CERN's Recruitment Policy
CERN's staff recruitment policy is built upon the following 5 principles :
- Recruit Excellence
Committing to hire people with the highest relevant technical and behavioural competencies
- Source talent for today and tomorrow
Bearing in mind both the short and long term needs of the Organization
- Get the right people in the right place at the right time
Ensure proactive and timely staff recruitment
- Encourage and value diversity
From sourcing to hiring, appreciating differences
- Recruit Ethically
Ensuring a clear, transparent and fair recruitment processes
Our Fellows, Associates and Students programmes build upon the four cornerstones of CERN's mission - research, technology, collaboration and education - providing a direct contribution to carrying out CERN's mission in Europe and worldwide, whilst providing first class training opportunities in a high-tech, multicultural and multi-lingual environment.
Below are a number of diversity considerations extracted from the detailed recruitment policy document.
Age & Experience
- CERN requires a balanced mix of ages and should make particular efforts to specifically target experienced recruits as well as graduates in order to bring a healthy mix of industry best practices and latest learning innovations.
- CERN hires predominantly from the private sector, and particularly from Hi-Technology, but also from its own recruitment pools (e.g. Fellows). CERN should strive to adopt a balanced mix of recruitment sources.
- Furthermore CERN should make particular efforts to increase the pool of Technicians and Technical Engineers.
- CERN will target fresh recruits. In principle, and in line with recently-implemented policy, CERN will not re-hire former LD staff members. In exceptional circumstances where specialised competencies may not be found on the market, and with the DG’s authorisation, a former LD candidate may be invited and selected.
- CERN will strive to hire people of the right qualifications for the position which is opened. In general preference will be given to candidates with the qualification level indicated on the vacancy notice. Candidates with higher qualifications (in the same domain as the post) than those required will normally not be considered.
- The recruitment pool for Career Paths A & B is defined to be the local region. The policy is to recruit Career Paths C-G internationally. Particular efforts should be made to source and attract excellent candidates from the Member States further afield whilst taking into consideration Member State Return Coefficients.
- CERN will source amongst its Member States. Except for a minority of Category 1 positions in Experimental and Theoretical Physics, Non Member State (NMS) applicants will receive a reply informing them of their ineligibility. In exceptional circumstances where specialised competencies may not be found on the MS market, and with the DG’s authorisation, an NMS candidate may be invited and selected.
- Associate and “pre-stage to Membership” candidates may apply for staff positions once membership to CERN Council has been approved. The number of appointments for associate members is limited by the percentage contribution of the applicable CERN budget.
- Whilst around one-third of the applicants are women with the appointment rate reflecting this proportion, specific efforts should be made in particular amongst scientists and engineers to encourage more applications from women.
Special Needs / Accessibility
- The recruitment process should be fully accessible and support candidates with special needs. Adhering to W3C standards for the web interface will ensure colour-blind or people with reading difficulties may still apply. Alternative methods of application should be provided for candidates with special needs who are unable to apply via the online application form. Every effort should be made throughout the application, selection through to hiring process to accommodate special needs.