CERN Probably one of the most incredible experiments in the world! Martin Alirol.

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Presentation transcript:

CERN Probably one of the most incredible experiments in the world! Martin Alirol

LET’S GET STARTED! Key figures CERN Programs Application process Recruitment process Questions

Achieving great science… requires great talent… …yet we recruit very few physicists!

Firefighter Administrative Assistant Computing EngineerLawyer Machine Operator Physicist Vacuum Technician Radioprotection Engineer Information Officer Translator Technical Engineer (Electronics) Electronics Engineer

positions/year FIELDS :applied physics, engineering, computing LENGTH :4 to 12 months ELIGIBILITY :18 months of technical undergraduate studies FEATURES :a technical project with a CERN supervisor a living allowance, incl. health insurance Technical Students program Next application deadline 30 October 2015

~ 200 positions/year ~ 1200 applications /year FIELDS : physics, engineering, computing ELIGIBILITY :BSc, MSc or PhD no more than 10 years relevant post-MSc experience SELECTION:2 selection committees per year FEATURES : 2-3 year employment contract attractive salary incl. social benefits training possibilities Fellows are normally nationals of the Member States of CERN. There also exist a limited number of places for Fellows from non-Member States. Fellowship program “An ideal place to follow the most recent ideas in physics and start new collaborations” Next application deadlines: 3 March 2016

~ 150 positions/year ~ applications/year EMPLOYED MEMBERS OF PERSONNEL RECRUITED FROM OUR 21 MEMBER STATES Eligibility :> from apprenticeship to PhD Selection :> vacancies published on the WEB, all year long Features :- 5 year contract can be extended + 3 years - competitive salaries incl. social benefits - training possibilities (language courses, technical training) Staff

Register on cern.ch/jobs Look for vacancies and apply Upload your CV and Diplomas and other useful documents Acknowledgement of receipt

Your application is assessed at 3 different moments…. When you submit your application form and CV When you are invited for a video interview When you are invited for a final face to face interview …and by different people: Recruiter Hiring Manager Panel members Post to be published16/03/2015 Closing date26/04/2015 Longlist sent to Recruiting Manager on30/04/2015 Medium list finalised, applicants invited for video interview 06/05/2015 Deadline video for applicants17/05/2015 Shortlist sent to Recruitment20/05/2015 Pre-Board meeting08/06/2015 Selection board 12/06/2015

Case Study : Java s/w engineer 4 Invited for face to face interview 10 Video interviews 36 Online tests 146 Longlisted 244 Applied 1 Hire Youtube Video to promote the post Social Media & job boards Over 1000 people showed ‘interest’ Video screening Testing (offsite) Assessment (onsite)

Asynchronous Video Screening: what ? Using a web-based tool, applicants have to answer a list of questions, using a webcam In their own time Candidates do the video interview In their own time In their own time Viewers can watch the interviews In their own time High number of candidates Allows assessment upstream of skills (technical/behavioural/linguistic) Onsite assessment costly and why?

…any questions?