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    At the EIB, our recruiting process goes beyond merely filling roles; it’s about identifying the right individuals to shape the future of Europe and beyond. Take a look at how our selection process works. 

    For any reasonable adjustments, contact us at disability@eib.org.

    1. Search for vacancies

    All job opportunities open to external applicants are published on our online platform. This platform provides detailed information about roles, responsibilities, and required qualifications. Before applying, you will be asked to create an account, which you can use for all future job applications. Additionally, you can sign up to receive email alerts whenever we post new jobs that might be of interest to you. 

    2. Application

    Interested candidates are invited to submit their applications online through the platform. The application process typically involves providing a resume, a cover letter, and answering some screening questions depending on the specific position. Please note that we only accept applications and CVs in English or French—our two official working languages. We highly encourage candidates to apply for specific job openings that match their skills and interests.

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    3. Screening

    After submitting your application, a screening process is conducted to assess the alignment with the job requirements. Shortlisted candidates may then be invited to participate in a digital interview, which could include a combination of pre-recorded questions and written responses. For certain roles, we might also ask you to complete a technical test for a more in-depth assessment of your competencies and/or knowledge of certain job-related tasks.

    For managerial roles, we will also invite you to a comprehensive external Assessment Centre. This is designed to provide a robust and independent evaluation of your managerial and behavioural competencies. The results of the Assessment Centre are summarised in a report, which remains valid for one year. You can receive feedback after the Assessment Centre.

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    4. Interview and additional tests

    Successful candidates proceed to the next phase, which involves in-person or virtual panel interviews. These panel interviews aim to better assess your skills, experiences, and suitability for the role, as well as to learn more about you as a person. It also gives you the opportunity to meet the hiring team and ask questions. Additionally, you may be asked to complete job-related tests, presentations, or case studies, depending on the nature of the position.

    We also administer online reasoning and personality tests. These tests provide us with insights into your working preferences, your reasoning processes, as well as your personality. The results remain valid for one year and are made available to hiring managers and selection panel members for their consideration.

    5. Offer and pre-employment screening

    Following the interview and assessment stage, selected candidates receive a conditional job offer from the EIB. The offer outlines terms and conditions, including remuneration, benefits, and other relevant details. Our offers are conditional on the points below:

    confirmation of medical aptitude/fitness for work

    This is typically assessed through the completion of a strictly confidential questionnaire and is accessible only by our medical service.

    satisfactory completion of a pre-employment screening

    Once you have accepted the offer, we will send you your contract. It will be useful to plan your next steps, such as renting accommodation or enrolling your children in schools. The EIB will support you throughout the onboarding process. Before we launch the pre-employment screening, you will be requested to fill out a self-declaration. If the self-declaration is in order, you will receive a contract with a conditional clause, subject to the successful completion of pre-employment screening managed by the external provider. At this time, you will also be granted access to our newcomers’ portal, where you will find plenty of information about your relocation to Luxembourg and the administrative steps you will be asked to complete prior to your first day. Indefinite contracts are subject to a successful probation period of 9 months. Probation periods for fixed-term contracts may vary from 3 to 6 months.

    6. Onboarding

    This is the final step for our successful candidate who is formally offered a position. On your first day with us, you’ll have the opportunity to meet new colleagues and learn more about the organisation during your initial induction session. 

    Recruitment privacy statement

    Personal data are processed in accordance with Regulation (EU) 2018/1725 of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data.

    The legal basis for this processing is:

    These personal data are required to manage your job application in order to compile a shortlist for an interview and possible recruitment. They are only used for the purpose of the selection of candidates in the context of recruitment and in accordance with the provisions applicable to recruitment at the EIB or the EIF respectively. The personal data are processed by the Recruitment Division's staff and can only be accessed by members of the Human Resources (HR) services of the respective institutions (EIB Personnel for EIB vacancies and the EIF’s HR Division for EIF vacancies), assisted by an external service provider selected by the EIB Group and members of at least the selection panels. Both HR services assisted by the external service provider may communicate the personal data of candidates between each other exclusively.

    Recruitment companies processing data on behalf of the EIB shall comply with their national legislation applying the General Data Protection Regulation (EU) 2016/679 ("GDPR") of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data. Any complaints on personal data processing can be addressed to the European Data Protection Supervisor (EDPS) at EDPS@edps.europa.eu or to the relevant Data Protection Officer:

    In the context of the pre-employment screening conducted for EIB positions, and with reference to recruitment tools used for selection processes throughout the EIB group, personal data processed by external service providers may be sent and stored outside the European Economic Area (EEA). The service providers will ensure that the personal information receives an adequate level of protection. This includes ensuring that it is kept secure, only used and released in accordance with instructions received from the EIB and for the purposes indicated at the time of collection of the data, or where required by law.

    The personal data collected and processed in the context herein will be retained by the EIB and/or the EIF, as the case may be, assisted by the external service provider, for a maximum period of three years as from the date of your application. This is necessary for further legitimate purposes, namely possible complaints before the European Ombudsman, court actions and/or audit requirements.

    You are entitled to access and rectify these data. Under certain conditions, you have the right to request the deletion of your personal data (for example, deletion of your personal data for a specific vacancy is possible only before the deadline for the submission of the applications for that vacancy) or restrict its use.

    You may exercise these rights by contacting the data processing controller at jobs@eib.org for the EIB and at EIFHR@eif.org for the EIF respectively. You are also entitled to have recourse to the European Data Protection Supervisor (www.edps.europa.eu) at any time. The right of access and rectification of personal data after the closing date of submitted applications may be exercised at any time during the selection procedure. This right is restricted to identification data and does not apply to admissibility criteria (i.e. nationality).