Application

Before applying: carefully read the vacancy notice before applying, as it contains most of the essential information about the role, including responsibilities, location, grade and more. Be sure that you meet all the specified criteria before submitting your application.

• Competencies and core values: our human resources policy is built around the core values and competencies of our staff. Our Competency Framework and Core Values identify and describe the knowledge, skills, attitudes, values and behaviours needed to successfully achieve our mission. These principles guide our recruitment process, ensuring we select candidates who align with our organisational goals.
• Each role requires a set of essential competencies, which are indispensable for the job and desirable competencies, which enhance your profile but are not mandatory. For a detailed list of role-specific competencies, please refer to the vacancy notice.
• Experience and Qualifications: given the varying types of jobs we offer, other requirements (such as professional experience, qualifications, linguistic and IT skills) differ according to each job and can therefore be found in more detail in the specific vacancy announcements.

Screening

Screening

We receive many applications, and we invite to assessments only in proportion of the number of jobs we have to propose. Therefore, depending on the number of applicants, we might have to narrow down the list of persons selected for the next stage in order to keep only the best profiles. You will be notified whether you have been selected or not.

Assessment

Assessment

• Ability tests: as part of the selection procedure, you may be asked to complete one or more online ability tests. Ability tests are timed tests designed to measure a particular skill.
• Written exams: the written tests are designed to assess the candidates' knowledge and their writing skills. Exams are usually held online. The nature of the exam can vary considerably, but a common example might be drafting a summary of a legal analysis or writing an essay on a relevant topic. To prepare yourself, consider the key topics and issues relevant to the positions you are applying for.
• Simulation exercises: in trays, role plays, presentation exercises: simulation exercises are assessments designed to replicate aspects of the role being recruited for, allowing us to evaluate the essential competencies required. The most commonly used simulation exercise at the Council of Europe is the In-tray (or in-basket) exercise.
• In-tray exercises: candidates are given a set of documents based in a fictitious context, similar to what they may encounter in the role (e.g. emails, reports, memos, etc). Using the information provided, candidates are asked to complete a series of tasks, such as making recommendation to senior managers, drafting a response to a letter, or evaluating different options. Through these exercises candidates may be assessed on a range of competencies, such as planning and work organisation, problem solving, communication, concern for quality, efficiency and accuracy, etc.
• Presentation exercises: in a similar exercise, candidates are asked to review information about a fictitious organisation and present their views on a range of issues to an assessor. This provides an opportunity to demonstrate abilities in a realistic context. The presentation could be conducted in the form of a one-to-one meeting with the assessor.
• Role plays: in this type of exercise, you may be asked to play a role within a fictitious context, such as negotiation meeting or a staff management situation. You will be given all the necessary information during the assessment.
• Language tests: the Council of Europe has two official languages: English and French. Very good knowledge of at least one of these languages is typically required, while good to very good knowledge of the other is considered an advantage. In some cases, candidates may be required to complete a language assessment to evaluate their proficiency.

Preselection

(This step does not apply to recruitments at grade A6-A7).

Only applicants who perform best in the assessments are preselected.

For international recruitments, Junior Professional Programmes and Turnover Workforce Schemes, a Preselection list is established and remains valid for 4 years. 

Once you reach this stage, you will be asked to submit the required diploma(s) and to indicate professional references.

If you are on a Preselection list, it is important for you to keep your profile up to date during the whole period of validity of the list. We invite you to update your online profile to include any recent modifications, such as new qualifications obtained, changes to your current employment status, and other modifications in your contact details. This will help us when considering you for open vacancies when they arise.

Interview

During the validity of the Preselection List, you could be interviewed by interested managers. As soon as a need arises, DHR will share relevant CVs with the hiring managers. If your profile convinces managers, you may be invited for interviews.

Competency based Interviews: competency-based interviews are semi-structured interviews designed to assess candidates against a standard set of competencies required for the role. These competencies include a mix of skills, abilities, motivation, and knowledge—all essential for effective performance. By focusing on a candidate’s past behaviour, competency-based interviews help predict how they are likely to perform in future situations.

 More information on competency-based interviews

Appointment

At the Council of Europe, to assist onboarding and ease the integration of new colleagues within our Organisation, you will benefit from onboarding sessions and from our Buddy programme. Your Buddy will help you find your way around the Organisation’s premises, offer assistance and useful contacts in navigating workplace common tools and serve as a point of contact for questions or concerns you may have (schools, childcare, rentals, etc.).