Selection process

The EASA competence framework is the foundation for our selection process. It describes how professional and behavioural competences are effectively applied within EASA, which behaviour and skills are valued and expected – of EASA employees and potential new hires. Various competence-based selection instruments help us to assess the candidate’s suitability against the professional and behavioural competences critical for a position. The selection process consists of several steps and may include the following:

Shortlisting

The selection process starts when we have received your application: on the basis of your responses to the pre-screening questions we will first check whether you are an eligible candidate. Note that we only process eligible applications. A nominated Selection Board will then go through the eligible applications and decide which candidates to shortlist for the next stage(s) of the selection process. The Selection Board assesses applications against the selection criteria of the vacancy, using solely the information provided in the application form. The competences and skills defined in the vacancy are critical to perform the job, but candidates who do not meet all of them will not automatically be excluded. The Selection Board may therefore accept candidates that do not fulfil all the criteria listed. Based on a pre-defined methodology, the Selection Board shortlists the most suitable candidates for the next stage.

Pre-selection

We may ask you to complete one or more pre-selection exercises. All exercises are conducted in English. The pre-assessment helps the Selection Board to better identify the most suitable candidates to be invited to the last step of the process. We will inform you in advance whether exercises will be used and what form these will take. Some examples of the types of assessment we use are:

Video application or pre-recorded video interview: An opportunity to bring your application alive. It allows you to convince us about your motivation, qualifications, competencies, and organisational fit.
Computer-based tests: Allow us to assess your cognitive abilities, job-specific or behavioural competencies. These tests are administered remotely with or without assistance of an invigilation service. You will receive all needed information when invited to sit the test.

Final assessment

When you have arrived at the last step of the process, you will be interviewed by the Selection Board, and you may be invited to sit computer-based test(s) related to the skills listed in the vacancy notice. Similar to the methods used in the pre-selection phase, the computer-based tests are administered remotely in English with or without assistance of an invigilation service. These tests last typically between 30 to 60 minutes and have various formats. You may expect for example:

One or more open question(s) to be answered
An essay-writing or business case task
A multiple-choice test
A presentation to be prepared

The interview may take place remotely or in-person. It is conducted in English by the Selection Board (usually 3 – 4 people) and takes approx. 30 - 60 minutes.

To be included in the reserve list, you will need to have received a pre-defined pass mark in the final assessment phase. Depending on the needs of the Agency, the reserve list may be used to fill the same or a similar vacant position of the same grade. Being included in the list does not guarantee hiring.

Some practical tips to help you prepare for the final assessment step

We use what is known as the competency-based interview method (also known as structured, behavioural or situational interview). Be prepared for a formal setting where the Selection Board has a structured set of pre-defined questions, each focusing on a specific skill or competence. Your answers will be compared against pre-determined criteria and marked accordingly. The interview helps us to learn more about your motivation, expectations, skills, experience and behavioural competences that are directly related to your likely success in the job. We may ask for specific examples of your past behaviour/ performance such as:

Tell us about a big decision you made recently in a work-related context. How did you go about it?
How do you influence people in a situation with conflicting agendas?
Give an example of a situation where you solved a problem in a creative way.

You can best prepare for your interview by reflecting on your performance in your current and past roles in the light of the behavioural competences outlined in the vacancy notice. Take some time to think of examples from your previous work that are relevant and that provide evidence of your strengths and abilities. You may find the so-called ‘STARR’ interview response technique helpful in structuring your thoughts. Following this method, you would describe in the following order:

the Situation or problem you solved;
your specific Task and the goals you were trying to achieve;
the Actions you took to address the situation;
the Results of your actions;
Reflection: What did you learn from the problem/ challenges?

In addition: Use the vacancy notice as a basis for your preparation, familiarise yourself with EASA and think what you could bring to the job you are applying for. Find out as much as you can about the job, specific technical concepts, associated regulatory framework and the business area you are applying for. Information is available on our Website. Towards the end of the interview you will be given the opportunity to ask some questions. We kindly encourage you to refrain from asking for information that is readily available on our website.

For managerial positions only

If you are applying for a managerial position, your leadership competencies will be assessed by an external provider. You may be expected to participate in an Assessment Centre consisting for example of the following exercises: online personality questionnaires, competency-based interview, interactive exercise, case study and self-reflection discussion. The Assessment Centre may take place either virtually or face-to-face. The assessment is designed to provide an insight into your strengths and development needs.

Travel expenses

If you are travelling e.g., for a pre-employment medical check, we will reimburse your expenses in line with our provisions.

Appeals procedure

If, at any stage of the selection procedure, you consider that your interests have been prejudiced by a particular decision, you can take the following actions:

Lodge an administrative complaint under the procedures foreseen in Article 90(2) of the Staff Regulations of Officials of the European Union, preferably by email and addressed to the Authority Authorised to Conclude Contracts of Employment (AACC): recruit@easa.europa.eu (quote the job title and vacancy reference number). The complaint must be lodged within three months from the receipt of the notification of the decision to the candidate. The AACC shall notify the candidate of its reasoned decision within four months from the date on which the complaint was lodged. If, at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it, against which an appeal may be lodged under Article 91 of the Staff Regulations.

Make a complaint to the European Ombudsman:
European Ombudsman
1 avenue du Président Robert Schuman I CS 30403
67001 Strasbourg Cedex I France

Please note that complaints made to the Ombudsman have no suspensive effect on the period laid down in Articles 90(2) and 91 of the Staff Regulations. Please also note that, under Article 2(4) of the general conditions governing the performance of the Ombudsman's duties, any complaint lodged with the Ombudsman must be preceded by the appropriate administrative approaches as described above.