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Selection process

Various selection instruments help us to assess your suitability against one or more aspects critical for the position that you are applying for. The selection process typically consists of several steps and may include the following:

Shortlisting Shortlisting 

The selection process starts when we have received your application: we will first check if you are an eligible candidate. Note that we are only progressing eligible applications.

A nominated Selection Board will then go through the eligible applications and decide which candidates to shortlist for the next stage(s) of the selection process. The Selection Board assesses applications against the job-specific competencies defined in the vacancy notice under “How will I be selected?”, using solely the information provided in the application form. The criteria listed under “How will I be selected?” are critical to perform the job, but they are not exclusive. The Selection Board may therefore accept candidates that are not fulfilling all listed competencies. Based on a pre-defined methodology (e.g. by setting a minimum pass mark), the Selection Board shortlists the most suitable candidates for the next stage.  


We may ask you to complete one or more pre-selection exercises. All exercises are conducted in English. The pre-assessment helps the Selection Board to better identify the most suitable candidates to be invited to the last step of the process. We will inform you in advance if, and what kind of exercises will be used. Some examples of the types of assessment we use are:

  • video application or pre-recorded video interview 
    An opportunity to bring your application alive. It allows you to convince us about your motivation, qualifications, competencies and organisational fit.
  • computer-based test(s)
    Allow us to assess your cognitive abilities, job-specific or behavioural competencies. These tests are administered remotely with or without assistance of an invigilation service (you will receive all needed information when invited to sit the test(s)).

Final assessmentFinal assessment 

When you have arrived at the last step of the process, you will be interviewed by the Selection Board, and you may be invited to sit computer-based test(s) related to the job-specific (technical) competencies listed in the vacancy notice. To be included in the pool of suitable candidates, you will need to have received at least 65% of the maximum points in the final assessment phase. Depending on the needs of the Agency, the pool of suitable candidates may be used to fill the same or a similar vacant position of the same grade. Being included in the pool does not guarantee hiring. 

Similar to the methods used in the pre-selection phase, the computer-based tests are administered remotely in English with or without assistance of an invigilation service. These tests last typically between 30 to 60 minutes and have various formats. You may expect for example:

  • One or more open question(s) to be answered
  • An essay-writing or business case task
  • A multiple-choice test
  • A presentation to be prepared by the candidate

The interview may take place remotely. It is conducted in English by the Selection Board (usually 3 – 4 people) and takes approx. 40 - 60 minutes. 

Some practical tips to help you prepare for the final assessment step: 

We use the so-called competency-based interview method (also known as structured, behavioural or situational interview). Be prepared for a formal setting where the Selection Board has a structured set of pre-defined questions (typically 8 – 10), each focusing on a specific skill or competency. Your answers will be compared against pre-determined criteria and marked accordingly. The interview helps us to learn more about your motivation, expectations, skills, experience and behavioural competencies that are directly related to your likely success in the job. We may ask for specific examples of your past behaviour/ performance such as:

  • Tell us about a big decision you made recently in a work-related context. How did you go about it?
  • How do you influence people in a situation with conflicting agendas?
  • Give an example of a situation where you solved a problem in a creative way.

You can best prepare for your interview by reflecting your performance in your current and past roles in the light of the behavioural competencies outlined in the vacancy notice. Take some time to think of examples from your previous work that are relevant and that provide evidence of your strengths and abilities. You may find the so-called ‘STAR’ interview response technique helpful in structuring your thoughts. Following this method, you would describe in the following order:

  • the Situation or problem you solved;
  • your specific Task and the goals you were trying to achieve;
  • the Actions you took to address the situation;
  • the Results of your actions. If you were faced with the same challenge again, what would you do differently?

In addition: Use as basis for your preparation the vacancy notice, familiarise yourself with EASA and think what you could bring to the job you are applying for. Find out as much as you can about the job, specific technical concepts, associated regulatory framework and the business area you are applying for. Information is available on our Website. 
Towards the end of the interview you will be given the opportunity to ask some questions. We kindly encourage you to refrain from asking for information that is readily available elsewhere e.g. on our careers website.

For managerial positions only: 

If you are applying for a managerial position, your leadership competencies will be assessed by an external provider. You may be expected to participate in an Assessment Centre consisting for example of the following exercises: online personality questionnaire(s), competency-based interview(s), role play(s) and self-reflection discussion(s). The Assessment Centre may take place either virtually or face-to-face. The assessment is designed to provide an insight into your strengths and development needs.

Travel expenses: 

If you are travelling for an interview or Assessment Centre, we will reimburse your expenses in line with our provisions

Appeals procedure: 

If, at any stage of the selection procedure, you consider that your interests have been prejudiced by a particular decision, you can take the following actions: 

  • Lodge an administrative complaint under the procedures foreseen in Article 90(2) of the Staff Regulations of Officials of the European Union, preferably by email and addressed to the Authority Authorised to Conclude Contracts of Employment (AACC): recruit [at] (quote the job title and vacancy reference number). The complaint must be lodged within three months from the receipt of the notification of the decision to the candidate. The AACC shall notify the candidate of its reasoned decision within four months from the date on which the complaint was lodged. If, at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it, against which an appeal may be lodged under Article 91 of the Staff Regulations.
  • Make a complaint to the European Ombudsman: 
    European Ombudsman 
    1 avenue du Président Robert Schuman I CS 30403 
    67001 Strasbourg Cedex I France 

Please note that complaints made to the Ombudsman have no suspensive effect on the period laid down in Articles 90(2) and 91 of the Staff Regulations. Please also note that, under Article 2(4) of the general conditions governing the performance of the Ombudsman's duties, any complaint lodged with the Ombudsman must be preceded by the appropriate administrative approaches as described above.