How to get a EuropeAid job: The EU assessment center

Seeking a position with the European Union starts with an online application. The next stage will test candidates — literally. Admission testing In the past, the admission tests were knowledge-based; now they evaluate cognitive abilities or competencies. The computer-based admission testing is structured in a series of multiple-choice questions, held in individual EU countries and, in most cases, conducted in the candidate’s main language. Usually, candidates are informed they can book their testing appointment within 48 hours after their online applications have been validated. Test results are uploaded in about three to five weeks. The kind of tests candidates take depends on the job profile. For instance, special profiles — like scientific researchers — and sometimes contract agents can forgo certain tests and only be subjected to CV screening. Here are the computer-based tests the European Personnel Selection Office may administer to candidates for full-time staff and contract agent positions, according to the Official Journal of the European Union: - Verbal reasoning test: evaluates candidates’ ability to think logically and understand verbal information. Here’s a sample. - Numerical reasoning test: evaluates candidates’ ability to think logically and understand numerical information. Here’s a sample. - Abstract reasoning test: evaluates candidates’ ability to think logically and understand the connection between concepts involving nonlinguistic, spatial or numerical elements. Here’s a sample. - Test in the field chosen. - Test of language skills. - Test of specific professional skills. - Situation judgment test: evaluates behavior in a working context. Each question describes a work-related situation and gives four possible courses of action as response. Candidates have to select what they think is the best and the worst option, based on the scenario described. Here’s a sample. Assessment center The next stage of the testing is called assessment phase and reserved to only those that successfully hurdled the computer-based exams. This phase happens in Brussels and sometimes in Luxembourg. Those who have to travel more than 200 kilometers qualify for a financial contribution from the EU that ranges from €150 to €500 depending on the distance. At the assessment center, candidates must go through a series of exercises that aim at finding out what they are like in a workplace setting as well as testing seven general competencies and those specific to the job profile. This phase is usually done in the candidate’s second language, which has to be, with some exceptions, one of the EU working languages — English, French and German. Most candidates fail this phase because they lack knowledge of EU policies and practices. “We are looking at people who are able to understand our policies: I think that’s something that people fail to understand,” a human resources officer from the European Commission told Devex. “It’s good to have the external knowledge and we are really looking for people who have an external view on what we are doing.” For contract agents, the assessment phase involves “written, oral or other practical tests in the field.” For the others, here are the competencies that are tested, again according to the Official Journal of the European Union: General - Analysis and problem solving: Identify the critical facts in complex issues and develop creative and practical solutions. - Communication: Communicate clearly and precisely both orally and in writing. - Delivering quality and results: Take personal responsibility and initiative for delivering work to a high standard of quality within set procedures. - Learning and development: Develop and improve personal skills and knowledge of the organization and its environment. - Prioritizing and organizing: Prioritize the most important tasks, work flexibly and organize your workload efficiently. - Resilience: Remain effective under a heavy workload, handle organizational frustrations positively and adapt to a changing work environment - Working with others: Work cooperatively with others in teams and across organizational boundaries and respect differences between people. Specific - Administrators: Exercises test candidates’ leadership skills or ability to manage, develop and motivate people to achieve results, with each skill assessed at least twice. These have time limits based on what is stated in the notice of competition. Other testing activities include a comprehensive case study, group exercise, oral presentation and structured interview. - Linguists: Candidates will be assessed in a more targeted manner, with a focus on their core skills. Activities include practical linguistic tests, group exercise, oral presentation and structured interview. - Assistants: Candidates are assessed based on their professional skills. Each also undergoes an e-tray exercise or electronic “in-tray” work simulation and a structured interview. - Specialist profiles: Primary criterion for the evaluation of candidates is their knowledge in the line of work they’re applying for. There are basically two types of exercises: written tests (case study) and oral tests (structured interview and group exercise) related to the specialized field of the competition. In some cases, additional verbal, numerical, and abstract reasoning tests can be included.