Competence management at Statistics Finland
      Aims 
         to identify and anticipate changes in competence needs 
         ensure sufficient core competence
         correctly direct competence to the core processes and 
          their supporting activities
         enhance the capacity of personnel to cope with 
          challenges of work
      New tools
         Group recruiting
         Career planning
        Group recruiting –  a centralised recruitment of 
        experts
         several (5-12) employees are sought at the same time with one 
          advertisement
         The new experts will be placed in different statistics departments but 
          the competence needs of the whole organisation are emphasised
            Competence needs are especially linked with the stages of the 
             production process of statistics
            Posts are basic level expert positions, previous work experience in 
             statistics not necessary 
            The demands of the post should be quite similar 
         The process is mainly centralised into the personnel and legal services 
          unit, and is performed in co-operation with the statistics department
         First round autumn 2010
                                            sdeen cenetepmco detalre dna gniticrure purogr of detisusks aT•
                                               mehtm rof gnsiria sdeen dnas egnach ffast etcua ,rveonrut
           Survey of needs           ffatsr ehto dna tnemreitre ot txie fo noitapciitna :tnemeganam gnmoay riuqnI•
                                                                           sdeen fo
          Selection criteria       y evrsu no dseab dnurockgab lanoitcaude dna cenetempco dersied fo noitinifeD•
                                          lraeneg ni rtexpe lacistitast a fosk at eht tub stop niatrce a rofy lppa
          Job advertisement          tons eod tncailppa->  tnmeseirtveda boj ni dsemieti ton eras eicncava nepO•
                                                              053-002s noitcailppa fo tnuomA•
             Applications                                  RHy bs noitcailppa fo gnineercs striF•
                                                         stop nepo eno reps wervietni ruof dnuorA•
                                                                      ss)cerop elohw eht
              Interviews           tuohguroht stilaciesp tnmeticruer eno s,rocteridcs istitast owt(rs ewervietni emaS•
                                          lsaoprop ot gnirdccoas tnemrtaped ni dcealp reas nrsoep decteleS•
               Selection                        tn meseirtveda boj ni denifed aireticr no dseab noicteleS•
                                                             • The candidate applies to all open 
                                                ood           posts with one application and one 
                                             G                interview
      Aims of                                    ploy        • Interviews and professional process 
                                            em                create an image of a good employer
                                                             • Part of branding of state 
      group                                       er
                                                     ge       administration as an employer 
                                                   a          www.valtiolle.fi
      recruiting                               im
                            Quality                                        Efficiency
       • Emphasises competence needs                •
         of the entire organisation                   Centralisation saves time and 
       •                                              costs spent in recruiting
         Enables equal and wide                     • Statistical units are able to 
         comparison of the applicants                 focus on their core functions
       • Professional, documented                   •
         process                                      Process takes about 2 months 
                                                      – several new employees can 
       • Summing up competence that                   be hired
         can be recruited from outside 
         organisation and competence 
         bottlenecks
           Experiences
            After 4 group recruiting rounds, experiences are good. 
            During two months period several experts can be recruited in similar kind of posts
            In each round quality of candidates good
            50 per cent of statistics experts were recruited by means of group recruiting in 2011 
              in SF. 
            21 of 37 persons recruited (2010-2012) with group recruiting were women
            After recruitment: Training Programme in Statistical Skills (TPSS), Career plan for new-
              comers 
               
                           Time of          Applications      Open           Applications /   Interviews
                           recruiting    .                   vacancies       open post
                            Autumn 2010                354              12                30             32
                              Spring 2011              252               8                31             40
                             Autumn 2011               217              12                18             40
                              Spring 2012              219               5                44             22