Process to announce an open position and to (s)elect a candidate

Description, Required Competences, and Resources Needed

• Is there a clear description which tasks must be fulfilled?
• Does the description include the competences expected from the candidates?
• Does the description include the time and finances needed to fulfil the tasks?
• Are the rules for (s)election procedures transparently defined?

Announcement and Access

• Is it clear who should be considered for the position and how diverse potential candidates could be? (e. g. based data on project staff or statistics)
• Have representatives for the diversity of applicants or candidates given feedback how they perceive the announcement (e.g. by different gender, age, nationality)?
• Are the position and the (s)election process announced broadly via various networks to ensure that candidates are reached and encouraged to apply?
• Is there a standardised template for applicants to apply and present themselves
  (CV, motivational letter, presentations)?

Preselection (if applicable)

• Are those who preselect candidates trained in considering potential biases?
• Is the number of preselected candidates kept rather large then small?
• Is the process documented and justified?

(S)election

• Is the jury, board, or group involved in the (s)election diverse?
• Do jury or board members know how to counteract potential biases?
• Has each candidate the same opportunity to represent herself/himself?
• Is the interview process based on a standardised template (if applicable)?
• Is the process of decision finding facilitated by an expert (if applicable, e.g. to reflection on potential biases, same questions for every candidate?)

Documentation, Reflection, Improvement

• Is the process documented (diversity of applicants, experts involved in decision finding, justification of decisions, …) and reflected against potential biases?