Teagasc Recruitment Journey
An overview of the Teagasc recruitment process
You need to set up your profile on TOPJobs. Make sure you include enough detail on your qualifications and experience
Read the job description carefully to get a good understanding of the role and the essential requirements. Take note of the closing date and time
Complete the job specific questions for the vacancy you want to apply for. Submit your application well in advance of the listed closing time/date
You'll receive confirmation of receipt of your application through your TOPJobs profile.
Shortlisting- Applications will be reviewed to:
- ensure that each applicant meets the essential requirements for the role
- to achieve a manageable number of applicants for interview
We’ll contact all candidates regardless of whether their application was successful or not
- If your application is successful you will receive a formal invite to attend for interview.
- Check your messages on TOPJobs to ensure you don't miss this notification.
- We normally give you 10 days' notice of interview.
- You are required to make yourself available for interview as scheduled
Preparing for Interview
Our interviews are competency based
We'll provide you with details of the competency areas being assessed to help with your interview preparations.
You may be asked to make a presentation as part of the interview process
From time to time we may ask candidates to undertake additional skills tests or to undergo a second round interview.
After the interview
After the interview we will contact you to let you know the outcome
We provide feedback on your interview where requested.
We require two satisfactory references before we make any formal offer of employment
We will contact you to outline the details of the employment offer and agree a start date
If a Hosting Agreement is required we will also process that
Before you start - You will need to:
return your signed contract of employment
undertake a pre-employment medical
supply other requested documentation before you start in your new role
After you start
You will undergo a comprehensive induction process to help you as you settle in to your new role in Teagasc
Candidate Information Booklet
Helping you apply for jobs at Teagasc
Recruitment Policy at Teagasc
Details of competencies required for roles in Teagasc can be viewed here
Other relevant information
- Teagasc Interview Guidelines 2020 (PDF)
- HR Protocol for Video Interviewing (PDF)
- Candidate Guide - Video Interviewing (PDF)
Moving to Ireland
If you acquire a position with Teagasc there are several arrangements that need to be prepared and completed in order to commence employment. Download this document Moving to Ireland Information Guide (pdf)
See also the Euraxess Ireland website http://www.euraxess.ie
Where a Hosting Agreement is required please contact the Teagasc HR Department at firstname.lastname@example.org at the earliest opportunity.
Equal Opportunities in Teagasc
Teagasc is committed to a policy of equality of opportunity in its employment practices, policies and procedures. It will ensure that no applicant or employee receives less favourable treatment on the grounds of gender, marital status, family status, disability, age, religion, sexual orientation, race, colour, nationality or ethnic or national origins and membership of the travelling community.
Employees will be selected, promoted and treated on the basis of their capacity, suitability and according to the requirements of the post.
To ensure that indirect discrimination does not occur, qualifications and requirements i.e. experience, aptitude and potential, will be in line with what is necessary to fill the position.
Application forms will only require necessary and relevant information. Where selection procedures are used, these will relate directly to the genuine requirements of the post.
Advertising Posts in Teagasc
In accordance with and subject to the provisions of the Employment Equality Acts, 1977 and 1998, all posts in Teagasc are open to suitably qualified men and women applicants.
Members of interview boards will be instructed in good interview practice and in the prevention of discrimination. Teagasc will ensure that, as far as possible, interview panels will be gender inclusive.
Training both formal and informal is important to career development and job enhancement, and will be equally available to all staff.
Promotion within Teagasc shall be determined solely by the application of objective criteria and personal performance and suitability.
Efforts are made to enable staff to combine their work and family responsibilities. Career breaks/work sharing/parental leave, etc., are available options. Access to flexible working arrangements will be equally available to men and women.
Teagasc is an equal opportunities employer and fully subscribes to the principle of equal pay as defined in the Anti-Discrimination (Pay) Act of 1974, which confers an entitlement to equal pay and benefits on men and women.
All payment agreements, whether negotiated through the mechanism of a national pay round or as an internal Teagasc agreement will take the provisions of this Act into account.
Intimidation/bullying and sexual harassment
Teagasc recognises its responsibilities under the Safety, Health and Welfare at Work Act, 1989, and the Employment Equality Act, 1998. Teagasc accepts that all staff are entitled to be treated with respect and their work environment must be such that staff are free to perform their duties in a climate free from intimidation/bullying and sexual harassment from other staff members, from clients, customers or other business contacts.