Recruitment & Selection

Initial CV screening

Your CV and cover letter will be initially reviewed by our external recruitment partner Cogito who may schedule a short call with you to clarify key points on your application.

The EUMETSAT selection panel will then assess your application against the requirements listed in the vacancy notice.

You should provide as much relevant information as possible to demonstrate your suitability for the vacancy, and explain clearly in your cover letter why you are applying.

Following the initial CV screening, the interview board will create a short list of candidates to invite for interview.

This process begins on the day the vacancy closes and generally lasts two weeks.

Psychometric testing

If you are shortlisted for the position, you will be required to undertake a series of online tests aimed at assessing your personality at work, your analytical thinking competence and your logical / deductive reasoning.

The outcome of these tests will help the interview board build a holistic profile of each candidate for the purpose of better assessing their suitability for the role.

If you are shortlisted for interview, our psychometric testing service provider will contact you to agree an appointment for the test, at least one week prior to the interview.

Interview

If you are selected for interview, you will receive an invitation at least one or two weeks before the interview day.

Interviews are structured around the technical skills and behavioural competencies of the job and conducted by a board usually consisting of four or five people, including the Head of Division, the Reporting Officer and a representative from the Human Resources team.

Interviews may take place in person or via video link.

Interviews are usually scheduled for four to five weeks after the vacancy closes. Tentative dates are already included in the vacancy notice, for orientation purposes.

Testing

Our interviews are accompanied by some form of practical testing. You will be advised of this in your interview invitation.

Tests mostly involve work-related exercises or scenarios, but other assessments (ability, case studies, role plays) are also used on occasion.

These tests usually take place directly after the interview (either in person or online) so that the results can be incorporated into the interview board’s debriefing and assessment.

Decision

Once all interviews and tests have been completed, the interview board will come to a decision on which candidate to recommend for selection. The ultimate selection decision is taken by the Director-General.

The decision process usually takes two or three weeks.

Reference and background check

If you are the successful candidate, we will contact the references you provided following the interview. Additional background checks will be conducted to verify your employment history and academic attainment. These may also include police clearance checks, depending on the role.

The background checks are administered by an outsourced service provider for which you will need to provide additional information.

Medical examination and contract

As soon as the Director-General approves the recommendation of the interview board, the successful candidate will be invited to participate in a contract meeting with HR to discuss terms and conditions of employment. If the successful candidate and HR come to an agreement, they are then required to undergo a medical examination with the EUMETSAT medical advisor. It is a requirement that the candidate passes the medical examination before the contract is issued.

The medical clearance certificate is sent to EUMETSAT within two weeks of the medical, after which the contract is issued to the selected candidate. The signed contract must be returned within two weeks.

Feedback to non-selected candidates

Those candidates who are not selected for the position will receive notification via email.

This will happen when the selected candidate has returned the signed contract.