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Selection procedures
New selection procedure – starting 2010
From 2010, EPSO is introducing a new procedure for selecting permanent staff for EU institutions. Ongoing competitions that were launched in 2008-09 will follow the old selection procedure.
What has changed?
- much quicker competitions with fewer steps in the procedure
- annual cycle of competitions for the most common job profiles (see chart below) competency-based testing
In addition to specific professional skills and knowledge, the following core competencies will be assessed:
- analysis and problem solving
- communicating
- delivering quality and results
- learning and development
- prioritising and organising
- resilience
- working with others.
Competition stages
Candidates wishing to take part in a selection procedure need to complete an on-line application form, and to submit this to EPSO prior to a specific deadline for registrations. Such applications are not to be taken lightly – even completion of the application form itself requires a substantial time commitment.
There will be two stages in the new selection procedure – computer-based admission testing in individual EU countries (and some non-EU countries) and an assessment stage in Brussels. Detailed information about each competition will be published on this website and in the Official Journal of the European Union.
Candidates successful at the assessment stage will be placed on a 'reserve list'. This is a database from which the EU Institutions can select staff who have successfully passed the EU Careers selection procedures.
All participants will receive feedback on their performance.
For the most common job profiles, the reserve lists will remain valid until the following year’s competition cycle for a corresponding profile is completed (i.e. for 1 year only). For other profiles, reserve lists will remain valid for a longer period .
Admission tests
In the new system, the admission test stage will feature competency-based testing (rather than knowledge-based testing). The test on EU knowledge has been removed from this stage.
EU knowledge will be part of the job-related exercises during the assessment phase. Admission testing will involve computer-based tests (CBT) of cognitive ability (verbal, numerical and abstract reasoning) and situational judgement, plus professional competency, depending on the profile sought.
Booking a slot for the admission test
Once your application has been validated, we will contact you within 48 hours (via your EPSO Account only), asking you to book a slot online for your computer-based admission test by a given date. Using our booking system, you will be able to pick a free time-slot at one of our test centres.
We cannot guarantee a convenient slot will be available at your preferred centre. Book early to avoid disappointment. You may be able to reschedule if a more convenient slot becomes available later.
Rescheduling
If your plans change, or if new, more convenient time-slots become available, you can change the time and place for your test – provided you do so at least 48 hours before the original appointment. And your new time-slot must be at least 48 hours after rescheduling.
Caution
- Book a test appointment by the deadline given to you. If you miss it, you will not be able to book – even if booking is still open for other candidates in the same competition. All candidates are offered the same number of days to book a test in, regardless of when they apply.
- Check your EPSO account at least twice a week – to make sure you don't miss important news or changes.
- Don't assume the new system is like the old one. Under the new system:
- you cannot make changes to your application once it has been validated,
- staggered testing means you may be sitting tests while others are still registering. Don’t assume the timing of your tests will be the same as other candidates’.
Assessment
The assessment phase enables all key competencies to be properly and reliably tested. Here the emphasis is on job-related-competency-based testing rather than factual knowledge. Based on an enhanced competency framework, exercises will be selected to evaluate the desired skills, each of which will be assessed at least twice. This stage will comprise a full day or half-day of tests depending on the type of competition. The assessment will be conducted in the candidate's second language (English, French or German), except for profiles requiring specific language skills.
Depending on the competition, the assessment phase is likely to include the following mix of elements:
Administrators
- comprehensive case study related to the field for which the candidates have registered
- group exercise
- oral presentation
- structured interview.
Linguists
Linguists will be assessed in a more targeted manner, with a focus on their core skills, tested by:
- practical linguistic tests
- group exercise
- oral presentation
- structured interview.
Assistants
- practical tests assessing their professional skills
- e-tray exercise (electronic "in-tray" work simulation)
- structured interview.
Specialists profiles
The procedure for specialists will be structured so that the relevant key knowledge area is a primary criterion for the evaluation of candidates. For this reason, there will be no prior admission test stage for most profiles in this category, unless the number of valid applications exceeds a specific threshold.
Instead, candidates’ applications and CVs will be evaluated against a predetermined set of criteria. Candidates who are admitted to the competition will be directly invited to an assessment programme including any or all of the following:
- detailed case study in the relevant field
- structured interview
- verbal, numerical, and abstract reasoning tests
- group exercise.
More information on the types of tests (including sample tests) will be published on this website soon.
Competency framework
EU staff selection procedure is to be competency driven, and no longer purely based on knowledge. In addition to competency in the field of the competition, the following seven general competencies were identified as being the most relevant for all people working within the EU Institutions.
Our future selection procedure will therefore focus on exercises by which these competencies can best be assessed. As is best practice, all such competencies will be assessed in at least two different exercises.
- Analysis and Problem Solving – Identifies the critical facts in complex issues and develops creative and practical solutions
- Communicating – Communicates clearly and precisely both orally and in writing
- Delivering Quality and Results – Takes personal responsibility and initiative for delivering work to a high standard of quality within set procedures
- Learning and Development – Develops and improves personal skills and knowledge of the organisation and its environment
- Prioritising and Organising – Prioritises the most important tasks, works flexibly and organises own workload efficiently
- Resilience – Remains effective under a heavy workload, handles organisational frustrations positively and adapts to a changing work environment
- Working with Others – Works co-operatively with others in teams and across organisational boundaries and respects differences between people
A further competency applies to Administrator grades:
Leadership – Manages, develops and motivates people to achieve results.
EU Careers - The selection procedure 
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