Administrative and technical staff selection procedure

The recruitment procedure aims to hire the best qualified candidate with the professional and personal skills and aptitudes to meet the demands of a certain post. Job requirements are defined by the supervisor and, if necessary, the Human Resources Department.

The selected candidate will:

  • possess the technical qualifications and personal aptitudes necessary to carry out the job in the best possible fashion;
  • be able to integrate within the institution and adhere to its values;
  • progress in the job while taking an interest in the institution’s development.


To be valid, every application must be submitted via our e-recruitment platform (SuccessFactors). Create and complete your profile and apply for vacancies corresponding to your qualifications and aspirations. Every application received is acknowledged by email.


Applicants whose profiles are best suited to the post are selected and contacted by the appropriate recruitment officer and called for an interview.

Following a positive first interview, a second interview is arranged with the vacant post’s supervisor.

For level 1 (master’s degree/engineer level) permanent management posts, following the second interview candidates are invited before a ‘Selection Committee’.

End of procedure

After all required interviews, each candidate is informed of the final decision.

Human Resources Department recruitment officer(s) strive to serve the institution with integrity and professionalism, respecting the rules defined in the ‘Good practices of ethical recruitment’.

Staff responsible for recruitment of administrative and technical staff (PAT) strive to serve UCL with integrity and professionalism. Their goal is to find the candidate who:

  • possesses the required qualifications (for both the basic profile and characteristics specific to the post);
  • is able to integrate within the institution and adhere to its values (and particularly those of the department in question);
  • progress in the job while taking an interest in the institution’s development.

Recruiters respect the following rules:

1. Recruiting takes place with respect for the personal rights and dignity of candidates: recruiters refrain from methods that might be detrimental to candidates or their dignity (choice of questions, methods, tone).

2. Information requested of the candidate can serve only the purpose of evaluating his or her capacity to perform the job or professional aptitudes.

3. The recruitment and selection process takes place in an objective manner, free from discrimination on grounds of gender, ethnicity, religion, politics, age, civil status or medical history.

4. All recruitment takes place based on correct and sufficient information concerning the institution and vacancy. Candidates are informed in the most objective way possible concerning the job function and profile so they can assess whether to participate in the selection procedure. Candidates are informed of the pay scale and career development rules of French Community of Belgium universities.

5. The candidate participates in the process of his own accord: the recruiter engages no one against their will and recognises the candidate’s right to withdraw from consideration at any time.

6. Tools employed, such as tests, are professional, validated, updated and fully understood by the user, who demonstrates full competence in the subject matter. Tests are used with the candidate’s fully informed consent. Candidates can obtain their test results.

7. Any documents created as a result of recruitment are presented and stored in a manner that respects professional confidentiality.

8. Information gathered from candidates cannot be divulged beyond sharing information with colleagues and superiors for the sole purpose of obtaining a better understanding of the candidate’s suitability for the post.

9. The candidate has a right to information: he or she is clearly informed of the use that will be made of the information he or she provides, of the selection process, timelines and decision-makers. Feedback is provided to both selected and non-selected candidates via a timely written response.

10. Past employment references cannot be obtained without the candidate’s consent.

These rules were developed in accordance with legal provisions concerning worker recruitment and selection (31 August 1999 Royal Decree rendering obligatory the collective labour agreement no. 38quater of 14 July 1999, modifying collective labour agreement no. 38 of 6 December 1983, modified by collective labour agreements no. 38bis of 29 October 1991 and no. 38ter of 17 July 1998).