1) Look for vacancies
We do not recruit through competitions or “concours”. All job opportunities open to external applicants are published on our online e-recruitment platform, typically for a three-week period.
Before applying, you will be asked to create an account, which you can use for all future job applications. You can also sign up to receive e-mail alerts whenever we post new jobs that might be of interest to you.
If you would like to work with us, but none of the available vacancies fit your profile, don’t lose heart. Consult the website on a regular basis, or sign up to the e-mail alerts, and apply again when you see a role matching your experience and skills. We do not accept spontaneous applications. 2) Apply
Read the job description carefully and start preparing your application. Please note that we only accept applications and CVs in English or French – our two official working languages.
Need tips on how to write your application? Take a look at this small guide from our HR colleagues available on our careers website.
Finally, if you require any reasonable adjustments at the application stage, or later in the recruitment process, please send an e-mail to firstname.lastname@example.org. 3) Screening: assessment and digital interview
Once the application deadline has passed, our recruiters and hiring manager/panel members review the applications and select a “shortlist” of applicants to undergo further screening.
We use online reasoning tests for all our vacancies. Your performance in the tests is rated “pass” or “fail,” and your result is valid for one year.
For most vacancies, there will also be a pre-recorded video/digital interview or a phone interview. This is typically job-specific and is an opportunity to present yourself. As with a face-to-face interview, the assessment of the video interview is relative to other applicants.
For some roles, we might also ask you to complete a technical test for a more in-depth assessment of your competency and/or knowledge of certain job-related tasks. 4) Interview and assessment
If you are successful in the previous stages, we will invite you for a face-to-face interview programme.
For most vacancies, you will (after completion of a personality questionnaire), have an interview with your future manager and members of your future team, and with HR. If you are a candidate for a Managerial post, you will instead be interviewed by a panel comprising managers of at least the same level as the vacant post, from across the Bank and including a senior representative from HR.
Interviews will normally take place face-to-face at our premises, but may be conducted by video conference.
Your interview programme will also comprise further reasoning tests and, in most cases, a professional/technical test which aims to assess further your competency and knowledge on certain job-related subjects. The test may be marked on an anonymous basis or be discussed during the panel interview. 5) Offer and pre-employment screening
If you are selected, you will receive a conditional offer.
Our offers are conditional on:
- a confirmation of medical aptitude/fitness for work, which is typically assessed through the completion of a strictly confidential questionnaire, accessible only by our medical service.
- the satisfactory completion of a pre-employment screening.
Our standard contracts (excluding internships) are subject to a successful six-month trial period. 6) Your first day!
We are happy you made it!
During your first day, you will have the opportunity to meet other new starters from across the organisation at the initial induction. You will also be welcomed by your new colleagues and see your office for the first time.
During your first year with us, you will follow on-boarding and training sessions to make sure you integrate well within the EIB family. If you need any reasonable adjustments during any stage of the process, please send an email to email@example.com.