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ASSESSING NEEDS

INRAE has put in place a system that enables the transmission of recruitment needs based on requests from the research units, arbitration by reporting lines and recruitment that is aligned with defined needs. This system is integrated into the HR information system and incorporates the entire process of identifying and qualifying hiring needs. It makes it possible to activate all means of recruitment (competition, mobility, contractual staff), according to their relevance.

COMMUNICATION

A new bilingual website on employment opportunities and advantages of working at INRAE was published in 2020: INRAE Jobs. It lists all of the Institute’s job offers. A search bar on the home page can be used to filter offers by keywords, type of contract or geographical location. Visitors can subscribe to receive an email notification when an ad matching their search criteria is published or when an open competition for recruitment is launched.

Open competitions for the recruitment of tenured researchers are promoted by extensive communications initiatives to advertise offers to the widest possible audience, including via international media (Euraxess, Naturejobs, Academicspositions, Eurosciencesjobs, etc.). In addition, communication is being stepped up on social and professional media platforms such as LinkedIn, Twitter and ResearchGate and via a partnership with the Ministry of Europe and Foreign Affairs to relay INRAE offers through French embassies abroad.

A bilingual welcome booklet is also available to inform candidates about the organisation and functioning of the Institute.

REGISTRATION

On-line registration makes it easier to apply on INRAE Jobs website. Its user-friendly interface guides candidates step by step in completing the application and attaching supporting documents.

DISABILITY POLICY 

Each year, positions are reserved for people with disabilities who are recruited on a contractual basis rather than through the standard competitive process.  Successful candidates receive a one-year fixed-term contract at the end of which they may be considered for tenure if they have demonstrated their professional skills. A campaign for the recruitment of researchers and engineers with disabilities is organised each year.
  

Between 2013 and 2021, 88 people with disabilities have been recruited on a permanent basis.

INRAE proposes various assignment provisions and support to enable each new employee with a disability to fully exercise their duties in optimal conditions:

- tutoring: a career advisor to help deal with any difficulties that may arise,
- raising host team awareness: to work better together,
- medical monitoring: to adjust the position and working conditions.

In addition, the disability representative network facilitates the integration of staff with disabilities and provides counselling throughout their career.
  

- INRAE, accessible to all your aspirations (booklet)
  

TRANSPARENCY OF THE RULES

As with the recruitment of all permanent staff at INRAE, the recruitment of researchers and engineers must comply with the regulatory requirements regarding the organisation of civil service competitions. All information regarding the organisation of the competitions is available on the INRAE Jobs website from the opening date of the recruitment campaign. A guide for applicants explains the application requirements and the selection process. A job description sheet is provided for each position comprising the job description, professional environment, and the skills required.  The composition of the selection committees, the meeting dates, and the results are systematically published online on the INRAE website.

EQUALITY

INRAE implements a legal code of conduct regarding the equal treatment of candidates. A person related to the candidate cannot serve as a member of the selection committee. If a professional relationship is established (co-publications...), the board member will not be able to provide any determining criteria or interview the candidate. A guide for selection committees reminds members more particularly of the principles of equality and non-discrimination that prevail for the competitions.

MONITORING
APPLICATIONS 

AND 

INFORMATION
FOR CANDIDATES

Candidates are informed personally by e-mail of their result. After the final selection, they can contact the chair of the selection committee to obtain information about their assessment.
  

To make things easier for candidates wishing to come and work in France, INRAE has created a bilingual website dedicated to international recruitment: https://guide-for-international-scientists.inrae.fr/

MONITORING OF RECRUITS THROUGHOUT THEIR CAREERS

Recruited candidates are appointed trainee civil servants for a year, excluding research directors who receive tenure at the time of hiring. This one-year training period is a probationary period and may be renewed once for the same amount of time. The aim is to verify that the employee is able to carry out their duties, facilitate their adjustment to the assignments entrusted to them and smooth their integration within INRAE. Interviews are scheduled with the supervisors during this period to verify these points.

Researchers and engineers at INRAE are assessed by experts from INRAE and elsewhere. These assessments consist of recommendations based on reports written by the people being assessed. Recommendations are thus issued as to the continuation of their activities and projects. 
 

Engineers are generally assessed every five years. Researchers undergo an in-depth assessment every five years with a less-detailed assessment in between.

ASSESSING NEEDS

As with other recruitments, a procedure regarding feedback of requirements and arbitration is implemented. This arbitration is conducted in the light of pre-defined scientific priorities.

COMMUNICATION

Thesis offers are published on the INRAE Jobs website. People wishing to apply can subscribe to receive an email notification when an offer matching their search criteria is published. Offers are also published on networks created through partnerships with public institutions and the socio-economic sector.

TRANSPARENCY OF THE RULES

All the parties involved (PhD supervisor, doctoral student, head of the doctoral school, and head of the host laboratory) sign a PhD charter establishing the rights and obligations of everyone.
  

In view of its training through research mission, in 2008 INRAE promulgated a charter for the reception and integration of doctoral students and young doctors aimed at ensuring the monitoring of these members of staff, including in terms of their professional integration. This document remains in force since the creation of INRAE following the merger in 2020 of INRA and IRSTEA. It was supplemented in 2015 by the internal charter of contractual staff, which translates INRAE’s strong commitment to a responsible approach with regard to all its staff.
  

Four commitments:

- A mutual, clear commitment framework
- Clear and transparent recruitment procedures and decisions
- Greater integration and support for the duration of the contract
- End-of-contract support to reinforce employability

MONITORING DOCTORAL STUDENTS 

Thesis subject proposals and candidate profiles are approved by the doctoral schools with which INRAE research units are affiliated. The affiliation to doctoral schools offers students the possibility to undertake courses to help with the management of their project.  They also ensure their professional integration is monitored and that the scientific, material, and financial conditions are met to guarantee the good progress of the research work.
  

The scientific progress of the PhD is monitored by a steering committee which meets three times throughout the PhD to support, guide, and advise the doctoral student regarding the orientation and the progress of the research.
  

In addition, PhD students can enrol in all training courses offered by INRAE.