New EPSO selection tests

Content

• First step: The online registration
• Second step: The pre-selection
• Third step: The Assessment Centre
• The reserve list
• Recruitment
• Overview of the procedure

In March 2010, EPSO will introduce a new procedure for selecting permanent staff for EU institutions. There will be two stages in the new selection procedure - computer-based pre-selection testing in individual EU countries and an assessment stage in Brussels.
In the new system, the preselection 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 assessed at a later stage, in close relation with job-related exercises during the assessment phase.

First step: The online registration

The EPSO Account is the electronic interface between you and EPSO. It holds your personal details, allows them to be updated, keeps a record of your validated applications and enables EPSO to communicate with you. You have to have an EPSO account before you can submit an application. The only way to apply for a competition is via your EPSO account. If you are considering a career in the European institutions you are advised not to wait for a specific competition to be published before creating your EPSO account.
You will need a valid email address. Just follow the instructions for creating an account on the EPSO website http://www.eu-careers.eu/. You are responsible for keeping up-to-date the email address and personal details in your EPSO account.

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Second step: The pre-selection

Pre-selection will still involve computer-based tests (CBT) of cognitive ability (verbal, numerical and abstract reasoning) and situational judgment, plus professional and language competency, depending on the profile sought.

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Third step: The Assessment Centre

The assessment phase enables all key competencies, as organisational and communication skills or analysis and problem solving skills, 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.
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:

• comprehensive case study related to the field for which the candidates have registered (AD),
• group exercise (AD)
• oral presentation (AD),
• practical linguistic tests (linguists),
• practical tests assessing their professional skills (AST),
• e-tray exercise (electronic 'in-tray' work simulation) and
• structured interview (all).

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The reserve list

The names of successful candidates are included in a reserve list, provided to the Institutions as a basis for their recruitment of new staff. These lists are initially valid for one year, but this can be prolonged upon decision.
Nevertheless, the speed and sequence of recruitment depends entirely on the needs of the Institutions to fill specific job vacancies. Successful candidates on the reserve lists still have no legal guarantee of employment.

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Recruitment

The EU institutions may only recruit their civil servants by taking into account the reserve list. Generally, the institutions contact persons for the recruitment, but it might very helpful to contact pro-actively possible employers.
While in the past between entering the reserve list and recruitment often two years passed, the EU institutions have set as new objective to contact each candidate at least once in the year to offer a job opportunity.

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