Carta Europea del Investigador - European Commission - Europa

Advertisements should give a broad description of knowledge and competenciesrequired, and should not be so specialised as to discouragesuitable applicants. Employers should include a description of the workingconditions and entitlements, including career development prospects.Moreover, the time allowed between the advertisement of the vacancy orthe call for applications and the deadline for reply should be realistic.SelectionSelection committees should bring together diverse expertise and competencesand should have an adequate gender balance and, where appropriateand feasible, include members from different sectors (public and private)and disciplines, including from other countries and with relevant experienceto assess the candidate. Whenever possible, a wide range of selection practicesshould be used, such as external expert assessment and face-to-faceinterviews. Members of selection panels should be adequately trained.TransparencyCandidates should be informed, prior to the selection, about the recruitmentprocess and the selection criteria, the number of available positions and thecareer development prospects. They should also be informed after the selectionprocess about the strengths and weaknesses of their applications.Judging meritThe selection process should take into consideration the whole range ofexperience 15 of the candidates. While focusing on their overall potential asresearchers, their creativity and level of independence should also beconsidered.15See also The European Charter for Researchers: Evaluation/Appraisal systems in Section 1 ofthis document.59