The International Solar Alliance (ISA) gives you a unique opportunity to work in a vibrant work environment where you will be encouraged to participate in developing the young organization in a dynamic, multicultural way. You will be contributing towards collectively addressing the key common challenges to the scaling up of solar energy in line with member country's needs. ISA is striving to achieve gender parity at all levels and women candidates are strongly encouraged to apply for all positions within the organization. ISA also strives to obtain a staff reflecting its geographical representation and diversity.

Grade levels of positions and salaries of staff members shall be fixed by the Director-General in conformity generally with the United Nations common system standards.

Candidates selected for international professional positions may expect to receive the following allowances, as applicable, in addition to the salary:

• Dependency allowances (for eligible spouse and up to 2 children)
• Settling in grant as per ISA rules
• Rental subsidy as per ISA rules
• Education grant (for up to two school aged children) as per ISA rules
• Annual and sick leave (annual leave accredited at 2.5 days per month)
• Health insurance premium contribution as per ISA rules
• Pension contributions (the ISA will contribute a lump sum payment equivalent to UN common system rates (15.8% of net salary).
• Income tax reimbursement (the ISA provides for national income tax reimbursement upon proof of payment).

Candidates selected for national positions may expect to receive the following allowances, as applicable, in addition to the salary:

• Dependency allowances (for eligible spouse and up to 3 children)
• Annual and sick leave (Annual leave accredited at 2.5 days per month)
• Health insurance premium contribution as per ISA rules
• Pension contributions (ISA will contribute a lump sum payment equivalent to UN common system rates (15.8% of net salary).
• Income tax reimbursement (the ISA provides for national income tax reimbursement upon proof of payment).

Further details on benefits and allowances will be provided to selected candidates upon appointment.

At ISA We Consider Talent Acquisition a Privilege, So We Take It Seriously…

Welcome to our “Recruitment & Selection Process @ ISA Page”

At ISA, Talent Acquisition (TA) gives us the rare opportunity of opening a door for your career while helping ourselves. Not everyone gets to do that, so we take it seriously.

However, we recognise this is no small a feat! At ISA, we appreciate that this is a cross-functional, resource-intensive process. When we hire a new employee, we deploy a multi-step exercise to identify the organisational needs, the team’s needs, and then to assess potential candidates. We hope you find this information helpful in providing a simple, high-level view of our TA process.

We will evaluate every candidate consistently and fairly, while doing so we will also account for the different priorities we have for a role. We hire for careers and not for jobs! So, we will hire motivated, flexible, and talented people capable to lasting careers with ISA.

The Stages of ISA’s TA process:

• 1. Identify ISA’s talent needs based on our strategic mandates and long-term goals
• 2. Ensure all our ducks are in a row (including compliance)
• 3. Advertise our vacant positions (normally on our website and or other job search engines and talent search partner websites – if applicable)
• 4. Initial screening is conducted - identifying applicants who appear from the information provided on their application to be best suited to the role’s requirements (as advertised).    A blind sift process may be deployed – if deployed, personal details are removed at this stage and are only made available to the panel once a decision has been made on    which persons should be invited to the next round of the selection process.
• 5. Preliminary rounds are conducted, and they could be virtual/ telephonic or in-person
• 6. Based on success from the above stages, candidates may be invited for a Written/Presentation/Psychometric/Cognitive/ Aptitude testing as and if relevant
• 7. Personal Interviews with the Panel.
• 8. Reference and any other relevant background checks (as deemed appropriate by ISA)
• 9. Final meetings with the leadership, site visits and or other relevant stakeholders where relevant
• 10. Offer of appointment is made following the successful completion of all required stages set by ISA

D&I @ISA

ISA is strongly committed to the D&I principles – an organisation that is being sculpted by its people with varying points of view, a diverse thinking, that comes from variegating backgrounds. Our perspectives are manifold, and we continue to scale our presence with the strength, unified through multiple sources (race, gender, sexual orientation, age, nationality, culture, life’s experience, education, and professional background).