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
Reproduction is authorised.
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