations?
Wiola: I always wanted to work in international organizations and attend an international school, but my parents couldn't afford it. I settled on studying law, hoping to become a lawyer and eventually join the European Union. However, after a year of studying law, I realized it wasn't the right fit for me.
My interest was truly sparked when I began studying public international law. I chose Africa as a focus to understand different legal systems, and I became particularly fascinated with East Africa. This led me to switch my studies from law to international relations and Swahili, the language of East Africa. From the start, I wanted to bridge relationships between Europe and Africa, and I tailored my courses to support this goal, including studying international security.
The real turning point came when I discovered my passion for Swahili. My journey was challenging because my parents couldn't support me financially, so I had to work full-time while studying full-time. This meant I couldn't do internships, which are typically a way to test which international organizations are a good fit.
While studying in London, which doesn't have many international organizations, my master's program required a third semester as a traineeship or internship. This was my first experience with the EU and a significant step towards my career in international organizations. Although it took me longer than most to reach my goal, this journey helped me find my true passion and purpose.
Once you decided to get involved with international organizations, what are some key projects you've worked on?
Wiola: First, while working with the EU Delegation to Kenya in the political section of the European External Action Service (EEAS), I engaged in both cultural diplomacy and political analysis. One notable project was the European Film Festival, which involved collaboration with EU Member States embassies to create a rich cultural exchange. On the political side, I worked on regular political situation updates and terrorism threat analysis, utilizing my knowledge of East Africa and Swahili.
Later, at the UNODC Regional Office for Southern Africa, I focused on HIV/AIDS issues in prisons. We hosted monthly webinars for partner NGOs and agencies, facilitating discussions on policies to address these challenges. This project was impactful as it brought together diverse voices to tackle significant health issues.
One of my favorite projects was the OECD’s "State of Fragility 2022" report. This comprehensive document had a significant audience, including governments and high-level organizational staff. It required thorough analysis and meticulous preparation. I was fortunate to work with an incredible team, contributing to an influential report on fragile contexts.
How did networking play a role in your career with international organizations?
Wiola:
Networking in international organizations is often underrated. Initially, I believed that my skills and education would be enough, but I realized that networking is crucial for learning about opportunities and gaining an edge.
Early in my career, I didn’t use networking to land my positions at the EU or UNODC. I was fortunate, especially with the EU role, as fewer candidates applied, and my Swahili skills helped. However, networking truly made a difference later on.
For example, when I finished my EU internship early and had extra time, I wanted another internship in Paris, specifically at the OECD. Through LinkedIn, I found someone interning in the anti-corruption team and reached out to ask questions. He suggested meeting for a chat, which turned out to be invaluable. I learned that I wouldn’t enjoy his role, but he connected me with someone in the Crisis and Fragility team, which was a better fit.
Remarkably, he introduced me to the team leader, who agreed to meet for coffee. Although there were no immediate openings, we stayed in touch. About 14 months later, he became my boss. The coffee meeting allowed him to see how my skills and experiences aligned with the team's needs. When a job eventually opened up, I was one of the first to be informed, thanks to our connection.
If I may add, networking has a bit of a bad reputation, and I understand why. But from my experience, it’s incredibly valuable. Having recruited myself, I see how recommendations from trusted colleagues can make a big difference. It's about building trust and leveraging connections.
Networking isn't just about getting help; it’s also about offering it. I often share job opportunities with others, even if I’m not interested in them. Helping others more than you expect to be helped is a powerful approach.
Can you explain the stages of the recruitment process and share some tips for each stage?
Wiola:
Understanding the recruitment process is crucial. Here’s a general overview:
Application: You might apply through a recruitment portal, common for UN organizations, or email your CV, motivation letter, and possibly references or writing samples, depending on the position.
Written Test: Typically, 20-30 candidates are selected for a written test related to the job.
Video Interview: Some organizations conduct video interviews where you answer questions alone on camera. This can be uncomfortable, so it’s good to practice if possible.
Panel Interview: If you pass the video interview, you’ll face a panel interview with 3-6 people from different departments, including your hiring manager and HR.
Assessment Centres: For certain junior or youth positions, there might be an assessment center stage.
Offer and Negotiation: Finally, if successful, you negotiate your offer.
For me, each process was different. At the EU, I emailed my application and went straight to the interview stage. With UNODC, I applied through their portal, was invited to an interview months later, and then took a test. For the OECD, I sent writing samples and then had a panel interview. The entire process took 6 to 12 months from application to final decision. Each stage involves thorough evaluation and reporting, especially for official positions, which adds to the timeline. Typically, it’s around 9 to 12 months.
What challenges have you faced when applying to nonprofit organizations, and what are the most common mistakes people make?
Wiola:
There are three main challenges and mistakes I often see:
Tailoring Applications: Many people struggle to tailor their CVs, cover letters, and applications to specific job descriptions. Job descriptions highlight key requirements, but applicants often fail to align their materials accordingly. Training yourself to read and address the most critical aspects of a job description is essential.
Recognizing Your Advantage: People often don't recognize their unique strengths. For example, experience in academia or the private sector can be a huge asset for certain roles in international organizations. However, candidates might see these as drawbacks. Understanding and leveraging your unique background is crucial.
Presenting Yourself: Many applicants don't know how to present their skills and experiences in a way that aligns with the mission of the organization they're applying to. This presentation should resonate with the specific team or job role. It's about framing your strengths to fit the organization's needs.
Additionally, there's a lack of tailored advice for writing CVs for international organizations. Most tips available are geared towards consulting or the private sector, which differ significantly from what international organizations look for. Tailoring your CV to meet these specific expectations can make a big difference.
How do you package and present your experience effectively for international organizations, especially if it's academic? Wiola:
Highlight Core Skills: Emphasize research and analytical skills developed through your academic work. These are highly valuable for many roles in international organizations.
Showcase Coordination Skills: Mention group projects, society involvement, or event organization during your studies. These experiences demonstrate your ability to coordinate and work in teams.
Leverage Communication Skills: Highlight your ability to handle social media, create content, and communicate effectively. Skills like using Canva or managing social media accounts can be relevant for communication strategies.
Connect Your Story: Link your academic journey to the mission of the international organization. Explain why your studies and experiences have prepared you for the role you're applying for.
Present Non-Traditional Experience: Don’t underestimate seemingly unrelated experiences. For example, I used my time as a nanny to demonstrate diplomacy and high-level client interaction skills, which were relevant to roles in international organizations.
Tailor Your CV and Cover Letter: Customize your application materials for each job. Ensure they reflect the skills and experiences that match the job description.
How difficult is it to switch regions early in your career, especially if you speak multiple languages? Wiola:
Switching regions isn’t as difficult as it might seem. Here’s how you can approach it:
Focus on Transferable Skills: Skills such as conflict analysis, research, and project management are transferable across regions. Highlight how these skills apply to different contexts.
Educate Yourself About the New Region: Gain knowledge about the new region through research and training. Your ability to find and analyze information is critical.
Leverage Language Skills: If the new region requires specific language skills, emphasize your proficiency. However, some roles may not require local language fluency, focusing instead on technical or analytical expertise.
Learn on the Job: Many roles, especially those requiring deployment to new regions, involve on-the-job learning. Organizations value adaptability and the ability to quickly acquire new knowledge.
Present Your Adaptability: Showcase your flexibility and willingness to learn. Provide examples of how you've successfully adapted to new challenges or environments in the past.
When applying for a job where you don't meet all the requirements but believe you have the qualifications to succeed, here's a strategic approach you can take:
Assess the Requirements
Identify Key Skills: Determine which skills and qualifications listed in the job posting are essential versus which are preferred. Essential skills are typically non-negotiable for the role.
Match Your Strengths: Highlight how your existing skills and experiences align with the essential requirements of the job. Focus on transferable skills that demonstrate your capability to perform the job duties.
Build Your Case
Showcase Relevant Experience: Even if you lack a specific qualification, emphasize similar experiences or skills. For example, if a job requires a certain software proficiency and you know a similar one, highlight your ability to learn and adapt quickly.
Demonstrate Passion and Commitment: Employers value passion and a willingness to learn. Include any relevant courses, certifications, or personal projects that show your proactive efforts to acquire the necessary skills.
Tailor Your Application: Customize your resume and cover letter for each application. Use keywords from the job posting and clearly articulate how your skills and experiences meet the job requirements.
Leverage Networking
Connect with Insiders: Reach out to current or former employees of the organization. They can provide insights into the company's culture and what the hiring managers value most.
Seek Referrals: If you have a connection within the organization, a referral can significantly boost your chances. It shows that someone within the company vouches for your potential.
Prepare for the Interview
Address Gaps Confidently: Be prepared to discuss any gaps in your qualifications during the interview. Emphasize your strengths, willingness to learn, and how your unique background brings a fresh perspective to the role.
Showcase Learning Agility: Provide examples from your past where you successfully learned new skills or adapted to new challenges quickly.
Strategic Follow-Up
Send a Thoughtful Follow-Up Email: After the interview, send a thank-you email reiterating your enthusiasm for the role and how you plan to address any areas where you might need to grow.
Highlight Additional Resources: Mention any additional steps you’ve taken since the interview to upskill, such as starting an online course relevant to the job
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