I hereby declare that I’ve read and understood the details of the Recruitment Procedure:
Initially, the search for the appropriate candidates is based on normal recruitment strategies (e.g. publication on ec.europa.eu/euraxess, etc.; personal contacts of the network partners). The pre and final selection will be made in a collective process. The candidates apply for maximum three specific projects and list their order of preference. Applications are made online through the ITNRICARE website. Promising fellows are invited for skype interviews. 1-2 candidates are subsequently invited and exposed to an interview week during which they will meet all INTRICARE-PIs to identify match-ups preferred by both the candidates and the PIs. In this way a complementary team of ESRs can be assembled. All recruitment is in line with the European Charter for Researchers, providing the overarching framework for the roles, responsibilities of both researchers and employers. The Code of Conduct for the Recruitment of Researchers functions as a set of principles and ensures that the selection procedures are transparent and fair. The recruitment strategy of ESA-ITN fully complies with the Code of Conduct definition of merit. For example, merit is not only measured on researcher’s grades, but on a range of evaluation criteria, such as team work, interdisciplinary knowledge, soft skills and awareness of the policy impact of science. The RC has members of each gender and considers the promotion of equal opportunities and gender balance as part of the recruitment strategy. Special efforts are made to attract women and fellows from new EU member states. ESA-ITN aims at a participation of 50% women in the network. Researchers are employed on fixed term contracts and are registered as staff candidates for PhD degrees. Therefore, they are entitled to pension contributions, paid holidays, and other employment benefits as governed by the universities and industrial companies. In case not all ESRs can be recruited with this procedure, the recruitment procedure is “decentralised”, meaning that the Involved Supervisors will continue the search for good candidates and have the authority to decide which person they recruit. However, the Coordinator will be kept informed at all times when new eligible candidates appear. The coordinator will make an official complaint in case the Code of Conduct for the Recruitment of Researchers is breached. The Involved Supervisor is then expected to find another candidate.