UCLouvain recruitment best practices

UCLouvain's HR policy promotes gender equality, ensures equal opportunities, and is attentive to and respectful of diversity. Should you have any questions, please contact us at jobs-diversite@uclouvain.be.

Those involved in the process of selecting new staff are engaged in an endeavour that places a premium on integrity and professionalism for the benefit of UCLouvain, an educational and research institution that serves the community. Their mission is to identify the candidate who:

  • has the required qualifications (for both the basic job profile and its specificities);
  • is able to integrate into the institution and adhere to its values;
  • is able to progress in the different facets of the profession and evolve with the institution.

Staff who carry out recruiting tasks act in accordance with the following rules.

  • Recruitment is carried out with respect for the rights and dignity of the person: people who participate in the selection process refrain from methods that could harm the persons concerned or undermine their dignity (choice of questions, methods, tone of voice).
  • The information requested in any form whatsoever from a job applicant can only have the purpose of assessing his or her ability to take on the job and perform the required skills.
  • The recruitment and selection process is conducted in an objective manner, without discrimination as to sex, ethnicity, religion, politics, age, civil status or medical history.
  • All recruitment is based on accurate and sufficient information about the institution and the job offer. Candidates are informed as objectively as possible about the job to be filled and the profile required for it, in order to be able to assess the opportunity to participate in the selection procedure. Candidates are informed in particular about current salary scales and career development rules applicable within the universities of the French Community, as well as about the selection process itself.
  • The candidate participates freely in the procedure.
  • The tools used (psychotechnical tools, scenarios, language tests, etc.) are professional, validated, updated and controlled by their users, who demonstrate complete competence in this area. The tests are used with the agreement of the candidates, who are informed of their content. Candidates can also obtain their test results.
  • Apart from sharing information within a team of colleagues and with the persons participating in the selection process for the purpose of better understanding candidates, the information collected from candidates cannot be disclosed.
  • Candidates are entitled to information: they are clearly informed of the use that will be made of collected data, of the manner in which any decision will be taken, of the foreseen deadlines and persons involved in the procedure. Feedback is provided to both retained and unsuccessful candidates and they are notified in writing a reasonable time.
  • References from past or current employers cannot be collected without the candidate’s agreement.

These rules were drawn up in accordance with the legal provisions concerning the recruitment and selection of workers (Royal Decree of 31 August 1999) rendering compulsory Collective Labour Agreement no. 38quater of 14 July 1999, amending Collective Labour Agreement no. 38 of 6 December 1983, itself amended by Collective Labour Agreements nos 38bis of 29 October 1991 and no. 38ter of 17 July 1998).​