The selection will be carried out through the competition-opposition system.
As a first phase, an analysis of the curriculum will be carried out (assessment of previous experience and / or scientific history, degree, training and other professional information relevant to the position). Career breaks or variations in the chronological order of CVs will be regarded as an evolution of a career, and consequently, as a contribution to the professional development.
The assessment of the CV in the competition phase will be scored up to 40 points, which will consider the following aspects:
- Professional experience in the design, operation, maintenance or development of cryogenic systems, cryogenic infrastructures, helium liquefaction and recovery systems, cryostats, cryocoolers or equivalent technologies. (Max 15 points)
- Professional experience in operation, troubleshooting, maintenance and reliability improvement of complex technical facilities and infrastructures. (Max 10 points)
- Professional experience in technical coordination of engineering projects, including technical specifications, procurement activities, supplier follow-up, installation and commissioning. (Max 5 points)
- Experience/training on engineering design and/or engineering analyses (CAE, FEA, CFD, thermal and thermo-hydraulic studies), including interpretation and validation of results. (Max 5 points)
- Professional experience as an engineer working in a scientific environment in scientific facilities, research infrastructures, particle accelerators, synchrotrons, fusion facilities or high-technology equivalent environments. (Max 5 points)
The best rated candidates, at least two if possible, will be invited to an interview where the technical competence, knowledge, skills and professional experience linked to the position will be assessed, with a total score of 60 points. A minimum of 30 points must be obtained out of a total of 60 points to be eligible.
Provided they meet the minimum requirements and have ranked among the top five after the assessment of the CV phase, at least one person from the underrepresented gender in the division/office will be interviewed.
The interview will include at least:
o Presentation and adequacy of professional experience. Up to 25 points.
o Auto-assessment of soft skills and complementary education/training. Up to 15 points.
o Vision of the job position. Up to 5 points.
o Motivation for applying. Up to 15 points.
The merits will be accredited by means of the CV attached to the application. The selection board may require accreditation by additional documentation, originals or certified copies confirming the experience invoked in the CV.
In case of a tied final score, the position will be awarded to the person who belongs to the most underrepresented gender in the corresponding Division and subsidiarily to the overall company.
If necessary, alternates of the members of the selection board will be appointed by the president of the selection process, and the change will be published in the announcement.
The resolution of the selection procedure will be carried out within a maximum period of six months from the deadline for submitting applications for participation.
The selection process may be declared vacant if the selection board considers not to have found eligible candidates for the position although they might meet the requirements to participate in the selection process specified in the offer.
