International Bank for Economic Co-operation

IBEC is a highly professional international team capable to fulfil the strategic development goals of the Bank

Presentation for potential candidates for vacancies at IBEC Download PDF, 2 Mb

KEY FEATURES OF THE IBEC BRAND AS AN EMPLOYER

Established in 1963, International Bank for Economic Co-operation is a unique multilateral development bank with a rich history and consistently professional staff at all stages of it`s development. As a unique financial institution, which has passed a series of internal reforms and is successfully developing at the moment, the Bank under the legendary brand «IBEC» is contributing for professional and career growth of employees within an international business environment and partnership, keeping traditions of the past and developing in the step of the times.

Participation of employees in the implementation of projects aimed at developing the economies of the Bank's member countries (i.e. infrastructure, energy, scientific, agricultural projects)
Stable sustainable organization with a rich history
Interaction with international clients and employees from member countries
Respect for personal diversity, inclusion of interests
Business transparency and high ethical standards
Competitive comprehensive package of social guarantees and benefits
Possibility of maintaining work-life balance
Diverse challenges and tasks driven by the status of the development bank
Development of competencies in key banking disciplines in a team of experienced professionals

Manager, Market Strategies and External Relations Division, Strategic Planning and Analysis Department

Duties and Accountabilities:

Organization and support of the Bank's work on all aspects related to interaction with government agencies, advising and supporting the Bank's managers on relevant issues;
Work with the Bank's management on the development of specific business proposals and the development of stratagies to promote business in member countries and third countries of interest;
Establishment and support of constructive relations with state bodies and public national or international organizations aimed at promoting the products and interests of the Bank;
Development of the Bank's GR policy, preparation of proposals for the organizational structure and business model of the Bank, aimed at improving the efficiency of interaction with the authorities of the Bank member countries.

Selection Criteria:

Graduate Degree from leading universities of the member countries of the Bank or other countries with specialization (Master degree) in one or more preferred areas:
- International Relations;
- International Economics and Trade;
- International Finance.
MBA or PhD in one of the above areas is an advantage;
Work experience in the field of GR in financial institutions, banks, international financial organizations, including development banks, at least 10 years;
At least 10 years of experience in Banking, in an international or commercial financial organization, or in state financial regulatory bodies, including at least 5 years of managerial and organizational work experience;
Proven experience in implementing projects related to state funding and funding from international organizations aimed at developing interstate foreign trade relations;
Participation in the development of external GR-policy, international trade projects/programs of the organization/company;
Knowledge of the specifics of government programs to support exports and imports, SMEs in the Russian Federation (in CIS and Asian countries is an advantage), understanding of the relevant legislation;
Knowledge of various programs and tools of development banks aimed at supporting export-import operations;
A significant advantage is the experience of working with public and private financial institutions in Asia, the CIS and the Middle East (India, China, Vietnam, Mongolia, Armenia, Uzbekistan, Turkey, Iran, Saudi Arabia, UAE);
Mandatory mastery of English (upper intermediate (C1) and above). Working knowledge of one or more Asian languages (Chinese, Indian, Arabic) will be considered as a significant advantage;
Fluent, competent knowledge of Russian (level not lower than C1), ability to write well-structured materials;
Understanding the features of diplomatic communications, experience in preparing letters to government agencies, embassies, trade missions;
Excellent knowledge of Excel, Word and PowerPoint.

Stages of the candidate selection process

In the International Bank for Economic Co-operation, personnel selection is carried out on the basis of an international Competition held among Candidates, mainly from the member countries of the Bank. The purpose of organizing the Competition is to determine the Candidate that best meets the Qualification requirements and needs of the Bank. When participating in the international Competition for vacancies at IBEC, Candidates go through the following selection stages:

Initial selection of candidates

Primary selection of candidates – selection of applications (CVs) of Candidates that meet the requirements of selection criteria, confirmed by the information in the application (CV).
Depending on the requirements specified in the application, the level of education, work experience (general / in the field / in the position), the availability of licenses, certificates, knowledge of foreign languages and other mandatory requirements specified in the selection criteria are assessed. An employee of the IBEC Human Resources Department can contact candidates to clarify the details of their career and CV facts.

Initial professional assessment of candidates

After the selection of candidates for compliance with the selection criteria, an initial professional assessment of the candidates is carried out. The initial professional assessment of candidates can be carried out by using various methods, including methods of structured interviews on professional competencies, testing for professional knowledge, performing a practical test task and other methods and assessment procedures aimed at demonstrating the candidate's level of professional knowledge, skills and abilities. As a rule, the primary professional assessment of candidates is carried out by the direct supervisor together with the HR employee.

Interview with the Personnel Competition Committee

Candidates who have successfully passed the initial professional assessment and confirmed their interest in working at the Bank are invited to participate in the interview with the HR Competition Committee.
Prior to participating in an interview with the HR Competition Committee, Applicants are encouraged to take an aptitude test and answer a questionnaire to determine a personal and business competency profile.

After passing an interview with the HR Competition Committee, the final candidate may be offered a job at the Bank.

Principles of the international competition

The Bank has implemented a system for personnel recruitment based on the international competition, which allows to form well-qualified team of professionals capable of implementing the tasks set to the Bank.

Equal Opportunities

The Bank provides equal opportunities for participation in the international competition to all persons regardless of their race, religion, nationality, gender, age, marital or social status and other differences.

Unified Criteria

The Bank uses unified criteria for assessment and selection of candidates, which are focused primarily on professional and personal competencies, qualification level, and work experience.

Transparency

The recruitment process is transparent to all Candidates and to other participants in the competitive selection at the Bank.

About vacancies and career at IBEC

1. If I am not a citizen of the IBEC member country, can I take part in the international job competition?

The recruitment of personnel at IBEC is carried out on the basis of an international competition held among the candidates, mainly from the member states of the Bank.

2. How long does the selection process take?

The competition lasts from the moment of opening until the conclusion of an employment contract with the final candidate, but no more than 6 months from the opening date of the competition. In practice, the closing time for a vacancy is about 4 weeks.

3. What is the composition of the Selection Board?

For vacancies at the level of the position "Manager", the Selection Board includes the Management Board of the Bank.

For vacancies at the “Specialist” position level (with no subordinate employees), the Selection Board includes:

Member of the Management Board in charge of the division in which the vacancy is open;

Head of the structural unit in which the vacancy is open;

Employee of the Human Resources Department.

4. Which language are interviews held in?

Interviews are usually held in Russian – the working language of the IBEC. However, in cases when the position requires the knowledge of the English language, part of the interviews (or all interviews) can be held in English.

5. Can interviews take place remotely?

Yes, all the interviews and other assessment procedures can be conducted remotely. However, it is necessary to have a stable high-speed Internet connection and quality equipment to ensure good audio and video communications during interviews. Typically, distance interviews are recorded to provide the best and most objective assessment of the various candidates involved in the selection.

6. Which criteria are used when selecting candidates for vacancies?

The Bank uses uniform criteria for evaluating and selecting Candidates, focused primarily on professional and personal competencies, qualifications and work experience. These criteria are determined by the qualification requirements set by the Bank for different levels and categories of positions, including requirements for the level of education, work experience, knowledge of foreign languages, the level of proficiency in a personal computer and others.

You can share your CV or send questions to the specialists of the HR department

hr@ibec.int

Careers

KEY FEATURES OF THE IBEC BRAND AS AN EMPLOYER

Stages of the candidate selection process

Principles of the international competition