Job Description
,
, - . No divs, no classes, no inline styles, no
. Must preserve all original content word-for-word, but we can strip formatting tags and just output text with appropriate tags.
We need to parse the raw job description and produce HTML.
We must keep all content exactly as given (word-for-word). However we can remove tags like , , , etc., but we must keep the text content. Also need to preserve line breaks? We'll convert paragraphs to . Use
for section headers like "Introduction", "Organizational Context and Scope", "Required Qualifications and Experience", etc. Also subheaders like "Education", "Experience", "Skills", "Languages", "Required Competencies", "Values", "Core Competencies", "Managerial Competencies", "Notes", "Unit Management", "Administration of the HR Module", "HR Policy and Advisory", "Talent Management". Also maybe "Organizational Context and Scope" is a header.
We need to decide which text is a header. In the raw, there are tags marking headings: Introduction, Organizational Context and Scope, Required Qualifications and Experience, etc. Also inside Required Qualifications and Experience there are subheadings: Education, Experience, Skills, Languages, Required Competencies, Values, Core Competencies, Managerial Competencies, Notes. Then later there are sections: Unit Management, Administration of the HR Module, HR Policy and Advisory, Talent Management. Those are also marked with .
Thus we will treat each as a header (). However need to ensure we don't double header for nested ones? For example inside Required Qualifications and Experience we have Education etc. Those should be as subsections.
We also have lists: under Education there are with - . Experience, Skills, Values, Core Competencies, Managerial Competencies, etc. Also there is a list under "first-tier candidates" with
but we need to convert to - ? The instruction says use
- for list items (duties, requirements, qualifications, skills). It doesn't forbid using
but says use - . Probably we should convert ordered list to unordered list as well, preserving content. But we must preserve original content word-for-word; changing
to changes markup but not text content. The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Changing tag type is not adding/removing text, but it's changing markup. However they said use - for list items. So we should output
- for any list items, regardless of original ordered/unordered. That's acceptable.
We also need to remove any stray formatting like etc. Those are HTML entities; we should keep them as spaces? Probably we should convert to a regular space. But preserving word-for-word might mean we keep the entity? Usually they'd want plain text. Safer to replace with a space. Also we should remove empty paragraphs.
We also need to strip any attributes like style, class, target, rel etc from tags? The instruction says no CSS classes, no inline styles, no s, no
tags. It didn't forbid tags. So we can keep tags but strip attributes like target="_blank" rel="nofollow". However those are attributes; we could keep them? They are not CSS classes or inline styles, but they are attributes. The instruction only forbids CSS classes, inline styles, ,
. It didn't say to strip other attributes. But to be safe, we can keep with href only, removing target and rel. However that would be altering content (removing attributes). The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Removing attributes is removing content. So we should keep the tags exactly as they are, including target and rel. However those attributes are not disallowed. The only disallowed are CSS classes, inline styles, ,
. So we can keep .
Thus we will output HTML with ,
, - , and keep tags as is.
We need to strip wrappers and any tags (replace with
for headings, but for bold inside paragraphs? There are some bold inside text like Inclusion and respect for diversity inside list items. Those are not section headers; they are bold text within list items. The instruction says use for section headers only. For bold inside text, we should preserve the text but we cannot use because that's not allowed? It didn't forbid . It only said use for introductory paragraphs and general text,
for section headers, - for list items. It didn't forbid other tags like . However to be safe, we could keep as is, but that adds tags not specified. The instruction says "Use
for introductory paragraphs and general text". It doesn't say you cannot use other tags. But to keep semantic HTML, we could keep for bold. However they said "No CSS classes, no inline styles, no s, no
tags". They didn't forbid . So we can keep . However we already converting heading to . For bold inside text, we keep .
But we need to be careful not to double convert: For headings we replace with . For inner bold we keep .
Implementation approach: We'll manually construct HTML based on the sections we see.
Given the complexity, maybe easier: output the raw text with tags around paragraphs, and replace headings with . Keep other as is. Replace and with . Keep - as is. Remove tags. Remove any empty
or
. Also remove style attributes etc? But we cannot remove attributes because that would be removing content. However we can strip style attributes because they are inline styles, which are disallowed. So we must remove style attributes. Also remove class attributes. So we need to strip those.
Thus we need to process the raw HTML: remove tags, strip class and style attributes from all tags, convert heading to , keep other . Also convert to . Remove
tags. Ensure no empty tags.
Let's attempt to manually produce the HTML.
Given the length, we need to be accurate.
I'll parse the raw text mentally.
Raw snippet:
Introduction
Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.
IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.
IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration.
Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.
For the purpose of this vacancy, the following are considered first-tier candidates:
- Internal candidates
- Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories:
Bahamas, Barbados, Cabo Verde, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Timor-Leste, Tonga, Trinidad and Tobago, Tuvalu, Vanuatu
Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.
Organizational Context and Scope
Under the overall supervision of the Chief of Mission (CoM) or Head of Office (HoO) and direct supervision of Human Resources Officer (HRO)/Resources Management Officer (RMO)/Senior Resources Management Officer (SRMO)/ or the Head of Resources Management (RM), and in close collaboration with the Regional Office (RO), Department of Human Resources (DHR), and Administrative Centres, the Human Resources Officer will be responsible for coordinating the Human Resources (HR) functions of the Country Office (CO) including its Sub-Offices.
As Senegal serves as a Country Office with Coordinating Functions (COCF), the Human Resources Officer will also provide technical HR guidance, coordination, and support, as required, to Country Offices within the assigned Area of Responsibility (AoR), currently comprising The Gambia, Sierra Leone, Cabo Verde, and Guinea-Bissau, in line with delegated institutional responsibilities.
Required Qualifications and Experience
Education
- Master’s degree in Human Resources, Business Administration, Industrial and Organizational Psychology, Social Sciences, or a related field from an accredited academic institution with two years of relevant professional experience; or,
University degree in the above fields with four years of relevant professional experience.
Accredited Universities are those listed in the UNESCO World Higher Education Database.
Experience
- High level of computer literacy with experience in HR IT systems and applications;
- Experience in preparation of training modules and presentation of training sessions;
- Previous working experience in an international organisation is an advantage; and,
- Familiarity with the UN common system or similar systems is an advantage.
Skills
- Demonstrated writing skills;
- Good knowledge of IOM/UN Human Resources and financial policies and staff rules and regulations;
Excellent organizational skills; analytical and creative thinking; and,
Ability to prepare clear and concise reports.
Languages
For this position, fluency in English and French is required (oral and written).
Working knowledge of another official UN languages (Arabic, Chinese, Russian, and Spanish) is an advantage.
Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.
Required Competencies
IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.
Values - all IOM staff members must abide by and demonstrate these five values:
- Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
- Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
- Courage: Demonstrates willingness to take a stand on issues of importance.
- Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators Level 2
- Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action-oriented and committed to achieving agreed outcomes.
- Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
- Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
- Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
Managerial Competencies – behavioural indicators Level 2
- Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
- Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
- Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
- Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
- Humility: Leads with humility and shows openness to acknowledging own shortcomings.
Notes
Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
Appointment will be subject to all clearances, including medical and security, as well as accreditation, and any residency or visa requirements. Vacancies close at 23:59 local time in Geneva, Switzerland on the respective closing date. No late applications will be accepted.
IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.
IOM conducts reference checks and background verification, including through system-wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.
IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.
IOM only accepts duly completed applications submitted through the IOM WAVE system (for internal candidates, link here). The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.
Unit Management
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. Must preserve all original content word-for-word, but we can strip formatting tags and just output text with appropriate tags. We need to parse the raw job description and produce HTML. We must keep all content exactly as given (word-for-word). However we can remove tags like
. Use
for section headers like "Introduction", "Organizational Context and Scope", "Required Qualifications and Experience", etc. Also subheaders like "Education", "Experience", "Skills", "Languages", "Required Competencies", "Values", "Core Competencies", "Managerial Competencies", "Notes", "Unit Management", "Administration of the HR Module", "HR Policy and Advisory", "Talent Management". Also maybe "Organizational Context and Scope" is a header.
We need to decide which text is a header. In the raw, there are tags marking headings: Introduction, Organizational Context and Scope, Required Qualifications and Experience, etc. Also inside Required Qualifications and Experience there are subheadings: Education, Experience, Skills, Languages, Required Competencies, Values, Core Competencies, Managerial Competencies, Notes. Then later there are sections: Unit Management, Administration of the HR Module, HR Policy and Advisory, Talent Management. Those are also marked with .
Thus we will treat each as a header (). However need to ensure we don't double header for nested ones? For example inside Required Qualifications and Experience we have Education etc. Those should be as subsections.
We also have lists: under Education there are with - . Experience, Skills, Values, Core Competencies, Managerial Competencies, etc. Also there is a list under "first-tier candidates" with
but we need to convert to - ? The instruction says use
- for list items (duties, requirements, qualifications, skills). It doesn't forbid using
but says use - . Probably we should convert ordered list to unordered list as well, preserving content. But we must preserve original content word-for-word; changing
to changes markup but not text content. The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Changing tag type is not adding/removing text, but it's changing markup. However they said use - for list items. So we should output
- for any list items, regardless of original ordered/unordered. That's acceptable.
We also need to remove any stray formatting like etc. Those are HTML entities; we should keep them as spaces? Probably we should convert to a regular space. But preserving word-for-word might mean we keep the entity? Usually they'd want plain text. Safer to replace with a space. Also we should remove empty paragraphs.
We also need to strip any attributes like style, class, target, rel etc from tags? The instruction says no CSS classes, no inline styles, no s, no
tags. It didn't forbid tags. So we can keep tags but strip attributes like target="_blank" rel="nofollow". However those are attributes; we could keep them? They are not CSS classes or inline styles, but they are attributes. The instruction only forbids CSS classes, inline styles, ,
. It didn't say to strip other attributes. But to be safe, we can keep with href only, removing target and rel. However that would be altering content (removing attributes). The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Removing attributes is removing content. So we should keep the tags exactly as they are, including target and rel. However those attributes are not disallowed. The only disallowed are CSS classes, inline styles, ,
. So we can keep .
Thus we will output HTML with ,
, - , and keep tags as is.
We need to strip wrappers and any tags (replace with
for headings, but for bold inside paragraphs? There are some bold inside text like Inclusion and respect for diversity inside list items. Those are not section headers; they are bold text within list items. The instruction says use for section headers only. For bold inside text, we should preserve the text but we cannot use because that's not allowed? It didn't forbid . It only said use for introductory paragraphs and general text,
for section headers, - for list items. It didn't forbid other tags like . However to be safe, we could keep as is, but that adds tags not specified. The instruction says "Use
for introductory paragraphs and general text". It doesn't say you cannot use other tags. But to keep semantic HTML, we could keep for bold. However they said "No CSS classes, no inline styles, no s, no
tags". They didn't forbid . So we can keep . However we already converting heading to . For bold inside text, we keep .
But we need to be careful not to double convert: For headings we replace with . For inner bold we keep .
Implementation approach: We'll manually construct HTML based on the sections we see.
Given the complexity, maybe easier: output the raw text with tags around paragraphs, and replace headings with . Keep other as is. Replace and with . Keep - as is. Remove tags. Remove any empty
or
. Also remove style attributes etc? But we cannot remove attributes because that would be removing content. However we can strip style attributes because they are inline styles, which are disallowed. So we must remove style attributes. Also remove class attributes. So we need to strip those.
Thus we need to process the raw HTML: remove tags, strip class and style attributes from all tags, convert heading to , keep other . Also convert to . Remove
tags. Ensure no empty tags.
Let's attempt to manually produce the HTML.
Given the length, we need to be accurate.
I'll parse the raw text mentally.
Raw snippet:
Introduction
Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.
IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.
IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration.
Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.
For the purpose of this vacancy, the following are considered first-tier candidates:
- Internal candidates
- Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories:
Bahamas, Barbados, Cabo Verde, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Timor-Leste, Tonga, Trinidad and Tobago, Tuvalu, Vanuatu
Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.
Organizational Context and Scope
Under the overall supervision of the Chief of Mission (CoM) or Head of Office (HoO) and direct supervision of Human Resources Officer (HRO)/Resources Management Officer (RMO)/Senior Resources Management Officer (SRMO)/ or the Head of Resources Management (RM), and in close collaboration with the Regional Office (RO), Department of Human Resources (DHR), and Administrative Centres, the Human Resources Officer will be responsible for coordinating the Human Resources (HR) functions of the Country Office (CO) including its Sub-Offices.
As Senegal serves as a Country Office with Coordinating Functions (COCF), the Human Resources Officer will also provide technical HR guidance, coordination, and support, as required, to Country Offices within the assigned Area of Responsibility (AoR), currently comprising The Gambia, Sierra Leone, Cabo Verde, and Guinea-Bissau, in line with delegated institutional responsibilities.
Required Qualifications and Experience
Education
- Master’s degree in Human Resources, Business Administration, Industrial and Organizational Psychology, Social Sciences, or a related field from an accredited academic institution with two years of relevant professional experience; or,
University degree in the above fields with four years of relevant professional experience.
Accredited Universities are those listed in the UNESCO World Higher Education Database.
Experience
- High level of computer literacy with experience in HR IT systems and applications;
- Experience in preparation of training modules and presentation of training sessions;
- Previous working experience in an international organisation is an advantage; and,
- Familiarity with the UN common system or similar systems is an advantage.
Skills
- Demonstrated writing skills;
- Good knowledge of IOM/UN Human Resources and financial policies and staff rules and regulations;
Excellent organizational skills; analytical and creative thinking; and,
Ability to prepare clear and concise reports.
Languages
For this position, fluency in English and French is required (oral and written).
Working knowledge of another official UN languages (Arabic, Chinese, Russian, and Spanish) is an advantage.
Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.
Required Competencies
IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.
Values - all IOM staff members must abide by and demonstrate these five values:
- Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
- Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
- Courage: Demonstrates willingness to take a stand on issues of importance.
- Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators Level 2
- Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action-oriented and committed to achieving agreed outcomes.
- Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
- Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
- Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
Managerial Competencies – behavioural indicators Level 2
- Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
- Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
- Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
- Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
- Humility: Leads with humility and shows openness to acknowledging own shortcomings.
Notes
Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
Appointment will be subject to all clearances, including medical and security, as well as accreditation, and any residency or visa requirements. Vacancies close at 23:59 local time in Geneva, Switzerland on the respective closing date. No late applications will be accepted.
IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.
IOM conducts reference checks and background verification, including through system-wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.
IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.
IOM only accepts duly completed applications submitted through the IOM WAVE system (for internal candidates, link here). The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.
Unit Management
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ECHO
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I'm ECHO, your MJC career assistant. I can help you find jobs, explore career tools, and connect with opportunities across Africa.
as subsections.
We also have lists: under Education there are with - . Experience, Skills, Values, Core Competencies, Managerial Competencies, etc. Also there is a list under "first-tier candidates" with
but we need to convert to - ? The instruction says use
- for list items (duties, requirements, qualifications, skills). It doesn't forbid using
but says use - . Probably we should convert ordered list to unordered list as well, preserving content. But we must preserve original content word-for-word; changing
to changes markup but not text content. The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Changing tag type is not adding/removing text, but it's changing markup. However they said use - for list items. So we should output
- for any list items, regardless of original ordered/unordered. That's acceptable.
We also need to remove any stray formatting like etc. Those are HTML entities; we should keep them as spaces? Probably we should convert to a regular space. But preserving word-for-word might mean we keep the entity? Usually they'd want plain text. Safer to replace with a space. Also we should remove empty paragraphs.
We also need to strip any attributes like style, class, target, rel etc from tags? The instruction says no CSS classes, no inline styles, no s, no
tags. It didn't forbid tags. So we can keep tags but strip attributes like target="_blank" rel="nofollow". However those are attributes; we could keep them? They are not CSS classes or inline styles, but they are attributes. The instruction only forbids CSS classes, inline styles, ,
. It didn't say to strip other attributes. But to be safe, we can keep with href only, removing target and rel. However that would be altering content (removing attributes). The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Removing attributes is removing content. So we should keep the tags exactly as they are, including target and rel. However those attributes are not disallowed. The only disallowed are CSS classes, inline styles, ,
. So we can keep .
Thus we will output HTML with ,
, - , and keep tags as is.
We need to strip wrappers and any tags (replace with
for headings, but for bold inside paragraphs? There are some bold inside text like Inclusion and respect for diversity inside list items. Those are not section headers; they are bold text within list items. The instruction says use for section headers only. For bold inside text, we should preserve the text but we cannot use because that's not allowed? It didn't forbid . It only said use for introductory paragraphs and general text,
for section headers, - for list items. It didn't forbid other tags like . However to be safe, we could keep as is, but that adds tags not specified. The instruction says "Use
for introductory paragraphs and general text". It doesn't say you cannot use other tags. But to keep semantic HTML, we could keep for bold. However they said "No CSS classes, no inline styles, no s, no
tags". They didn't forbid . So we can keep . However we already converting heading to . For bold inside text, we keep .
But we need to be careful not to double convert: For headings we replace with . For inner bold we keep .
Implementation approach: We'll manually construct HTML based on the sections we see.
Given the complexity, maybe easier: output the raw text with tags around paragraphs, and replace headings with . Keep other as is. Replace and with . Keep - as is. Remove tags. Remove any empty
or
. Also remove style attributes etc? But we cannot remove attributes because that would be removing content. However we can strip style attributes because they are inline styles, which are disallowed. So we must remove style attributes. Also remove class attributes. So we need to strip those.
Thus we need to process the raw HTML: remove tags, strip class and style attributes from all tags, convert heading to , keep other . Also convert to . Remove
tags. Ensure no empty tags.
Let's attempt to manually produce the HTML.
Given the length, we need to be accurate.
I'll parse the raw text mentally.
Raw snippet:
Introduction
Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.
IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.
IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration.
Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.
For the purpose of this vacancy, the following are considered first-tier candidates:
- Internal candidates
- Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories:
Bahamas, Barbados, Cabo Verde, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Timor-Leste, Tonga, Trinidad and Tobago, Tuvalu, Vanuatu
Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.
Organizational Context and Scope
Under the overall supervision of the Chief of Mission (CoM) or Head of Office (HoO) and direct supervision of Human Resources Officer (HRO)/Resources Management Officer (RMO)/Senior Resources Management Officer (SRMO)/ or the Head of Resources Management (RM), and in close collaboration with the Regional Office (RO), Department of Human Resources (DHR), and Administrative Centres, the Human Resources Officer will be responsible for coordinating the Human Resources (HR) functions of the Country Office (CO) including its Sub-Offices.
As Senegal serves as a Country Office with Coordinating Functions (COCF), the Human Resources Officer will also provide technical HR guidance, coordination, and support, as required, to Country Offices within the assigned Area of Responsibility (AoR), currently comprising The Gambia, Sierra Leone, Cabo Verde, and Guinea-Bissau, in line with delegated institutional responsibilities.
Required Qualifications and Experience
Education
- Master’s degree in Human Resources, Business Administration, Industrial and Organizational Psychology, Social Sciences, or a related field from an accredited academic institution with two years of relevant professional experience; or,
University degree in the above fields with four years of relevant professional experience.
Accredited Universities are those listed in the UNESCO World Higher Education Database.
Experience
- High level of computer literacy with experience in HR IT systems and applications;
- Experience in preparation of training modules and presentation of training sessions;
- Previous working experience in an international organisation is an advantage; and,
- Familiarity with the UN common system or similar systems is an advantage.
Skills
- Demonstrated writing skills;
- Good knowledge of IOM/UN Human Resources and financial policies and staff rules and regulations;
Excellent organizational skills; analytical and creative thinking; and,
Ability to prepare clear and concise reports.
Languages
For this position, fluency in English and French is required (oral and written).
Working knowledge of another official UN languages (Arabic, Chinese, Russian, and Spanish) is an advantage.
Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.
Required Competencies
IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.
Values - all IOM staff members must abide by and demonstrate these five values:
- Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
- Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
- Courage: Demonstrates willingness to take a stand on issues of importance.
- Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators Level 2
- Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action-oriented and committed to achieving agreed outcomes.
- Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
- Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
- Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
Managerial Competencies – behavioural indicators Level 2
- Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
- Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
- Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
- Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
- Humility: Leads with humility and shows openness to acknowledging own shortcomings.
Notes
Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
Appointment will be subject to all clearances, including medical and security, as well as accreditation, and any residency or visa requirements. Vacancies close at 23:59 local time in Geneva, Switzerland on the respective closing date. No late applications will be accepted.
IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.
IOM conducts reference checks and background verification, including through system-wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.
IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.
IOM only accepts duly completed applications submitted through the IOM WAVE system (for internal candidates, link here). The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.
Unit Management
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- but we need to convert to
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- Internal candidates
- Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories:
- Master’s degree in Human Resources, Business Administration, Industrial and Organizational Psychology, Social Sciences, or a related field from an accredited academic institution with two years of relevant professional experience; or,
University degree in the above fields with four years of relevant professional experience.
- High level of computer literacy with experience in HR IT systems and applications;
- Experience in preparation of training modules and presentation of training sessions;
- Previous working experience in an international organisation is an advantage; and,
- Familiarity with the UN common system or similar systems is an advantage.
- Demonstrated writing skills;
- Good knowledge of IOM/UN Human Resources and financial policies and staff rules and regulations;
Excellent organizational skills; analytical and creative thinking; and,
Ability to prepare clear and concise reports.
- Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
- Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
- Courage: Demonstrates willingness to take a stand on issues of importance.
- Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
- Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action-oriented and committed to achieving agreed outcomes.
- Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
- Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
- Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
- Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
- Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
- Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
- Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
- Humility: Leads with humility and shows openness to acknowledging own shortcomings.
- . Remove
tags. Ensure no empty tags. Let's attempt to manually produce the HTML. Given the length, we need to be accurate. I'll parse the raw text mentally. Raw snippet:Introduction
Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.
IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.
IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration.
Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.
For the purpose of this vacancy, the following are considered first-tier candidates:
Bahamas, Barbados, Cabo Verde, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Timor-Leste, Tonga, Trinidad and Tobago, Tuvalu, Vanuatu
Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.Organizational Context and Scope
Under the overall supervision of the Chief of Mission (CoM) or Head of Office (HoO) and direct supervision of Human Resources Officer (HRO)/Resources Management Officer (RMO)/Senior Resources Management Officer (SRMO)/ or the Head of Resources Management (RM), and in close collaboration with the Regional Office (RO), Department of Human Resources (DHR), and Administrative Centres, the Human Resources Officer will be responsible for coordinating the Human Resources (HR) functions of the Country Office (CO) including its Sub-Offices.
As Senegal serves as a Country Office with Coordinating Functions (COCF), the Human Resources Officer will also provide technical HR guidance, coordination, and support, as required, to Country Offices within the assigned Area of Responsibility (AoR), currently comprising The Gambia, Sierra Leone, Cabo Verde, and Guinea-Bissau, in line with delegated institutional responsibilities.
Required Qualifications and Experience
Education
Accredited Universities are those listed in the UNESCO World Higher Education Database.
Experience
Skills
Languages
For this position, fluency in English and French is required (oral and written).
Working knowledge of another official UN languages (Arabic, Chinese, Russian, and Spanish) is an advantage.
Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.
Required Competencies
IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.
Values - all IOM staff members must abide by and demonstrate these five values:
Core Competencies – behavioural indicators Level 2
Managerial Competencies – behavioural indicators Level 2
Notes
Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
Appointment will be subject to all clearances, including medical and security, as well as accreditation, and any residency or visa requirements. Vacancies close at 23:59 local time in Geneva, Switzerland on the respective closing date. No late applications will be accepted.
IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.
IOM conducts reference checks and background verification, including through system-wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.
IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.
IOM only accepts duly completed applications submitted through the IOM WAVE system (for internal candidates, link here). The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.
Unit Management
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- with
- . Keep
- as is. Remove
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ECHOYour MJC AssistantI'm ECHO, your MJC career assistant. I can help you find jobs, explore career tools, and connect with opportunities across Africa.
- for list items. It didn't forbid other tags like . However to be safe, we could keep as is, but that adds tags not specified. The instruction says "Use
- , and keep tags as is.
We need to strip
- for any list items, regardless of original ordered/unordered. That's acceptable.
We also need to remove any stray formatting like etc. Those are HTML entities; we should keep them as spaces? Probably we should convert to a regular space. But preserving word-for-word might mean we keep the entity? Usually they'd want plain text. Safer to replace with a space. Also we should remove empty paragraphs.
We also need to strip any attributes like style, class, target, rel etc from tags? The instruction says no CSS classes, no inline styles, no
- changes markup but not text content. The instruction says preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase. Changing tag type is not adding/removing text, but it's changing markup. However they said use
- for list items. So we should output
- . Probably we should convert ordered list to unordered list as well, preserving content. But we must preserve original content word-for-word; changing
- for list items (duties, requirements, qualifications, skills). It doesn't forbid using