Application and Selection Process


Publication of the Vacancy Notice

All open vacancies are advertised on the eu-LISA website and often on other media channels such as EPSO, LinkedIn or specialised media.


Submission of the Application

Candidates should apply in English through the eu-LISA online recruitment platform before the deadline.


Eligibility Criteria Check

The eligibility of applications is checked against the criteria described in the vacancy notice. Those eligible are admitted to the selection procedure.


Selection Criteria Check

The applications are assesed against the selection criteria in the vacancy notice. The selection panel draws up a list of candidates to be invited to the following phase.


Assessment Phase

Short-listed candidates might undergo a short preliminary interview, and a mandatory interview. There will also be a written test in the relevant area of expertise.


Establishment of the Reserve List

The most suitable candidates are placed on a reserve list.

Level of Security Clearance

The Security Clearance is regulated in accordance with the Council Decision of 23 September 2013 on the security rules for protecting EU classified information (2013/488/EU).

According to Appendix A of this decision, the term 'Personnel Security Clearance' (PSC) refers to an official declaration issued by a competent authority of a Member State. This declaration is given after a thorough security investigation conducted by the competent authorities of the Member State.

Security investigation includes the investigative procedures conducted by the competent authority of a Member State following its national laws and regulations. The objective is to gather sufficient evidence to ensure that there are no known adverse factors that would hinder an individual from being granted a Personnel Security Clearance (PSC) or authorization for accessing European Union Classified Information (EUCI) up to a specified level (CONFIDENTIEL UE/EU CONFIDENTIAL or SECRET UE/EU SECRET). This investigation serves to verify the eligibility of an individual to access EUCI at the designated level until a specified date.

The level of the PSC is the highest classification level of the EUCI needed to be accessed by the concerned person, which in eu-LISA could be only as follows:

  • SECRET UE/EU SECRET: the unauthorised disclosure of this information could seriously harm the essential interests of the EU or one or more of the member states.
  • CONFIDENTIEL UE/EU CONFIDENTIAL: the unauthorised disclosure of this information could harm the essential interests of the EU or one or more of the member states.

Data Protection

eu-LISA ensures that candidates' personal data is processed in accordance with Regulation (EU) No 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data

The legal basis for the selection procedure of Temporary Staff (TA 2(f)) are defined in the Conditions of Employment of Other Servants of the European Communities (CEOS, in particular the provisions governing conditions of engagement in Title II).

The purpose of processing personal data is to enable selection procedures.

The selection procedure is conducted under the responsibility of eu-LISA's Human Resources Unit (‘HRU’). The controller, in practice, for personal data protection purposes is the Head of the Human Resources Unit.

The information provided by the candidates will be accessible for a limited number of authorised HRU personnel, to the Selection Committee, and, if necessary, to the Executive Director, Security and/or the Legal personnel of eu-LISA.

Almost all fields in the Application Form are mandatory; the answers provided by the candidates in the fields marked as optional will not be taken into account to assess their merits.

Processing begins on the date of receipt of the application. eu-LISA’s data storage policy is as follows:

  • for applications received but not selected: the paper dossiers are filed and stored in archives for two (2) years after which time they are destroyed;
  • for candidates included in a reserve list but not recruited: data is kept for the period of validity of the reserve list + one (1) year after which time it is destroyed;
  • for recruited candidates: data is kept for a period of ten (10) years as of the termination of employment or as of the last pension payment after which time it is destroyed.

All candidates may exercise their right of access to and rectification or erasure of their personal data or restriction of processing.

In the case of identification data, candidates can rectify the data at any time during the procedure. In the case of data related to the admissibility criteria, the right of rectification cannot be exercised after the closing date of applications.

Any substantiated query concerning the processing of the candidate’s personal data should be addressed to the eu-LISA’s HRU (

Candidates may have recourse at any time to eu-LISA’s Data Protection Officer ( and/or the European Data Protection Supervisor (

Selection Procedure

The selection procedure includes the following steps:

  • Candidates are invited to indicate their preferred role profile(s);
  • A Selection Committee, designated by the Appointing Authority, is established for the selection procedure;
  • Each application is checked to verify whether the candidate meets the eligibility criteria;
  • All eligible applications are evaluated by the Selection Committee based on a combination of certain selection criteria defined in the Vacancy Notice;
  • The quality of the information provided by the candidate in their application is of utmost importance. Candidates are requested to support their application with adequate, concise examples of their work experience (including traineeships, voluntary work etc), and qualification, especially if not directly addressed in the duties listed in the application under professional experience. Certain selection criteria may be assessed jointly and some criteria may be assessed in two or more stages of the selection procedure;
  • The most qualified candidates will be invited for a preliminary assessment (e.g., a pre-recorded video interview and/or a remote written test);
    The Selection Committee has the discretion to choose between remote and on-site interviews and written tests as deemed appropriate. For remote interviews, the Selection Committee reserve the right to conduct the interview using an online video interviewing tool for synchronous and/or asynchronous (e.g., recorded) interviews;
  • The most qualified candidates from the preliminary assessment phase will be invited for a shortlist interview and a written test (The Selection Committee has the discretion to choose between remote and on-site interviews and written tests as deemed appropriate.). Candidates may also be required to prepare a presentation in addition to the prior assessments;
  • During the shortlist interview phase, the Selection Committee examines the profiles of candidates and scores the candidates in accordance with the selection criteria;
  • In order to be included in the reserve list, candidates must receive at least 60% of the maximum scores during the shortlist interview and the written test phase;
  • The interview and the written test are predominantly conducted in English. Some questions or tasks may be asked in French for some parts of the selection process. In case English is the mother tongue of a candidate, interview or written test questions may be asked in the language indicated as their 2nd EU language;
  • After the shortlist interview and written test (including a possible presentation), the Selection Committee establishes a non-ranked list of the most qualified candidates to be included in a reserve list and proposes it to the Appointing Authority;
  • The Appointing Authority may choose from the reserve list a candidate for the post;
  • The reserve list established for this selection procedure will be valid until 31 December 2026 with possibility of extension;
  • Candidates included in the reserve list may be engaged for the same or similar post depending on eu-LISA’s needs and budgetary situation;
  • All shortlisted candidates will be informed whether or not they have been included in the reserve list.
  • Candidates should note that inclusion in a reserve list does not guarantee engagement.

Please note that the Selection Committee’s work and deliberations are strictly confidential. Any contact with its members is strictly prohibited.

As English is eu-LISA’s working language, the selection procedure will be fully conducted in English.

Appeal Procedure

If a candidate considers that they have been adversely affected by a particular decision, they can lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Union and Conditions of employment of other servants of the European Union, to the following address:

Vesilennuki 5
10415 Tallinn, Estonia

The complaint must be lodged within three (3) months. The time limit for initiating this type of procedure starts from the time the candidate is notified of the act adversely affecting them.

Application Procedure

In order for your application to be valid and considered eligible, you must create an account on eu-LISA’s e-Recruitment tool, complete the personal and CV information as well as eligibility and selection criteria checklists.

If you wish to apply for a position at eu-LISA, you must apply to a vacancy via the e-Recruitment tool.

eu-LISA does not accept applications submitted by any other means (e.g., e-mail or post), or any spontaneous applications.

Please make sure you indicate your desired role profile(s) as part of the professional competencies’ criteria section criteria section in the eRecruitment platform. You can either choose to apply for one (1) or both / several profiles depending on your interest and competencies.

Candidates are strongly advised not to wait until the last day to submit their application, since heavy internet traffic or a fault with the internet connection could lead to difficulties in submission. eu-LISA cannot be held responsible for any delay due to such difficulties.

Once the application has been successfully submitted to eu-LISA’s e-Recruitment tool, candidates will be notified by email.

Please note that if at any stage of the selection procedure it is established that any of the requested information provided by a candidate is false, they will be disqualified.

In case of any queries about the selection process, please contact the Talent Acquisition Service (

If a candidate reaches the reserve list stage, they will be requested to supply documentary evidence in support of the statements that they made for this application.

Please note that the selection procedure may take several months.

Reserve List

Candidates who succeed in the selection procedures are placed on a reserve list. The reserve list constitutes a pool of potential recruits that the Agency may use to fill vacant posts of similar nature, function group and grade.

However, placement on a reserve list does not guarantee employment in eu-LISA.

The adopted reserve lists have a fixed validity and may be extended by the Executive Director in the interest of service.

>> Status of the open reserve lists (updated 15 December 2022).