Why have we decided to write this article? We all know mobility in the Commission is exemplary (look at the precise targeting of some internal competitions). We also know all job interviews in the Commission endeavour to follow the highest standards of transparency with the sole objective to find the best candidate for the job. Talent and Career Development! People First!

You might think “really?”: while many interviews in the institutions are carried out professionally, unfortunately, this ideal world can sometimes be very far from reality. Our institution gives numerous examples of repeatedly carrying out  interviews only to give the position to a “cabinet paratrooper”[1], to “the one I already know, and I want” (usually the “loyal one”), to “the one I want to give a temporary agent contract” (usually the “loyal one” too) and so on and so forth.

These practices seem clearly unethical for any workplace.  This problem is particularly acute in years of end of mandate of the Commission. Every year, hundreds of colleagues and EPSO laureates spend thousands of hours preparing for interviews where they have no real chance to get the position. This presents a less than “scrupulous observation” of the principle of good administration and a, certainly, huge waste of taxpayers’ money.).  The situation is not a new one, one classic states, “All animals are equal, but some are more equal than others”. 

Some colleagues are also involuntary “accomplices” in these masquerades, unwittingly(?) accepting to be part of these unethical procedures without considering that the role was already for someone else. Please consider integrity before loyalty.  

Here you can find some tips on how to identify a “faked interview” 

• If no one is interested in your previous evaluation reports (CDRs)
• A Sysper search indicates that in that unit there is no vacant position which corresponds to the advertised vacancy. 
• If the interview is rescheduled more than 3 times 
• If the meeting room is locked when the interview should start 
• If a panel member is a possible candidate for the post 
• If you are requested to know more about the DG/service, etc. than people working there, and you come from another DG/service, there is a high probability the “chosen one” will come from inside (including cabinet). 
• If during the interview, the manager starts looking at his phone (yes, it really happened), there is a high chance s/he does not care too much about what you are saying. 
• If during the interview, the manager asks you two questions and gives the floor to the next member of the panel after you only replied to the first one (yes, it really happened too), there is a high chance s/he does not care too much about what you are saying. 
• If potential feedback is announced in an undefined future 

Do you know or have witnessed any examples of a faked interview?

Please share your experiences with us!

[1] ‘parachutage‘ (‘parachuting’) is a French term which roughly corresponds to the English ‘cronyism‘. Contrast this with meritocracy.