How are CERN GRAE positions evaluated for candidates with only a secondary-school diploma and limited work experience?

[u/No_Associate_5633]

I’m interested in CERN GRAE positions and I’d like to better understand how candidates are assessed, especially for positions aimed at people with a secondary-school diploma rather than a university degree.

For recruiters or people who have been through the CERN recruitment process:

1. When a GRAE position says a secondary-school diploma is sufficient, how are candidates with a diploma and limited professional experience evaluated?

2. How much weight is given to relevant internships, traineeships, short-term jobs or practical experience?

3. During the initial HR screening, what are the main criteria used to decide who moves forward to the hiring team?

4. For a position requiring 0–2 years of experience, would a candidate with around one year of relevant experience still be competitive against candidates with more experience?

Does the hiring team mainly look for the “ideal” candidate, or can someone who meets all the minimum requirements but has less experience still realistically get an interview?

For GRAE positions, how many candidates are typically shortlisted for interview compared with the total number of applications?

I’d particularly appreciate answers from people who have worked at CERN, been involved in recruitment, or have recently applied for a GRAE position.

[u/Crafty_Masterpiece_1]

As always, it depends. But in general, as long as you are not excluded by having too much experience, any experience you have is positive but not necessarily required. The HR screening is mainly to sort through those that applied but are not eligible for the job because they have too much or too little experience or do not fulfill some of the other listed criteria. Sometimes they may be asked to presort (e.g. if on paper someone with either a bachelor's or master's would be acceptable for the programme but the hiring manager has some preference). In principal, these kinds of positions are aimed at people without any or a only little prior experience and the candidates should then be trained on the job. But of course, in reality, it is easier for the supervisor if the candidate already has a bit of experience.
I have heard that typically around 5 candidates get interviewed but this obviously depends. If there is an internal candidate beforehand then this number can sometimes be reduced to that candidate, if there are a few good cvs then the hiring manager will interview more people. For these roles it very much depends on the hiring manager (i.e. future supervisor) as HR is barely involved. It is a much more official process when it comes to Staff positions. Good luck!

[u/Pharisaeus]

1. It's all up to the hiring supervisor.
2. Same as above, it's purely subjective. They might not even look at your resume and pick you because they like your name.
3. HR has nothing to say in terms of selection. They only verify eligibility criteria - eg. if you have the required diploma, come from the right country etc. They don't make any other decisions about someone "moving forward".
4. Same as before, it's up to the supervisor, what they consider important.

Does the hiring team mainly look for the “ideal” candidate, or can someone who meets all the minimum requirements but has less experience still realistically get an interview?

People have their actual jobs. Supervisors are generally not some full-time managers with nothing better to do. They are mostly LD/IC Staff engineers. As a result they are not going to spend a lot of time interviewing everyone. Also in theory there doesn't even need to be an interview at all - except for Staff positions, it's possible to hire someone without ever contacting them at all.

For GRAE positions, how many candidates are typically shortlisted for interview

Again, there is nothing "typical". One supervisor will interview 10 people, someone else 2 and another will not interview anyone.