Selection procedure for researchers
A newly opened position is always advertised on the Institute of Botany (IB) Career tab, R2 positions (postdoc) and higher are also advertised on Euraxess.
The advertisement covers all necessary areas including a detailed job description, our requirements and information on how to apply and what documents to provide. These most often include the applicant´s CV and a motivation letter. In some cases, we also ask for a list of publications or of specific professional results and/or for contact information for persons who can provide relevant reference information about the applicant.
The application including all documents required should be sent to email@example.com by the deadline specified in the advertisement. IB employees will then confirm receipt of the application.
Shortly after the expiration of the deadline, applicants can expect to learn whether they have successfully passed the first round of the selection procedure during which the selection committee assessed all applications sent for a specific position.
Short-listed candidates will also learn about the following steps. In some cases, this email will also include an invitation to the next round of the selection procedure, i.e. a structured interview, as well as instructions how to prepare for the interview.
Interviews are organised either face-to-face at IB premises in Průhonice, Třeboň or Brno, or online, usually on Zoom or MS Teams.
The selection committee consists of its chair, the IB employee looking for a new colleague, and other IB employees designated by the committee chair. It is important that the committee be gender balanced.
The interviews should have a fixed structure: beginning with a brief introduction of the committee members, of the department/lab, followed by a description of the position. Next, the applicants will introduce themselves. They are often asked to prepare a presentation on their professional background and/or projects they participated in (7-15 mins).
Following the presentation, committee members usually ask questions regarding the applicant´s professional experience and results. Applicants may also be asked about their so-called soft skills.
The applicants, too, will be given a chance to ask questions. And at the end of the interview, they will be informed what to expect and when, namely when the results of the interview will be known.
The evaluation takes place after the interview itself and is based on a set of criteria determined in advance for each position. Each committee member evaluates candidates on their own. The resulting evaluation includes evaluations of all committee members.
Candidates who have not succeeded during their interviews will receive an email offering them the possibility to ask for feedback on their performance.
Successful candidates receive a job offer, which includes a detailed job description, specification of their qualification category, information on their gross salary and on employee benefits offered by the IB.
If they accept the offer, they are contacted by employees of the Personnel department who inform them about the employment process. In the case of candidates from abroad, employees of the Personnel dept. actively assist the candidate in acquiring visa, etc.
Selection and recruitment of researchers according to the principles of OTM-R
(Open, transparent and merit base recruitment)
The primary aim of every selection procedure for researcher positions at the Institute of Botany CAS is to find the best possible candidate available at the time on the labour market, who objectively meets the criteria for the position and is motivated to work on the position in question. This is why selection procedures are open to all candidates and the entire process is transparent.
The IB strategy adopted when filling a vacant position is based on open and transparent processes using inclusive approaches and objective evaluations of candidate´s professional experience, skills and capabilities.
The process may vary depending on the position offered, but it is always set up so as to meet the principles of transparency and non-discrimination.
Available positions must be advertised so as to reach as many potential candidates as possible and to allow them to apply for the position.
Criteria which could lead to the discrimination of members of disadvantaged groups (with special emphasis on gender) are unacceptable.
Positions in categories R2-R4 are always advertised on an international platform.
All candidates applying within one selection procedure must be assessed fairly and the same principles of non-discrimination, announced in the advertisement, must apply to all of them. The selection of candidates is made a committee nominated by the IB Director. Gender balance is one criterium considered when nominating committee members.
In the course of the entire selection procedure, all candidates must be treated with respect and dignity. The utmost effort must be made to successfully fill the vacant position, but providing the candidate with a positive experience regardless of the result of the procedure is also important.
This includes immediately confirming receipt of the application, and informing of the process: whether the candidate passed to the second round or not, and informing the short-listed candidates whether they will be offered the position or not following the interview.
All candidates are entitled to ask for feed-back information.
The Head of the Personnel department must be informed of all planned selection procedures in advance, which will ensure meeting the basic principles as well as maximum effectivity of the entire procedure.
The Personnel department must be informed in time (i.e., before the selection committee starts to assess applications) of potential conflicts of interest of committee members and candidates.
All documents provided and used in the course of a selection procedure are processed in accordance with GDPR principles and are considered confidential.
The IB provides all its employees participating in selection procedures with the possibility to develop the necessary skills and competences, be it as courses, manuals and other written documents. This helps the IB to ensure that all selection procedures are realised in accordance with the above principles.