RECRUITMENT PROCEDURES AND METHODS

There is a written examination (competition) and oral examination for posts in the civil service. 

In SMEs (small and medium-sized enterprises), recruitment is often carried out by the company manager. 

In large companies, it is conducted by the personnel manager (or human resources manager), sometimes accompanied by a specialist from the department concerned.

Some recruitment procedures are entrusted to professionals (agencies, consultants) who introduce only two to four candidates to their clients.

Following the submission of an application form, undertakings often send you a special or standard questionnaire or forms to fill in and return to them.

RECRUITMENT INTERVIEW

If you are invited for an initial interview, prepare yourself well. Remember that the recruiter is looking for a candidate who meets his needs, so make sure that the job on offer is what you want.
You are strongly advised to find out about the undertaking and its activities beforehand (Internet, company directories such as Kompass, etc.).

Interviews vary in length (from 15 minutes to a full day). The interview may be individual (face to face) or collective (more rare). You can bring a photocopy of your diplomas and certificates of employment as well as any other document that may be of interest to the recruiter. 

The interview may be accompanied by personality, psychological or aptitude tests, varying from one hour to a full day. You may ask to be notified of the results of your application, and whether there is a second interview, and if so, when.

It may be useful to write a letter to thank the recruiter for having met you, and if necessary to explain again precisely why you are interested in the job and how it corresponds to your expectations and needs.

Source: European Union
© European Communities, 1995-2006
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