The human element is considered one of the most important assets that the Central Bank of Libya seeks to pay attention to, and give priority in developing and refining its skills in line with the goals that the bank aspires to, and to carry out its various tasks and responsibilities. Therefore, the recruitment process at the Central Bank of Libya aims to meet the needs of all major and sub-organizational divisions according to the targeted specializations. In the recruitment process, this is done by attracting the best elements, including recent graduates from accredited institutes and universities and those with distinguished experiences, competencies, and skills in accordance with the conditions and standards in force, to contribute to achieving the goals and aspirations of the Central Bank.
General Employment Criteria and Conditions
Educational level
The educational level of the candidate is measured based on the last educational level obtained and compared to that stipulated in the requirements of the vacant position.
Specialization
It is measured by the extent to which the academic qualification matches the vacant position or the one assigned to the candidate, as is the case for employees of the Institute of Banking and Financial Studies.
Graduation rates
It is measured either by the grade point average, the graduation percentage, or the points system, represented by the general index from 1 to 4, provided that the applicant has obtained a rating of no less than very good.
Computer skills
In all jobs, computer use skills are evaluated based on the candidate’s abilities to use Microsoft Office applications, and in some jobs that may require familiarity with some computer use skills such as the International License IC3-ICDL.
Leadership skills
The leadership skills required vary from one job to another, being at their lowest levels in support jobs, and their requirements increase as the job responsibilities increase.
Analytical skills
As a general rule, the analytical skills of an applicant are considered one of the criteria that the Central Bank relies on when conducting personal interviews. This is done by asking the candidate some questions to elicit his answers and opinions regarding the problems he may face while assuming a job, to determine his ability to deal with similar problems.
Desire for Learning and Development
The central bank places significant importance on this criterion, and it relies on the candidate’s age as an indicator of their ability to enhance and improve the work environment in which they operate. This is measured through their personal and professional achievements.
Ability to Work Collaboratively
The central bank assesses the candidate’s ability to work collaboratively by measuring their willingness and flexibility to engage in teamwork.
Linguistic Skills
To assess the applicant’s proficiency in English grammar rules or any other language, the Central Bank of Libya relies on the Arabic language as its primary language for its operations.
Communication Skills
Communication skills are measured by the candidate’s ability to express their opinions with ease and clarity. Additionally, their capacity to utilize various methods to articulate their perspectives on the topics presented to them, considering them from different angles, is also evaluated.
Initiative and Innovation Skills
The ability to take initiative and innovate is assessed based on an individual’s capacity to put forth new proposals and ideas for improvement, thereby enhancing the quality of the services provided.
Organizational Awareness
Organizational awareness is measured by the systematic approach a person takes in organizing both their professional and personal life.
Understanding of the Roles and Responsibilities of the CBL
This is assessed by evaluating the extent to which an individual is familiar with the central and pivotal role of the Central Bank of Libya, as well as its future aspirations. These factors reflect the person’s desire to work at the Central Bank of Libya and their level of interest in its mission and goals.