A career at the EU institutions · 2019. 11. 26. · A career at the EU institutions 28 September 2017 Michiel HUMBLET DISCLAIMER This presentation reflects my personal views as a

A career at the EU institutions

28 September 2017

Michiel HUMBLET

DISCLAIMER

This presentation reflects my personal views as a Commission official. I am not representing the Commission, nor its DG HR or EPSO, in an official capacity.

Agenda

I. Introduction

II. Types of contracts

III. Applying for permanent positions

VI. Q&A and useful links 2

IV. Focus on computer-based tests (CBT)

V. Focus on the assessment centre (AC)

European Commission European Parliament

Council of the EU /

European Council

Court of Justice

of the EU

European Court of

Auditors

European

Economic and

Social Committee

European Data

Protection

Supervisor

European

Ombudsman

European

Investment Bank

European Central

Bank / Banking

Supervision

European

Investment Fund

European External

Action Service (EEAS)

EU agencies &

decentralised

bodies

Centralised recruitment process via European Personnel

Selection Office (EPSO)

Where can an EU career lead you?

Own

recruitment

process

3

Committee of the

Regions

http://ec.europa.eu/http://ec.europa.eu/http://www.europarl.europa.eu/http://www.europarl.europa.eu/http://www.consilium.europa.eu/http://www.consilium.europa.eu/http://www.consilium.europa.eu/http://curia.europa.eu/http://curia.europa.eu/http://curia.europa.eu/http://curia.europa.eu/http://curia.europa.eu/http://www.eca.europa.eu/http://www.eca.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/http://www.eesc.europa.eu/https://secure.edps.europa.eu/https://secure.edps.europa.eu/https://secure.edps.europa.eu/https://secure.edps.europa.eu/http://www.ombudsman.europa.eu/http://www.ombudsman.europa.eu/http://www.eib.org/http://www.eib.org/http://www.ecb.europa.eu/http://www.ecb.europa.eu/https://www.bankingsupervision.europa.eu/home/html/index.en.htmlhttps://www.bankingsupervision.europa.eu/home/html/index.en.htmlhttp://www.eif.org/http://www.eif.org/http://eeas.europa.eu/http://eeas.europa.eu/http://eeas.europa.eu/http://eeas.europa.eu/https://europa.eu/european-union/about-eu/agencies_enhttps://europa.eu/european-union/about-eu/agencies_enhttps://europa.eu/european-union/about-eu/agencies_enhttps://europa.eu/european-union/about-eu/agencies_enhttps://epso.europa.eu/http://cor.europa.eu/http://cor.europa.eu/

Which profiles do EU institutions need?

Law European Public

Administration

Languages Communication

Audit External

relations

Information

technology

Economics &

statistics

Support staff Finance And many other

profiles…

4

What does an EU career offer?

Interesting &

challenging work Travel

International

working

environment

Training &

development Job mobility Work-life balance

Competitive

remuneration

Contribute to

European

integration

Social benefits

5

Who are EU institutions looking for?

Analysis & problem-

solving

Proficiency in at least

two official EU

languages

EU citizenship

(except for traineeships)

Communicating

Delivering quality &

results

Learning &

development

Prioritising &

organising

Resilience

Working with others

Leadership

General competencies Eligibility criteria

Graduates &

non-graduates

6

Finding information on opportunities

EPSO website & EPSO account

https://epso.europa.eu/

Create/access EPSO

account

Needed to apply &

important to check

regularly!

Current & upcoming

opportunities

7


Finding information on opportunities

Other sources of information

• Subscription to EPSO newsletter through “EU Careers

Info” website (will be phased out)

• Social media: Facebook / Twitter / LinkedIn / YouTube /

Google+

Newsletter subscription

http://blogs.ec.europa.eu/eu-careers.info/http://blogs.ec.europa.eu/eu-careers.info/https://www.facebook.com/EU.Careers.EPSO/https://twitter.com/EU_Careershttps://www.linkedin.com/company-beta/3040469/https://www.youtube.com/user/EUCareershttps://plus.google.com/107296078276268904652

Agenda

I. Introduction






Which contracts does the EU offer? (1/2)

Permanent

officials

Type of contract

• Permanent contract in a variety of fields

• Three function groups: AD, AST, AST/SC

Selection procedure

• Open competition (on basis of “Notice of Competition”) run by EPSO

Function group “Administrators (AD)”

• Engaged in policy formulation, EU law implementation, analytical and

advisory work, and translation/interpretation

• Grades: AD5 - AD16

• Entry level:

• AD5 (at least 3 years of completed university studies attested by a

diploma; basic gross salary: ca. 4,640 EUR / month)

• AD6/AD7 (similar to AD5 + work experience; for specialist profiles)

Function group “Assistants (AST)”

• Typically play an executive and technical role

• Grades: AST1 - AST11

• Entry levels:

• AST1 (at least post-secondary non-university studies)

• AST3 (at least short university course of 2 years; basic gross salary: ca.

2,520 EUR / month)

Function group “Assistant-secretaries (AST/SC)”

10


Which contracts does the EU offer? (2/2)

Trainees

Type of contract

• Contract of 3-18 months (in most cases: 5 months) in a variety of fields

• Most traineeships are remunerated (ca. 1,100 EUR / month)

Selection procedure

• Specific procedure for each EU institution (overview)

Contract staff

(CAST)

Type of contract

• Fixed-term contract

• Type “3a” (initially fixed-term, but can lead to permanent employment)

• Type “3b” (used the most; up to 6 years within one EU institution)

• Four function groups (FG): I, II, III, IV

Selection procedure

• Advertised on the basis of a “Call for Expression of Interest” run by EPSO

• Spontaneously via EU CV Online

Temporary &

interim staff

Type of contract

• Fixed-term contract in a variety of fields

Selection procedure for temporary staff

• Specific procedure for each EU institution (overview)

• Spontaneously via EU CV Online

Selection procedure for interim staff

• Through temp agencies (overview) 11

http://europa.eu/epso/doc/traineeshipsguide_en.pdfhttps://epso.europa.eu/http://ec.europa.eu/civil_service/job/cvonline/index_en.htmhttps://epso.europa.eu/how-to-apply_en#tab-0-2http://ec.europa.eu/civil_service/job/cvonline/index_en.htmhttps://epso.europa.eu/how-to-apply_en#tab-0-5

European Commission traineeships

• Most important EU traineeship programme

– 5-month traineeships (2 periods: March-July & October-February)

– Ca. 650 trainees hired per period (out of ca. 15,000 applications)

– Remuneration: ca. 1,160 EUR / month

• Eligibility criteria

– University degree of at least 3 years (minimum: bachelor)

– Very good knowledge of EN/FR/DE + another EU official language

– No prior work experience at one of the EU institutions or agencies

• Process

– Online application & submission of application file

– Eligibility check & preselection (“blue book”: ca. 2,000 candidates)

– Recruitment from the blue book (ca. 650 trainees)

• Next opportunity: October 2018 – February 2019

• Information & application: http://ec.europa.eu/stages/

12

http://ec.europa.eu/stages/

Other interesting (traineeship) opportunities

• Junior Professionals in Delegation (JPD) at the European

External Action Service (EEAS) (more info)

– Traineeship of 9-18 months in an EU Delegation abroad

– Remunerated

– Next application opportunity: July 2018

• Other traineeship opportunities: overview

• Graduate Programmes

– Several-year contracts, often with mobility within institution

– Open to recent graduates with no or limited work experience

– Much more selective than traineeship programmes

– Remunerated (comparable to entry-level permanent positions)

– Offered by the European Central Bank (Frankfurt am Main) and the

European Investment Bank (Luxembourg)

13

https://eeas.europa.eu/headquarters/headquarters-homepage/2463/junior-professional-delegation-jpd_enhttp://europa.eu/epso/doc/traineeshipsguide_en.pdfhttps://www.ecb.europa.eu/careers/what-we-offer/graduate/html/index.en.htmlhttp://www.bei.org/about/jobs/working/graduate/index.htm

Agenda

I. Introduction






Applying for permanent positions

Open competitions: introduction

• A series of competitive examinations, open to all EU

citizens (who meet the specific requirements of the open

competition in question)

• Organised by the European Personnel Selection Office

(EPSO)

• Typically several open competitions per year

– Spring: graduate profiles / administrators (AD) (e.g. public

administration, law, economics, audit, …)

– Summer: linguist profiles (translators, conference interpreters, …)

– Winter: non-graduate profiles / assistants (AST)

– When needed: specialist profiles

• Open competitions are the only way through which one

can apply to permanent positions at most EU institutions 15


Open competitions: key documents

• "Notice of Competition" (example) contains all information specifically for the competition you selected – Function group, fields of expertise (if any) and grade

– Deadline for registration

– Envisaged number of laureates for reserve list

– General and specific eligibility conditions

– Phases of the competition and how general competencies are tested

• General rules governing Open Competitions – General principles on open competitions

– List of general competencies sought

– Definition of general and specific eligibility requirements

– How to apply and the subsequent possible phases in open competitions

– Communication modalities and complaints procedure

• Your EPSO account 16

http://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=OJ:C:2017:099A:FULL&from=ENhttp://eur-lex.europa.eu/legal-content/EN/TXT/?uri=OJ:C:2015:070A:TOChttp://eur-lex.europa.eu/legal-content/EN/TXT/?uri=OJ:C:2015:070A:TOChttp://eur-lex.europa.eu/legal-content/EN/TXT/?uri=OJ:C:2015:070A:TOChttp://eur-lex.europa.eu/legal-content/EN/TXT/?uri=OJ:C:2015:070A:TOChttp://eur-lex.europa.eu/legal-content/EN/TXT/?uri=OJ:C:2015:070A:TOChttps://europa.eu/epso/application/passport/login.cfm?comp_id=


Phases & duration of an open competition

Online

application

Computer-based

tests (CBT)

Talent screener (specialist competitions)

E-tray exercise

Assessment

centre (AC) Reserve list

9-12

months

1 2 3 4 5

*

Phase Date/period # of candidates

Deadline online application 22-04-2015 31,400

CBT 19-05-2015 – 16-06-2015 -

E-tray exercise 14-09-2015 – 16-09-2015 1,355

Assessment centre: written case study 16-11-2015 359

Assessment centre: other tests 18-11-2015 – 01-02-2016 -

Publication reserve list 19-04-2015 153

17

1

2

3

4

5

Example – 2015 Administrators (AD5) competition:


(1) Online application

• Apply to an open competition via EPSO account – Complete non-eliminatory questionnaire “EU Career, My Career”

– Complete non-eliminatory self-assessment tests (typically verbal/numerical/abstract reasoning and situational judgement)

– Complete actual application with information on diplomas, experience, motivation, knowledge of languages, specific skills and qualifications

– Choose test languages • Language 1: typically your mother tongue (and one of the EU’s official languages)

• Language 2: another EU official language (constraints may be imposed)

– Validate your application before the deadline indicated in the Notice of Competition • Do not wait until the last day!

• After validation, check EPSO account at least twice a week (e.g. for booking of test dates and locations or your test results) – EPSO does not inform you proactively via e-mail of new messages!

18


(2) Pre-selection: computer-based tests (CBT)

• Initial “elimination round” to select the applicants which

are admitted to the next phase

• It is the most selective phase – preparation is key!

– Books (e.g. “The Ultimate EU Test Book”)

– Online (e.g. "Online EU Training")

Where? Type of tests Language Result

A test centre in or

outside the EU

Verbal, numerical

and abstract

reasoning

Language 1

(see slide 18)

Applicants with

the highest scores

move on to the

next phase,

provided that

their application

meets the

eligibility

requirements

Situational

judgement

Typically language

2

(see slide 18)

19

http://www.eu-testbook.com/http://www.eu-testbook.com/http://www.eutraining.eu/


(3) Intermediate test: e-tray exercise

Where? Type of tests Language Result

A test centre

in or outside

the EU

Computer-based test in

which you are asked to

answer a number of

questions using the

documentation

provided in an e-mail

inbox

Typically

language 2

(see slide 18)

Applicants with the

highest scores move on

to the next phase,

provided that their

application meets the

eligibility requirements

• Recently introduced intermediary phase

• Tests the following general competencies:

– Analysis and problem-solving

– Delivering quality and results

– Prioritising and organising

– Working with others

• 10x envisaged number of laureates invited to this phase

20


(3) Intermediate test: e-tray example

21


(4) Assessment centre

• Typically lasts an entire day

• Consists of several types of tests; all eight general

competencies are assessed at least twice

– Notice of Competition indicates which competencies are assessed

during which tests (competency matrix)

• Preparation with books or private/public trainings

• 2-3x envisaged number of laureates invited to this phase

Where?

Type of tests

(non-exhaustive) Language Result

A test centre in

or outside the

EU

Written case study

(in relevant field of expertise) Typically

language 2

(see slide 18)

Applicants with the

highest scores are

added to the

reserve list from

which EU

institutions recruit

Brussels or

Luxembourg

Group exercise

Oral presentation

Structured interview 22


(5) From the reserve list to a job

• At the end of the open competition, a reserve list

(example) is published from which EU institutions recruit

– Reserve list expiry date: typically 1 year after publication (but

period of validity often extended)

– Reserve list “laureates” are sent information on specific vacancies

– Inclusion in a reserve list does not imply any right or guarantee of

recruitment

Reserve list Contact with

EU institutions Job interview

Recruitment

by EU

institution

• EU institutions

access reserve

list and contact

laureates of

interest

• Spontaneous

applications by

laureates

• Panel interview

• Usually 3-5

candidates are

interviewed

• Prepare by

familiarising

yourself with

service’s activities 23

http://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=OJ:C:2015:158A:FULL&from=EN

Applying for permanent position

(*) Talent screener

• An initial selection phase – typically only in specialist

competitions – based on an assessment of your

qualifications (i.e. diplomas and professional experience)

• EPSO checks how well your qualifications match the

duties and selection criteria as set out in Notice of

Competition

– A number of questions, each given a weight

– Assigned scores on a scale of 0 to 4

• Candidates with the highest total scores are admitted to

the next phase of the competition (often assessment

centre, but sometimes still preceded by computer-based

tests)

24

Agenda

I. Introduction






Computer-based tests (CBT)

Introduction

26

What? • Preselection tests taken on a computer in a test centre in or outside EU

• Verbal reasoning

• Numerical reasoning

• Abstract reasoning

• Situational judgement

• Language tests (in linguist competitions)

• Other specific professional skills

• Computer indicates remaining time and answered & unanswered questions

• At your disposal during tests: erasable note board, erasable marker pen,

physical and on-screen calculator, disposal earplugs

Test language • Language 1: verbal reasoning, numerical reasoning, abstract reasoning

• Language 2: situational judgement

Scoring • Pass mark (per test and/or for some of the tests combined)

• Cut-off score: determined by number of candidates admitted to next

competition phase

• Question neutralisation

CBT: verbal reasoning

Description (1/2)

27

Objective • Assess your ability to think logically and understand verbal information

Allotted time • 105 seconds per question (in most recent competition)

• Typically 20 questions

Format • A short text of 6-12 lines (100-200 words) on any topic

• Four answer options out of which only one is correct, solely on the basis of

the information provided in the text

Strategy • Take the test in your mother tongue

• Read the answer options first and make a mental note of the elements you

need to pay attention to when reading the text

• Only then start reading the text

• You may not have to read the entire text to find the correct answer

• If you don't find the answer to a question quickly, do not lose time and go

to the next question, and return to unanswered questions at the end

• If you don't manage to answer all questions in time, make a guess

• No correction is applied for incorrect answers


Description (2/2)

28

Caveats • Do not make assumptions: the correct answer is exclusively dependent on

the information given in the text

• Read the text carefully to spot statements of "near equivalence"

• Level of generality

• Quantities (e.g. all, most, some, a few, …)

• Frequencies (e.g. always, sometimes, often, in most cases, …)

• Causality vs. chronology


Example

Correct answer: D

29

Possible setup:

Number of questions: 20

Time allowed: 35 minutes

Pass mark: 10/20

CBT: numerical reasoning

Description

30

Objective • Assess your ability to think logically and understand numerical information



Format • One or more tables and/or charts with numerical information

• A question and four answer options out of which only one is correct

• Ratios

• Percentages vs. percentage points

• Orders of magnitude

• Simple equations

• Basic mathematical operations (sum, substraction, multiplication,

division)

Strategy • Read question and select which parts of the information given are relevant

to answering the question

• Calculation shortcuts and unrealistic answer options

• To save time, don't use the calculator unless really necessary



CBT: numerical reasoning

Example

Possible setup:



Pass mark: 5/10

Correct answer: A

31

CBT: abstract reasoning

Description

32

Objective • Assess your ability to think logically and understand the relationships

between concepts involving no linguistic, spatial or numerical elements



Format • A series of five figures subject to the systematic application of one or more

rules

• Five answer options for the figure which completes the series, out of which

only one is correct

Strategy • Carefully look at the given series and try to determine the applicable rules

• Rules may describe relationships between elements in two subsequent

figures or within the same figure

• Relationships/operations: rotation, axial reflection, translation,

inversion, transformation, repetition, reduction, addition, alternation, …

• Elements: size, shading, relative position, number of sides/angles,

direction, …

• Without looking at the answer options, visualise the figure that completes

the series, and only then check whether it is among the answer options



CBT: abstract reasoning

Example

Correct answer: D

Possible setup:



Pass mark: 10/20

33

CBT: situational judgement

Description (1/2)

34

Objective • Assess your typical behaviour in a working context



Format • Description of a fictitious but realistic situation at work

• A question and four answer options describing behaviours in response to

the described situation, out of which one is the most effective course of

action, another the least effective course of action, and the two remaining

answer options are "neutral"

• Each question typically tests one of the following general competencies

• Analysis and problem-solving

• Delivering quality and results

• Prioritising and organising

• Resilience

• Working with others


Description (2/2)

35

Strategy • Try to determine which general competency the question relates to

• Apply common sense, knowledge of institutional culture and ethics

• Collaboration: involve and consult other colleagues

• Conflicts with colleagues: try to find solution yourself before

escalating

• Mistakes/misunderstandings: take responsibility, even if you are not

(the only one) to blame

• Unethical behaviour: respect and defend set rules and procedures

• Frustrations: adopt a positive and constructive attitude




Example & scoring method

36

You have recently been appointed to a position in a new project team. Although you are experienced in

the technical aspects of the job, there are aspects of the work that you need to understand. Your job

will eventually require internal liaison and collaboration with other project teams. Although your

manager has proposed an induction and training period for you, many of the issues you are

responsible for require urgent attention.

A. Immediately arrange meetings with those individuals you feel you

will need to work with. (MOST effective)

B. Quickly try to establish how your objectives will relate to your

project manager’s objectives. (neutral)

C. In the initial stages, make sure that you are doing your job as you

understood it from the job description. (LEAST effective)

D. Spend time building your understanding of the team’s objectives

for the future. (neutral)

Most Least

1

0.5

0

0.5

0

0.5

1

0.5

Possible setup:



Pass mark: 24/40

CBT: general tips for preparing yourself

• Key to success in computer-based tests is combination of

speed and accuracy

• Quantity of preparation

– Practice a complete set of CBT questions at least 3-4 times per week in

the period before you take the tests

• Quality of preparation

– First practice with a book / on paper (e.g. “The Ultimate EU Test Book”)

– Then practice on a computer screen (e.g. "Online EU Training")

• It is more difficult to maintain focus when reading from a computer screen.

– Work in a quiet place without distractions

– Time yourself and systematically record your performance in terms of

average time needed per type of question and the achieved accuracy

• Set increasingly ambitious goals in terms of time allotment and accuracy

– Log and analyse your mistakes to discover patterns of incorrect

thinking 37

http://www.eu-testbook.com/http://www.eu-testbook.com/http://www.eutraining.eu/

Agenda

I. Introduction






Assessment centre (AC)

Introduction (1/2)

39

What? • Typically last phase of an open competition before reserve list is drawn up

• A full day of tests (most likely in Brussels) during which you are "observed"

by at least two trained assessors in the context of several exercises

• Written case study

• Competency-based ("structured") interview

• Oral presentation

• Group exercise

• Schedule is given at beginning of the day

• You will be part of a group of max. 6 candidates

• Moment at which you bring your application file with all supporting

documents (e.g. diplomas, language certificates, …)

Test language • Language 2

Assessment centre (AC)

Introduction (2/2)

40

Scoring • Each type of exercise tests one or more general competencies (see

competency matrix in Notice of Competition)

• In each exercise, your assessors will look for positive or negative indicators

of these general competencies in what you say or do

• Your performance on each competency is given a score from 1 to 10

• It is thus very important to give assessors as much "evidence" as

possible during the exercises

• Pass mark

• Per competency: 3/10 (in most recent competition)

• For all competencies combined: 50/80 (in most recent competition)

• Cut-off score: determined by envisaged size of reserve list

• After participation in the assessment centre, all candidates – both successful

and unsuccessful – receive a competency passport

• General description of the competency framework

• Global overview of your personal strengths and weaknesses

• Description of your performance per competency

Assessment centre

Competency matrix

41

Example – 2015 Administrators (AD5) competition:

Competency Tests

Analysis and problem-solving Oral presentation (E-tray)

Communicating Oral presentation Written case study

Delivering quality and results Written case study (E-tray)

Learning and development Group exercise Competency-based

(structured) interview

Prioritising and organising Group exercise (E-tray)

Resilience Oral presentation Competency-based


Working with others Group exercise (E-tray)

Leadership Group exercise Competency-based


Assessment centre

Definition of general competencies

42

Analysis & problem-

solving

Identify the critical facts in complex issues and develop creative and

practical solutions

Communicating Communicate clearly and precisely both orally and in writing

Delivering quality and

results

Take personal responsibility and initiative for delivering work to a high

standard of quality within set procedures

Learning and

development

Develop and improve personal skills and knowledge of the organisation

and its environment

Prioritising and

organising

Prioritise the most important tasks, work flexibly and organise own

workload efficiently

Resilience Remain effective under a heavy workload, handle organisational

frustrations positively and adapt to a changing work environment

Working with others Work cooperatively with others in teams and across organisational

boundaries and respect differences between people

Leadership Manage, develop and motivate people to achieve results

Assessment centre

How assessors evaluate you

• In each exercise, assessors will be looking for positive or

negative indicators of the extent to which you possess

the required general competencies

• Give them as much "evidence" as you can!

• Example for core competency "Working with others":

43

Possible positive indicators Possible negative indicators

• Try to involve silent colleagues in

a team discussion

• React defensively to constructive

feedback

• Proactively share information

with colleagues

• Ignore ideas or suggestions of

others not in line with your views

• Offer support to colleagues in

their tasks when needed

• Keep information useful to

others for yourself

AC: written case study

Description (1/3)

44

Objective • Computer-based written test based on a relevant scenario, in which you are

faced with various problems that you are asked to solve or to which you

must react, relying on the information material provided

• Assesses your domain-specific knowledge and competencies (e.g.

economics)

• Assesses your performance on a number of general competencies, e.g.:

• Delivering quality and results

• Communicating

Allotted time • Typically 60 minutes

Format • You are given a comprehensive on-screen information dossier, typically

containing 5-10 documents (e.g. e-mails, policy communications,

newsletters, statistical data, technical background fiches, …)

• You have to answer to a number of open questions based on the dossier

• Essay-like output: position paper, e-mail to superior, info note, …

• Typical structure of the essay: problem statement, overview of

alternative solutions with pros and cons, well-argued recommendation


Description (2/3)

45

Strategy Time management

• Read questions and understand what you are expected to write about and

in which format

• Take maximum 1/3 of allotted time to go through information dossier

• First diagonally to select (parts of) documents most relevant to answer

the questions (focus on executive summaries, conclusions, (sub)titles)

• Typically only 2/3 of information given is useful

• Focus on relationships between documents and their chronology

• Then more in-depth reading of most relevant parts of the dossier

• While reading, think about draft structure for your essay and make

short notes based on what you read in the on-screen answer box

• Use the remaining time to write essay and leave some time at the end for

reviewing and polishing (structure, spelling, grammar)

Information-handling

• Analyse the problem from different angles and avoid being biased

• Focus on trade-offs, implications for stakeholders and boundary conditions

• You can (explicitly) make reasonable assumptions if necessary

• You may question or challenge information given in the dossier

• In your essay, refer to background documents (e.g. facts & figures)


Description (3/3)

46

Strategy

(continued)

Structure, style and format

• Structure: executive summary, intro, body, conclusion/recommendation

• Write in paragraphs (one idea per paragraph)

• Use bullet points where you can

• Use domain-specific terminology where relevant

• Explain abbreviations and acronyms where you introduce them

• Prefer the active voice over the passive voice

• Use pointers (e.g. because, in light of this, nevertheless, …)

• Avoid superficial and vague statements

Suggested length

• At least 500 words / ca. 1.5 pages

AC: competency-based interview

Description (1/2)

47

Objective • Individual exercise designed to obtain, in a format that is consistent across

all candidates, relevant information about your general and specific skills,

based on your past experience (i.e. education, professional life,

extracurricular activities, …)

• Assesses your performance on a number of general competencies, e.g.:

• Learning and development

• Leadership

• Resilience

Allotted time • Typically 10 minutes per general competency

Format • One or more assessors ask you to give examples from your past which

show that you possess the general competencies tested

• E.g. "Could you give me an example of a situation in which you had to

lead a project involving a group of people?"

• Follow-up questions may be asked

• E.g. "How did you handle tensions within the project team?"

AC: competency-based interview

Description (2/2)

48

Strategy Preparation on beforehand at home

• For each competency tested in the interview (see competency matrix), think

of at least two examples from your past that show you have this

competency (e.g. in academic, professional or extracurricular context)

• Think of both positive and negative experiences

• Remember as many relevant details of the situations you intend to use as

examples in the interview

• Write your examples down in a structured and logical way which will make

it easy for the assessor(s) to follow what you say

• Emphasise your own role and actions and not those of others or of

your team collective

• Be as specific as possible

• Practice telling your examples and make sure each of them is well under the

allotted 10 minutes per general competency

During the interview

• Don't be too modest, but don't be arrogant either

• Do not reveal your development needs or weaknesses, unless explicitly

asked by the assessors

• Be aware of your body language: sit straight, make eye contact, smile!

AC: oral presentation

Description (1/3)

49

Objective • An individual test of analysis and presentation, in which you are asked to

come up with a proposal concerning a fictitious work-related problem; after

analysing the documentation provided, you have to present your ideas to a

number of assessors (typically two)

• Assess your performance on a number of general competencies, e.g.:

• Analysis and problem-solving

• Communicating

• Resilience

Allotted time • Typically 50 minutes (preparation + presentation + Q&A)

Format • You are given a hard-copy information dossier, typically containing 5-10

documents (e.g. e-mails, policy communications, newsletters, statistical

data, technical background fiches, …)

• You have to answer to a number of open questions based on the dossier

• Output: an oral presentation supported by an optional hand-written

slide, followed by some questions by the assessors

• Typical structure of presentation: introduction, problem statement,

overview of alternative solutions with pros and cons, well-argued

recommendation


Description (2/3)

50

Strategy Time management during preparation

• Read questions and understand what you are expected to talk about

• Take maximum 1/2 of allotted time to go through information dossier

• First diagonally to select (parts of) documents most relevant to answer

the questions (focus on executive summaries, conclusions, (sub)titles)

• Typically only 2/3 of information given is useful

• Focus on relationships between documents and their chronology

• Then more in-depth reading of most relevant parts of the dossier

• While reading, think about the structure for your presentation

• Use the remaining time to think about what you will say, how you will say it,

and which questions you may be asked by the assessors

• If you want to use a slide (not required), start making it well on time

• Put text in bullet points or alternatively make a scheme

• Your slide is the only thing you can take with you to the presentation

Information-handling

• Analyse the problem from different angles and avoid being biased

• Focus on trade-offs, implications for stakeholders and boundary conditions

• You can (explicitly) make reasonable assumptions if necessary

• You may question or challenge information given in the dossier


Description (3/3)

51

Strategy

(continued)

During the presentation

• Keep track of time so you can finish your presentation without being cut

short by the assessors

• Avoid superficial and vague statements

• Avoid politically incorrect statements

• Refer to background documents from the dossier (e.g. facts & figures)

• If you have a slide, use it to guide the assessors through your presentation

and avoid standing in front of it

• Be aware of your body language: adopt an open and confident posture,

shake hands with the assessors, make eye contact, smile!

Answering to assessors' questions

• Assessors may ask you about something in the information dossier or your

position/opinion about a certain matter

• You make take a few seconds to think about your answer

• Keep your answers short and to-the-point

• If a question is unclear, don't hesitate to reformulate it or ask the assessors

for clarification

• If you don't know the answer to a question, be honest about it and say you

will come back with an answer (even though you won't)

AC: group exercise

Description (1/3)

52

Objective • After processing an amount of information on your own, you are put in a

group with several other candidates to have a discussion and reach a

collective decision

• Assess your performance on a number of general competencies, e.g.:

• Learning and development

• Prioritising and organising

• Working with others

• Leadership

Allotted time • Typically 55 minutes

Format • You are given a hard-copy information dossier, of which typically a part is

also given to the other candidates, and another part is specifically for you

• The dossier introduces the context, assigns a role with an agenda to

you and sets out the problem(s) which the group needs to tackle

• After that, you engage in an open discussion with the other members of

your group in an attempt to reach a collective decision

• Assessors sit in corners of the room and observe the interactions but do

not intervene

AC: group exercise

Description (2/3)

53

Strategy Preparation on beforehand at home

• Think about how you typically function in group contexts and which roles

come naturally to you or you feel most comfortable in – some examples:

• Leading or chairing a discussion

• Keeping track of time

• Making sure that the discussion remains focused

• Asking clarifying questions that deepen common understanding

• Generating creative "out-of-the-box" ideas

• Structuring problems and developing practical solutions

• Contributing to an open, relaxed and inclusive atmosphere

• Facilitating the discussion using a flipchart

• Sensing and diplomatically addressing tensions between individuals

Individual preparation at the beginning of the exercise

• Go through your dossier to understand the context, your role/position and

the assignment

• Think already about the content and process of the group discussion

• What could the outcome of the discussion look like?

• What are the potential obstacles to reaching consensus?

• What is the best way to organise the discussion (e.g. chair, "tour de

table", need to use a flipchart, …)?

AC: group exercise

Description (3/3)

54

Strategy

(continued)

During the discussion

• Stick to "natural" roles you tend to play in team discussions and team work

• Be cooperative and constructive at all times and work towards collective

(and not individual) success

• If the group functions well, all candidates in the exercise can obtain a

high score

• The interactions matter more than the outcome of the discussion

• Intervene regularly, but also give others a chance to speak and listen and

react to what they to have to say

• Avoid being dominant and don't interrupt others

• Invite more silent members to express their opinion

• If you are an introvert, try to say something in the first minutes of the

discussion to "break the ice"

• If you don't know what to say, think about asking a question instead

• Be aware of your body language: sit straight, make eye contact with team

members, control your facial expressions

• Do not pay attention to what the assessors are doing

Assessment centre

An impression

YouTube video: “A day at the assessment centre”

55

https://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQhttps://www.youtube.com/watch?v=T6nVuwr31wQ

AC: general tips for preparing yourself

• Training

– Go to a book shop or a library for books on assessment centres

(e.g. http://www.eu-testbook.com/)

– Ask your national authorities whether they organise assessment

centre trainings for candidates (see overview)

– Some companies or individual coaches offer assessment centre

trainings against a fee (e.g. http://www.epsocoaching.com)

• Work on your basic EU knowledge (e.g. role of the

different institutions, legislative processes, policy

priorities, specific terminology)

– Recommended book: Zo werkt Europa (Dirk Sterckx et al.)

56

http://www.eu-testbook.com/http://www.eu-testbook.com/http://www.eu-testbook.com/http://europa.eu/epso/doc/trainingandsupportcontacts.pdfhttp://www.epsocoaching.com/http://www.innipublishers.com/zo-werkt-europa

Agenda

I. Introduction






Useful links

Official websites:

• European Personnel Selection Office (EPSO) (general website)

• EU Careers Info (incl. newsletter subscription) (will be phased out)

Social media:

• EU Careers on YouTube (info videos & testimonials)

• EU Careers on Facebook

• EU Careers on Twitter

• EU Careers on LinkedIn

• EU Careers on Google+

Preparing for an open competition:

• Sample tests and training on the EPSO website

• EPSO Massive Open Online Course (MOOC)

• The Ultimate EU Test Book

• Online EU Training

• The European Bookshop, Rue de l'Orme 1, 1040 Brussels

EU staff policies:

• EU Staff Regulations (July 2014)

Other useful websites:

• Werken bij de EU (Dutch Ministry for Foreign Affairs)

• Werken bij Europa (blog on VLEVA website)

• Werken bij Europa (vacancy list on VLEVA website)

58
https://epso.europa.eu/https://epso.europa.eu/https://epso.europa.eu/https://epso.europa.eu/https://epso.europa.eu/http://blogs.ec.europa.eu/eu-careers.info/https://www.youtube.com/user/EUCareershttps://www.youtube.com/user/EUCareershttps://www.youtube.com/user/EUCareershttps://www.youtube.com/user/EUCareershttps://www.facebook.com/EU.Careers.EPSOhttps://www.facebook.com/EU.Careers.EPSOhttps://www.facebook.com/EU.Careers.EPSOhttps://www.facebook.com/EU.Careers.EPSOhttps://twitter.com/EU_Careershttps://twitter.com/EU_Careershttps://twitter.com/EU_Careershttps://twitter.com/EU_Careershttps://www.linkedin.com/company-beta/3040469/https://www.linkedin.com/company-beta/3040469/https://www.linkedin.com/company-beta/3040469/https://www.linkedin.com/company-beta/3040469/https://plus.google.com/107296078276268904652https://plus.google.com/107296078276268904652https://plus.google.com/107296078276268904652https://plus.google.com/107296078276268904652http://europa.eu/epso/apply/sample_test/index_en.htmhttp://europa.eu/epso/apply/sample_test/index_en.htmhttp://europa.eu/epso/apply/sample_test/index_en.htmhttp://europa.eu/epso/apply/sample_test/index_en.htmhttps://epso.europa.eu/content/welcome-epsos-brand-new-mooc_enhttp://www.eu-testbook.com/http://www.eu-testbook.com/http://www.eutraining.eu/http://www.libeurop.eu/http://www.libeurop.eu/http://eur-lex.europa.eu/legal-content/EN/TXT/?qid=1433861011292&uri=CELEX:01962R0031-20140701http://eur-lex.europa.eu/legal-content/EN/TXT/?qid=1433861011292&uri=CELEX:01962R0031-20140701http://eur-lex.europa.eu/legal-content/EN/TXT/?qid=1433861011292&uri=CELEX:01962R0031-20140701http://eur-lex.europa.eu/legal-content/EN/TXT/?qid=1433861011292&uri=CELEX:01962R0031-20140701http://werkenbijdeeu.nl/https://www.vleva.eu/blog/werkenbijEuropa1https://www.vleva.eu/jobs

Documents

A career at the EU institutions · 2019. 11. 26. · A career at the EU institutions 28 September 2017 Michiel HUMBLET DISCLAIMER This presentation reflects my personal views as a