EPSO COMPETITIONS : SURVEY ON "TALENT SCREENING"

 

Dear Colleagues,

 

We have been informed that some of you who applied to participate in recent EPSO competitions (eg : AD/250/13, and AD/249/13) have been excluded despite fulfilling the criteria laid down in the competition notice (relevant experience in the required field over the required duration etc).

 

We do not question the discretionary power of the appointing authority to fix the terms and conditions for competitions nor the role of the selection boards to assess the previous experience of applicants.

 

However, the principle of equal treatment for all candidates should be guaranteed along the entire selection process. This may not be the case for the selection stage known as "talent screener", which seems to be a potential source of inequality.

 

In a relevant ruling on Monday 16 September 2013, the EU Civil Service Tribunal clearly asks for this system to be revised. Juries must assure the accuracy and pertinence of the certificates of the candidates. The current method does not adequately ensure an objective and coherent evaluation.

 

For this reason, if you recently took part in a competition (talent screening phase) , we would kindly invite you to answer the questions below:

 

Do you consider that the process for recruitment via 'talent screening' was sufficiently transparent? If not, could you explain why or give concrete examples? (eg. the questions were not clear enough)

 

  • Do you consider that the process for recruitment via 'talent screening' was sufficiently transparent? If not, could you explain why or give concrete examples? (eg. the questions were not clear enough)
  •  Were there confusing in the questions which were not properly explained?
  •  Were there questions not based on objective criteria/knowledge but which required answers that could only be known by persons who were already working in a particular unit?
  •  The verification of the information given by candidates was carried out before they were invited to assessment centres?
  •  Do you consider that during your correspondence with EPSO the good administrative practice was respected? If not, can you provide a concrete example? (eg: did EPSO reply to your questions within the legal deadline of 15 days ?)
  •  Did EPSO provide you with sufficient guidance on how to complete the talent screening via its blog?
  •  Do you consider that talent screening can be used inappropriately by other candidates? If yes, do you have examples?

 

Please send us your answers to : OSP-TAO-AFI@ec.europa.eu

Based on your replies, TAO-AFI will be able to carry out further actions.