A recruitment process clear and accessible for all candidates
The selection process at AMLA is driven by a competence-based approach. We focus on evaluating the skills, knowledge, and abilities that align with the requirements of each role, ensuring a fair and transparent recruitment experience.
For more detailed information regarding the selection and recruitment process for Temporary and Contract Agent position, please consult our guide for candidates.
1. ApplySubmit your application on-line only! Closing dates are strictly applied, so allow yourself enough time to prepare, and avoid missing the deadline!
2. ShortlistingA Selection Committee will assess eligible applications against the essential criteria and shortlist the best candidates for the assessment phase.
3. AssessmentInvited candidates will undergo written tests and will be interviewed on the relevant area of expertise. Applicants for management roles may be invited to an Assessment Center.
4. Reserve listThe Selection Committee proposes the most suitable candidates for the reserve list.
5. OfferWe will send an offer to the successful candidate(s), usually shortly after the selection process is finalised.
6. HiringOnce all recruitment steps are completed, we will be excited to welcome you to AMLA.
Make sure you meet the eligibility and essential requirements: If you do not meet all eligibility and essential criteria, your application will be rejected for that position.
Make sure your application stands out: The Selection Board will shortlist only the most suitable candidates. Therefore, make sure you provide sufficient information to enable us to evaluate your eligibility and suitability for the specific position.
Submit your application: Applications must be submitted in English via the channel specified in the vacancy notice. Ensure your application is complete and includes all required documents; incomplete submissions may be rejected. Proof of meeting specific criteria may be requested at any stage of the selection process. If you need assistance due to special conditions, please indicate this in the relevant field of the application form.
In the final assessment phase, we use competency-based interviews (structured, behavioral, or situational) to assess your skills and fit for the role. The interview, lasting 30 – 45 minutes, is conducted in English by a Selection Committee (3–4 members) and may be held remotely or in person. The Selection Committee will ask pre-defined questions focused on specific competences, and your answers will be scored against set criteria.
Expect questions such as:
- Describe a big decision you made at work recently and how you approached it.
- How do you influence others when agendas conflict?
- Share an example of solving a problem creatively.
Prepare by reflecting on past roles and using examples that highlight your strengths and align with the competences in the vacancy notice. The ‘STARR’ method can help structure your answers: Situation, Task, Actions, Results, and Reflection.
Additionally, review the vacancy notice, research the role, related technical concepts, regulations, and the business area. Use our website and other publicly available resources for up-to-date information. At the end of the interview, you can ask questions but avoid topics already covered on our website.
Assessment Centre: For managerial positions, leadership competencies are assessed by an external provider, potentially through an Assessment Centre. Exercises may include personality questionnaires, a competency-based interview, interactive tasks, case studies, and self-reflection discussions. Assessments may be virtual or in-person, focusing on your strengths and development needs.