Position descriptions and links to the recruitment system are available here.
The network will make every possible effort to ensure that the recruitment processes will be open, transparent, efficient, based on equal rights, supportive and internationally comparable as stated in the European Charter for Researchers and in the Code of Conduct for the Recruitment of Researchers. Many of the beneficiaries have declared to endorse the charter and code, and many have been granted the Commission’s HR excellence logo as well. The respective HR departments are responsible for adhering to a fair and uniform application and employment process, in particular related to equal opportunity aspects. The beneficiary representatives will be briefed in the SB kick-off meeting for the recruitment process.
A coordinated recruitment process will be:
1) Network partners will create vacancy notices with a description of the research work, knowledge and competencies required, working conditions and entitlements, including career development prospects.
2) The Coordinator will approve the vacancy notices. Advertising ESR vacancies will be done through the Euraxess Job Portal, the project website, beneficiaries’ job portals, the websites and individual networking contacts of the partner institutions, and other relevant international electronic mailing lists. Best candidates will be interviewed via conference calls or in-person. In-person interviews, if needed, are to be organized and fully covered by the beneficiary institution for the particular position that the candidate applied to.
3) Applications will be collected to a centralized web-based submission system in compliance with the GDPR. The Project and Training Manager will carry out an initial eligibility check and assign the applicants to the respective Scientists in Charge. The applicants can apply to at most three positions in the network.
4) Assessment of applicants [1] to each position is made by all the supervisors (both academic and industrial) of the potential ESR independently. After that, the respective Scientist in Charge and/or their HR department would form a ranked list of top applicants based on a clear, transparent and open-competition recruitment process, taking into account gender balance and equal opportunity rules. Selection criteria are based on the excellence (e.g., CV, grades, publications, society services, match of the background). Candidates are sorted from highest to lowest grade by the selection committee per each ESR position.
5) The SCC will run an arbitration process to resolve possible conflicts among the top-ranked applicant lists, consult the network’s Equality Officer, and propose the final selections. For equally suitable candidates, priority will be given to candidates increasing the diversity of the network. The main principle of the arbitration is to find the best match between each applicants’ priorities and the potential hosts’ needs. To that end, Matching Theory [2] can be applied to formalize the procedure.
6) If the beneficiary’s SB representative, the beneficiary’s HR department, and host(s) of secondment all agree, the selection is presented to the SB for final approval.
7) Recruitment of the ESR will be on a full employment contract with similar rights as the other full-time employees of the host unit according to national regulation for doctoral positions and EU-level regulations. The process is supported by the beneficiary’s HR Department with necessary administrative formalities. A work contract is formed between the selected ESR and the recruiting beneficiary, along with a separate agreement on the terms of the secondments involved.
8) Employment and introduction into the network.
[1] Briefing on how to make fair assessment and selection of the ESR candidates will be given in the SB kick-off meeting prior to opening the positions.
[2] https://en.wikipedia.org/wiki/Stable_marriage_problem