Recruitment Process - OTM-R

BSC is committed to Open Transparent and Merit-based Recruitment (OTM-R) for any potential candidate, in all our processes.
In 2015 we received the Human Resources Strategy for Researchers (HRS4R) award. Through and extensive and continuous process, we improve the conditions and opportunities at BSC.
See more information about this award and the action plans on the dedicated page HERE.

With these actions, BSC is committed to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. 
 

Here is the detail of the stages of recruitment:

1. Job Advert

  • All new positions have to be advertised on our website: Check the Job Offers List
  • Generally, job adverts are published for one month, unless there are other requirements from the recruitment process owner.
  • All the applications must be made through the BSC website. Once an application has been made, the applicant will receive an email indicating a reference number and a message saying that he/she will be contacted if his/her profile fits the position.
  • All the recruitment processes must include a panel of at least 3 people. Women will be represented in recruitment panels with a minimum proportion of 20-25% of the members of each recruitment panel. 

2. Screening Phase

  • The recruitment panel analyses the candidates profiles in relation to the requirements stated in the job description, and produce a ranking list.
  • Candidates selected for interviews will be contacted to arrange an interview.

3. Interview Phase

  • The process usually consists of two interviews. One is conducted by the department in which the position is to be based, and the other by HR, except in the case of Studentship vacancies, which follow a different process.
    • Department interview: technical interview and technical test (if required)
    • HR interview: competency and attitude-based interview
  • All interviews are conducted online in order to accomodate candidates living outside of Barcelona and abroad. 
  • For strategic positions, interviews will be organised by specific recruitment panels. The composition of these panels will depend on the vacancy.
  • During the interview process, a 5-minute profile questionnaire will be sent to the candidates in order to understand their motivations and profile as a professional. A report of this questionnaire will be made available to the corresponding candidate.

4. Contract Proposal

  • Once the recruitment panel has made a final decision on a candidate for the position, HR makes a call to the candidate in order to inform him/her of the conditions of the post.
  • Once HR has done all the necessary checks, a contract proposal is sent to the candidate.
  • This proposal includes:
    • Information about the position offered
    • Conditions (annual gross salary, working day, contract modality and duration, holidays)
    • Perks
    • Starting date
  • Once we have the signed document, HR requests the necessary documents for the preparation of a contract, etc.
  • Extra calls between HR and the candidate can be scheduled for explanation of and support related to tax issues.
  • Relocation: for any candidate who is coming to live in Spain, we make the process to obtain the work permit for her/him and her/his direct family (spouse and children) and we give support to the administrative tasks to settle in Barcelona (NIE process, appartment agencies, list of schools etc.).

5. Unsuccessful applications

  • All the candidates who took part  in the interview phase will be contacted by phone or e-mail to confirm the outcome of the recruitment process.
  • Throughout the recruitment process, candidates are able to contact HR (recruitment [at] bsc [dot] es) if they want to enquire about the status of the recruitment process.

6. Questions, Suggestions, Complaints

As per OTM-R principles, should you have any questions, suggestions or feedback/complaints about our Recruitment Processes, please contact recruitment [at] bsc [dot] es.

You will receive an answer within two weeks after your message is received by BSC.

We do our best to continuously improve your experience as a candidate and hope that your feedback can help us towards more excellence.

Diversity and equal opportunities employment

BSC-CNS is an equal opportunities employer committed to diversity and inclusion. We are pleased to consider all qualified applicants for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability or any other basis protected by applicable state or local law.

  • Recruitment Panels: Women in BSC will be represented in recruitment panels; the minimum proportion is 20-25% of the members of each recruitment panel. The objective is to promote the role of women in Research.
  • Career Breaks: In the recruitment and screening charts, maternity breaks will have an extra-punctuation in order to equal the breaks in the women careers.

Data protection

The applicant database and all applications received through BSC website are managed by the Human Resources team. All information is handled with due confidentiality and only for the purpose mentioned, and will be made available to the members of the recruitment committee in so far as they are necessary for the management of the process.