At EPFL, recruitment is based on a clear and rigorous procedure designed to ensure fairness, transparency, and quality in hiring. This process is structured around several key steps, from identifying the need to integrating the recruited individual.
Scope
The recruitment process applies to all administrative and technical staff, as well as part of the scientific staff, excluding faculty members, PhD students, and postdocs. Apprentices are also recruited through a separate process.
Digitalization of Recruitment
As part of the Nexus project, the SAP SuccessFactors platform enhances the recruitment process while reinforcing EPFL’s data protection obligations.
1. Define the Need and Prepare the Position
Everything begins with the manager’s analysis of the need. A job description is drafted using a standardized template, specifying the responsibilities, required skills, and employment conditions. This step also includes validating the position’s funding and forming the selection committee.
2. Publish the Job Posting
Once the position is defined, the Employee Experience department publishes the job posting through appropriate channels: EPFL’s website, external job platforms, and sometimes via the Regional Placement Office (ORP), depending on legal requirements. The goal is to attract a wide range of qualified candidates.
3. Select Applications
The selection committee reviews applications received via the SAP SuccessFactors platform, organizes interviews, and evaluates profiles based on objective criteria. Tools such as evaluation grids or tests may be used to support decision-making. Diversity and inclusion are key principles at this stage.
4. Verify and Validate
Before making any job offer, checks may be conducted: reference checks, criminal record verification (for certain positions), and diploma validation. These steps aim to secure the recruitment process while respecting data confidentiality.
5. Finalize the Hiring
Once the candidate is selected, the job offer is being finalized with an offer letter and a presentation of the EPFL working conditions. The salary is proposed in line with internal salary scales and the candidate’s profile.
6. Welcome and Integrate
Integration is a crucial step to ensure a successful start. It includes a personalized welcome, access to internal tools and training, and support from the team and HR to help the new employee adapt to EPFL’s environment.
To Learn More:
→ Recruitment process (in French, PDF)
→ Intranet > Manager’s Toolbox > Recruitment
Contact
For any questions regarding recruitment, please contact the HR specialists of the relevant unit, or send an email to: