The Computer Vision Center (CVC) is committed to ensuring that all recruitment and selection processes follow the principles of Open, Transparent and Merit-based Recruitment (OTM-R).
In 2015, CVC received the HR Excellence in Research award. Through and extensive and continuous process, we improve the conditions and opportunities at CVC.
See more information about this award and the action plans on the dedicated page HERE.
With these actions, CVC is committed to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.
1. Principles of Recruitment
Recruitment at CVC is governed by the principles of openness, transparency and merit-based selection, ensuring equal opportunities and non-discrimination. Selection procedures are conducted with impartiality, professionalism and efficiency.
Recruitment processes at CVC are conducted in full compliance with the Spanish legal framework applicable to public sector entities, particularly the constitutional principles of equality, merit and capacity, as well as transparency, publicity and impartiality.
The OTM-R framework complements these legal principles by providing structured and operational guidelines to ensure open, transparent and merit-based recruitment practices, in line with EURAXESS recommendations and the European Charter for Researchers.
2. Governance and Responsibilities
The Human Resources (HR) Department coordinates all recruitment processes at CVC, ensuring compliance with both the OTM-R principles and the applicable legal framework.
When necessary, the recruitment process, or specific stages of it, may be outsourced to external providers, under the supervision of the HR Department.
The definition of each position is carried out collaboratively between the HR Department and the person responsible for the role to be filled. Depending on the type of position, this may include:
- The Principal Investigator (PI), in the case of research and technical positions.
- The General Manager or Head of Department, in the case of administrative positions.
A Selection Committee is established for each recruitment process. This committee is responsible for the evaluation of candidates and must act with impartiality, professionalism and independence. Selection Committee members must declare any conflict of interest and ensure an objective and fair assessment of all candidates.
3. Recruitment Process
1. Job Advert
All vacancies are publicly advertised through appropriate channels, including CVC website and other relevant platforms, ensuring adequate publicity and equal access.
Research positions are systematically published both on the CVC website and on EURAXESS in order to ensure international visibility, while other types of positions are disseminated through the CVC website and other appropriate recruitment channels according to their nature. The duration of publication and the application deadline are established in each specific call, in accordance with applicable public sector regulations.
Applications must be submitted through the CVC website or, where applicable, following the specific instructions indicated in the corresponding job advertisement.
2. Screening Phase
Applications are reviewed by the HR Department in collaboration with the person responsible for the position to be filled. Candidates are evaluated against predefined criteria established in the job description. A shortlist of candidates is created based on this evaluation.
Candidates who are shortlisted will be contacted and invited to participate in the interview phase of the selection process.
3. Interview Phase
Candidates undergo technical and competency-based interviews. The process will normally consist of two interviews: a technical interview conducted by the person responsible for the position to be filled, and a second interview conducted by the HR Department focusing on competencies and overall suitability.
For certain positions, particularly those of a strategic or senior nature, interviews may be conducted by a selection panel formed for the recruitment process. The composition of this panel will depend on the characteristics of the vacancy.
Candidates are ranked based on the evaluation results. The final decision is justified and documented to ensure transparency and traceability of the process.
4. Contract Proposal
Once the selection process has been completed and a final candidate has been identified, the HR Department contacts the selected candidate to inform them of the outcome and the main conditions of the position.
Following the necessary internal verifications, a formal contract proposal is sent to the selected
candidate. This proposal includes:
- Information about the position offered
- Employment conditions (annual gross salary, working hours, contract modality and duration, holidays)
- Additional benefits (if applicable)
- Expected starting date
Once the proposal has been accepted, the HR Department proceeds with the necessary administrative steps for contract preparation and onboarding.
Additional communications between HR and the selected candidate may be arranged to provide further clarification regarding employment conditions, administrative requirements or other relevant aspects, including support on tax-related matters where needed.
For international candidates relocating to Spain, the CVC provides support throughout the relocation process, including assistance with work permits (where applicable) and guidance on administrative procedures (e.g. NIE), housing and other practical aspects related to settling in Barcelona.
5. Evaluation Criteria
Candidates are evaluated based on predefined and transparent criteria aligned with the
requirements of the position. These may include:
- Academic and professional experience
- Technical competencies
- Relevant skills and qualifications
- Performance during the interview process
The relative importance of these criteria may vary depending on the position and will be defined
in the corresponding job advertisement or selection procedure.
6. Questions, Suggestions and Complaints
In line with OTM-R principles, candidates may submit questions, suggestions or complaints regarding the recruitment process by contacting the HR Department through rrhh@cvc.uab.cat
CVC is committed to providing a response within a reasonable timeframe.
Feedback received through this channel is used as part of the continuous improvement of recruitment practices.
7. Diversity, Equality and Inclusion
The Computer Vision Center (CVC) promotes equal opportunities, diversity and inclusion throughout its recruitment processes, ensuring that all qualified applicants are considered for employment without discrimination on the basis of gender, gender identity, sexual orientation, age, disability, nationality, religion or any other legally protected characteristic.
CVC promotes gender balance in selection committees and, whenever possible, ensures an adequate representation of women in recruitment panels. This contributes to fostering diversity and reducing potential biases in the evaluation process.
Career breaks, such as maternity, paternity or other justified interruptions, may be considered during the evaluation process in order to ensure a fair and balanced assessment of candidates’ professional trajectories.
8. Transparency and Documentation
CVC ensures that recruitment processes are conducted in a transparent and traceable manner. Appropriate documentation is maintained throughout the different stages of the process in order to support accountability and compliance with OTM-R principles.
9. Data Protection
The Human Resources (HR) Department manages the applicant database, as well as all applications received through the CVC website. All information is handled with due confidentiality and solely for the purposes of the recruitment process, and will be made available to the members of the selection committee only insofar as it is necessary for the management of the process.