At the EORTC, we make sure that all candidates have equal opportunities during the recruitment process.
Our staff represents over 35 different nationalities.
Preselection is done based on objective criteria such as experience and qualifications. Furthermore, our recruitment process is well defined and unbiased with regards to gender, nationality, etc.: a first interview with Human Resources to evaluate the candidate’s motivation, personality, and other practical information such as location, salary expectations, etc., followed by a second interview with the hiring manager to evaluate skills and experience more specifically in relation to the role.
Besides, we encourage internal evolution by regularly inviting our employees to apply when a new position opens.
With 55% of women in management positions, we demonstrate that we encourage both women and men to apply to people- and/or strategic management roles.
We have also created a salary grid for each department based on experience, seniority level and current job market to ensure fairness and homogeneity within each department.
Training development, material and process is based on competences to be acquired to perform the assigned tasks. The EORTC is promoting a learner approach that includes sufficient time to acquire competences, participation of each learner, discussion and feedback during the learning process. EORTC working practices such as respect, collaboration and communication including valuing others’ contributions, helping others to overcome obstacles, building trust, listening for understanding, actively sharing information, sharing expertise when helpful, and encouraging balanced participation in discussion promote a positive and inclusive learning and teaching experience. Training material expressing gender diversity and inclusion is encouraged. Support to trainers is provided through dedicated staff.