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Nowhere in the Policy is using interviews or written test to appraise the competencies and/or qualifications of job candidates prohibited or even as much as discouraged. Rather, interviews are mandatory when “the appointment of an external candidate is being considered” as it is stated that in such circumstances “the applicants (external and internal) selected by the manager will be interviewed” (emphasis added). It is further stated that a “[w]ritten test may be required” (see sec. 71). No matter what the Applicant’s status was at the time of the selection process, the fact that the UNHCR policies make no specific stipulations about whether skills, competencies and qualifications of job candidates can be tested through interviews and written tests does not mean that such methods cannot be used to assess their suitability for a specific post. This is the only logical conclusion with reference to art. 101.3 of the United Nations Charter and staff regulation 4.3 and the requirement that the highest standards of efficiency, competence, and integrity should be secured—indeed it would appear very difficult, if not impossible to assess skills such as teamwork and emotional intelligence only on the basis of a job application. Or, as stated in the Policy, sec. 79A, “The operational context related to the particular position should be taken into account. The managers’ specific position profile requirements shall be given due consideration”. Any priority treatment would only be pertinent insofar as both candidates at the same and the lower level as the post are actually found suitable—if any job candidate at the same level is found unsuitable, it makes no sense to grant her/him any further preference. By a minimal showing, the Respondent demonstrated that the Applicant’s candidature was given full and fair consideration. It is not for the Tribunal to replace the decision-maker in her/his substantive assessment of the qualifications of a job candidate against the job profile. Since the Applicant was found unsuitable for the Post based on a process which included assessment of grade, performance, and relevant competencies and skills and applying the UNHCR selection policy to the Applicant’s job application, he would never have had any foreseeable and significant chance for selection.