Memo. Further Details on EU Careers Branding and Use of New Media

Transcription

1 Further Details on EU Careers Branding and Use of New Media Alongside the EPSO Development Programme, the Communications team at EPSO have been working on developing several new initiatives that are also launching this month, including a new brand identity for EU Careers. Since the success of Facebook, the trend for today s youth (known as Generation Y) to communicate via social networking, blogs, and other Web2.0 formats has been on the rise. No longer seen as just tools for socialising, many Web2.0 sites now offer information on jobs, travel and many other aspects of life. In a bid to reach and offer information to the best graduates across Europe, we have increased our Web 2.0 presence via Facebook and Twitter. If successful we hope, down the line, to be able to extend this to other sites, particularly regional variations across the Member States. Logo As of this week you will start to see the new logo and branding for EU Careers appearing on leaflets, our webpages and on new web resources like Facebook and Twitter. This brand will be used to promote careers within the EU Institutions. It has been developed by a professional design team who created a modern look to attract the top candidates from across Europe. Facebook and Twitter 1. EU Careers A brand is more than just a logo- it is the substance behind the visuals as well. At this point, of substantial change and improvement to the recruitment systems, it is the perfect time to establish a further developed identity for promoting careers with the EU. We feel that this branding, along with the messages about the attractiveness of EU Careers, can make the most of the opportunity presented by the significant improvements to the selection procedure. It has been purpose-made to use across a range of new media, such as Web 2.0, as well as our leaflets, press advertising and website. It is also designed to be not specific to any individual institution or office, so that it can be used across the Institutions- conveying a more coherent image of careers with the EU to potential candidates. Both French (UE Carrières) and German (EU Karrieren) variants are also available. Welcome to the EU Careers Facebook page! Become a fan to stay updated with career opportunities in the EU Institutions. There are three EU Careers Facebook pages available in English, French (UE Carrières) and German (EU Karrieren) respectively; the content for all three pages will be identical. They will exist in parallel to our website and candidate contact service and will serve as a place for prospective candidates to come and find out more information about, and ask questions on, EU Careers and our selection procedure. The wall, updated weekly, will act as a news feed; displaying the latest news and information as soon as it is released. The events tabs will showcase events past and present, ranging from virtual events, career/ job fairs and presentations at universities all across Europe. Where possible these will be photographed and filmed and placed in the Photos and Videos tabs. Lastly, the Discussion boards will be used for answering questions. These will start with an FAQ based on the most popular questions received by our Candidate Contact Service receive, however, in time we anticipate that this will expand depending on what Fans of the page want to know.

2 An example Discussion Board Welcome to the EU Careers Twitter page! Follow us to stay updated with career opportunities in the EU Institutions (115 characters). The Twitter page will be very similar to the wall of the Facebook page. Designed more for those who already know about EU Careers it will it will consist primarily of news and information updates. The Facebook page will be far more interactive, while the Twitter page will allow those who just want basic information to follow our news updates without becoming involved in public comments and discussion. 2. The Raconteurs Welcome to the EU Careers Raconteurs Facebook page! Become a fan and you can find out first hand what it s really like to live and work at the heart of Europe! The Raconteurs project is a separate initiative which also involves Web2.0. The Raconteurs are a team of officials from across the Institutions who will be blogging about their jobs and life in Brussels on Facebook and Twitter. Their posts will be collated on an EU Careers Raconteurs Facebook page which will link to their individual Facebook pages. Links to these will also be available on our website. There are currently 11 Raconteurs (10 as of March, with the 11th starting in April) from the Commission, Parliament and the Council. Between them they speak 18 of the 23 working languages and represent 8 of the 27 Member States. We envisage expanding this project during the course of the year to encompass as many as possible of the remaining Institutions, nationalities and languages. The Raconteurs will each post a monthly blog on Facebook accompanied by a couple of Tweets on Twitter every week. They will discuss anything from: their jobs; their background (how they ended up in the Institutions); what it s like to live and work in an international multicultural environment; conferences and events; and what it s representing the Institutions and EU Careers on mission (the Institutional lingo we use to term a business trip) to the Member States. The main aim will be to help show potential candidates what an EU Career could be like.

3 Further Details on New EU Careers Selection Procedures 1. Annual Competition Cycles From 2010 an annual cycle of competitions is being introduced, making it easier for candidates to plan their applications. Annual competitions will be organised in three cycles: March: July: December: Administrators AD general profiles Linguists translators and interpreters Assistants AST general profiles The annual competition cycle will be complemented by individual competitions for specialist profiles as required. The first competition under the annual cycles is an Administrator competition which will be published on 16 March This competition, open to candidates from all 27 Member States, has five fields: European Public Administration Law Economics Audit Information and Communication Technology The Linguist cycle in 2010 will comprise competitions for translators in the following languages: Danish German English French Slovenian And interpreters for the following languages: Bulgarian English Dutch Romanian Slovenian The profiles (e.g. Law, Economics) may vary from year to year, as will the language needs for the Linguist cycles. 2. Shorter Competitions maximum 9 months To attract and retain the best candidates, the length of a competition is to be shortened considerably by introducing a single assessment phase in place of the very lengthy, two stage written and oral tests process. Competitions for generalist profiles (under the annual cycles) will comprise two stages: an admission test stage (computer-based tests in specialised test centres throughout Europe, and in a limited number of international test centres) and the new assessment phase (held in Brussels). 3. Improved admission testing NEW abstract reasoning test NEW situational judgement test NO EU knowledge test Until now, verbal and numerical reasoning have been the main cognitive testing tools. EPSO is enlarging their range of tests to include abstract reasoning as this is another important element of cognitive ability. This test - which is free of linguistic elements - offers a range of advantages for conducting fair and impartial assessments of candidates from 27 different EU Member States.

4 Behavioural tests have proven to be a good indicators for future job performance and are widely used. The new situational judgement tests (SJT) evaluate workplace-related behaviour and are based on five competencies of the Competency framework for working within the EU institutions. Initially, SJT will be a non-eliminatory element and the results of those candidates who pass the admission stage will be provided to the Selection Board for advisory purposes at the assessment centre. The EU knowledge test has been removed as memorising facts is not considered to be a valid way of predicting in-job performance. EU knowledge is instead to be assessed in a different way at a later stage of the process, in close relation with professional skills testing. In 2010 the admission tests for the Administrator competition will continue to be administered in English, French and German (as the candidate s second language). From 2011, the reasoning test will be administered in all 23 languages- this will already be the case for linguists from Competency-based assessment Following a comprehensive job analysis for all entry grades of EU officials across the institutions, a competency framework has been developed. The competency framework is now ready for use in identifying the blend of skills and professional/field competencies essential for effective performance within the main recruitment profiles. The seven core competencies identified are: Analysis and problem solving Communicating Delivering quality and results Learning and development Prioritising and organising Resilience Working with others A further competency specific to the Administrator entry level is: Leadership. 4. Assessment centres Under the new competition procedures, EPSO will use a standard assessment centre model, based on competencies. This model has been chosen so as to be able to identify the most suitable and competent candidates for the profile required. The use of assessment centres has proven to be the most accurate predictor of performance on the job. Assessment centres enable all key competencies to be properly tested in a reliable manner. On the basis of the enhanced competency framework, a number of relevant exercises are now being designed to assess the desired competencies. Each competency is to be assessed through at least two methods to ensure validity and reliability. Depending on the competition, assessment centre exercises may include the following: Case study in the field in question Exercises relating to professional skills Oral presentation Structured interview Group exercise Practical language tests The various elements and the length of the assessment will vary depending on the competition. While a full assessment centre approach is appropriate at graduate level, i.e. for Administrators, Specialists and Linguists, a shorter half-day programme will be run for Assistants. At this stage, assessment of the candidates is to be conducted mainly in the three working languages: English, French and German, except for profiles where specific language skills are required (for instance linguists and secretaries). The half-day programme for Assistants is to include a structured interview and practical tests to assess their respective professional skills. The evaluation of Linguists is to be undertaken in a more targeted manner to focus on their core skills with practical linguistic tests appropriate for the relevant field.

5 The procedure for Specialists is being structured to ensure that the relevant key knowledge area, which is a critical requirement for the Institutions, is made a primary criterion for the evaluation of candidates. For this reason, there will not normally be general admission tests for this category. Instead, candidates applications and CVs are to be evaluated against a predetermined set of criteria. Candidates who are admitted to the competitions through this process will be directly invited to a programme of assessment. 5. Professional Selection Board In October 2009, EPSO completed a Call for Expression of Interest for officials to serve as full-time Selection Board members for a fixed period. These permanent Selection Board members will be assisted by other temporary Selection Board members and assessors. All Selection Board members and assessors will undergo compulsory training with a view to accreditation in competency-based assessment. 6. Feedback competency passport EPSO is introducing a feedback mechanism for both successful and unsuccessful candidates as an integral part of the assessment procedure. The availability of the feedback report, known as a competency passport, should answer follow-up queries from candidates and obviate the need for the Selection Board to undertake reviews. In the light of this, EPSO is abolishing the option for candidates to make requests for review of their marks directly to the Selection Board For successful candidates included on a reserve list, the competency passport will also be sent to the Institutions and may be used by them during the recruitment procedure as well as with a view to career development. 7. Further changes planned EPSO is preparing for the extension of the admission tests to 23 languages. Even when admission tests are held in 23 languages, assessment at later stages of competitions will only be conducted in English, French and German (except for profiles where specific language skills are required). A target date of 2011 has been set for implementation.

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7 FAQ 1) Why has there been a change? The changes being brought in have 3 key positive effects: a) A consistent cycle of competitions allows candidates to better plan their applications. As well as benefiting the candidate this also benefits the EU Institutions as it increases the likelihood that the best candidates will make themselves available, safe in the knowledge that there will be an upcoming selection procedure suitable for them. b) The cycle allows EPSO to maximise their ability to meet the staffing needs of the EU Institutions. If the Institutions know that a reserve list will be published each year at a certain time for a certain profile, they can plan their resourcing based on that. c) The changes to testing, with a competency framework agreed by all EU Institutions, allows EPSO to utilise a modern, fair system which has been consistently proved to best predict on-the-job performance. This in turn enables us to select potential staff who will do the best job for the EU tax-payer. 2) How should people apply? The first step is to ensure they have an EPSO account, this allows them to record their basic details in advance of any selection procedures and then, once open, to register for a selection procedure and book a Computer Based Test. Selection procedures will open at several points in the year and people can just go to the Apply here section of our website and click on Apply today. 3) When should they apply? Those interested in the AD5 Administrator competition should apply in March, Linguists in July and Assistants in December. Competitions for Specialists will be published at several points in the year. We advise candidates to register and validate their application as soon as possible to give them the best chance of booking a Computer Based Test on a date that suits them. 4) What are the main changes to the tests? The selection will take place over two phases which vary slightly depending on the field, for administrators this will comprise a Computer Based Testing (CBT) admission phase and then, for those successful, a completely new one day Assessment Centre in Brussels. For the CBT stage there will no longer be an in-depth EU knowledge test. Instead a more rounded knowledge of the EU, including a candidate s motivation to work for us, will be looked at during the Assessment Centre. Candidates will take a total of four tests within a 2 hours time period (including a short break): verbal reasoning, numerical reasoning, abstract reasoning as well as the non-eliminatory Situational Judgment Test. There will be a minimum pass mark for the Verbal reasoning test, as well as a combined minimum pass mark for the numerical and abstract reasoning tests. Thus, a candidate would be able to compensate a lower score in one test by a better performance in the other one. The Assessment Centre, for which attendees will receive a financial contribution to ensure parity in who can attend, will comprise several different elements designed to test candidates ability in the competency areas agreed by the EU Institutions. These are: Analysis and problem solving Communicating Delivering quality and results Learning and development Prioritising and organising Resilience Working with others A further competency specific to the Administrator entry level is: Leadership.

8 FAQ The Assessment Centre exercises will include the following: Case study Oral presentation Structured interview Group exercise 5) Why has the new EU Careers branding been developed? A brand is more than just a logo- it is the substance behind the visuals as well. At this point, of substantial change and improvement to the recruitment systems, it is the perfect time to establish a further developed identity for promoting careers with the EU. We feel that this branding, along with the messages about the attractiveness of EU Careers, can make the most of the opportunity presented by the significant improvements to the selection procedure. It is has been purpose-made to use across a range of new media, such as Web 2.0, as well as our leaflets, press advertising and website. It is also designed to be not specific to any individual institution or office, so that it can be used across the Institutions- conveying a more coherent image of careers with the EU to potential candidates. 6) Who are the Raconteurs? The Raconteurs are a group of Administrator grade EU officials from across the institutions who we have asked to use Facebook and Twitter to inform interested candidates about their roles and their lives working at the heart of Europe. They will each post monthly blogs to Facebook and also mini updates (known as tweets ) on Twitter. If the initiative is successful then we will look to expand the number of Raconteurs, and the websites we use- specifically considering regional variations and Web 2.0 sites specific to particular Member States. 7) How can I find you on Facebook and Twitter? From the 15th March you will find links on our website. Alternatively just search for EU Careers or EU Careers Raconteurs.

9 Calendar of Events EU Institutions will be recruiting Administrators, Assistants, Linguists and Specialists through competitions which will take place throughout the year. Please find below details of dates and time frames for the competitions which will take place in 2010:

10 Competition Key Dates th March Administrator Competition (AD5): The competition for AD5 recruitment will be launched. The cycle will comprise the following fields: - European Public Administration - Law - Economics - Audit - Information and Communication Technology 6th April - 21st May Administrator Competition: The computer-based admission tests consisting of verbal and numerical reasoning, abstract reasoning and a non-eliminatory situational judgement test for AD5 recruitment will take place between these dates. Late April 2010 Specialist Competition: The competition for Specialist recruitment will commence with the online registration. July 2010 Linguist Competition: The competition for Linguist recruitment will commence with the online registration. EPSO will be opening Linguist competitions for Translators of the following languages: - Danish - German - English - French - Slovenian We will be opening Linguist competitions for Interpreters of the following languages: - Bulgarian - English - Dutch - Romanian - Slovenian December 2010 Assistant Competition: The competition for Assistant recruitment will commence with the online registration. Competition Time Frames 2010 For the competitions listed above we anticipate that the individual assessment phases will last for the following time periods: Online registration - 1 month; Computer-based admission tests - just under 2 months. You will be able to find more dates for the assessment phases as we update them on our website. Raconteurs Programme In order to inform prospective applicants about careers in the EU institutions EPSO is launching the Raconteurs initiative on March 11th. Applicants will be able to follow weekly blogs on Facebook and Twitter which have been written by young Administrators working in a variety of roles within the EU institutions. Find out more EPSO runs EU Careers events around Europe to inform potential candidates about EU careers within the EU institutions and, more specifically, about our selection procedures. You can find the dates for upcoming events on our website: