what is the minimum score to pass the test for a european union job
The recruitment process is never an like shooting fish in a barrel 1 and can be quite stressful at times, so information technology helps to be informed. In this section, you will notice information and communication on the different steps in the selection process. If you can't find the data yous need, then you tin can contact us directly at recruitment@coe.int.
Before Applying
Read the vacancy notice advisedly before applying – about of the essential data near the criteria required, and the role (responsibilities, location, course, etc) tin exist plant in in that location. Note that candidates who do not meet essential criteria will not be shortlisted.
Online application class
All applications must be made on-line through our online awarding system, autonomously from in infrequent and justified circumstances (if this is the example, please contact u.s. before the deadline by sending an e-mail to recruitment@coe.int). We practice not accept applications sent by postal service, fax or e-mail service.
Check our FAQ department for more specific guidance on the application form.
Assessments
Ability tests
As office of the selection procedure, you may exist asked to complete 1 or more online ability tests. Ability tests are timed tests designed to measure out a particular skill. At the Council nosotros typically use tests of verbal reasoning, numerical reasoning and/or logical reasoning.
To observe out more, please read our detailed information sheet. In addition, yous tin can try similar online do tests to ensure you are familiar with these type of assessments.
Written Exams
Written exams are typically aimed at assessing candidates' cognition and writing ability. Exams are normally held in Strasbourg, or in the capital of the country concerned. The nature of the exam can vary considerably, but a typical example might exist drafting a summary of a legal analysis or writing an essay on a relevant topic.
Simulation exercises – In trays, role plays, presentation exercises.
Simulation exercises are assessments which are designed to endeavor and replicate aspects of the role being recruited for, in society to appraise essential competencies required. The most frequently used simulation practice at the CoE is the In-tray (or in-basket) exercise.
In-tray Exercises: Candidates are given a number of documents based in a fictitious context, similar to that that they may encounter in the role (e.m. emails, reports, memos, etc). On the basis of the information provided, candidates are asked to complete a number of tasks, for case, brand a recommendation to senior managers, draft a response to a letter of the alphabet, or evaluate a number of different options. Candidates can be assessed on a number of different competencies through such an exercise, such every bit planning and work organisation, problem solving, communication, business organisation for quality, efficiency and accuracy, etc.
Presentation exercises: Similar to above, candidates are asked to examine information about a fictitious organisation and to nowadays views to an assessor on a number of issues. Information technology provides candidates with an opportunity to demonstrate their abilities in a realistic context. The presentation is normally in the grade of a i-to-1 coming together with the assessor.
Office plays: In this type of practise y'all may be asked to play a role in a fictitious context - a negotiation coming together, or staff management situation for instance. You will be provided with all the necessary data at the time of the assessment.
Language tests
The Council of Europe has two official languages, French and English. First-class knowledge of at least ane of these is usually an essential requirement, with skilful to very proficient noesis of the other an advantage. In some cases candidate may exist asked to complete a language assessment to evaluate linguistic communication adequacy.
Personality questionnaires
The personality questionnaire 'Dimensions' is sometimes used in recruitment to requite an indication of a candidates' preferred working style and typical behaviours in a working environment.
Competency based Interviews
Competency based interviews are semi-structured interviews designed to assess a candidate confronting a standard set of competencies required for a role. Competencies are the attributes of an individual that are of import for effective performance in a function and are usually a mixture of skills, ability, motivation and noesis. Competency based interviews enable us to sympathise a candidate's by behaviour, which is an excellent predictor of future behaviour.
For more information on competency based interviews, as well every bit some tips, please download our information canvas.
Source: https://www.coe.int/en/web/jobs/guidance-and-advice
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