Firstly, there was a significant risk of not having enough applicants. To limit this risk, we advertised job positions on the Euraxess portal, the Labex Dynamo website, LinkedIn, Twitter and within our scientific distribution networks. This enabled us to reach almost 2,000 people. After the calls, we were able to fill all but one position.
We were careful to ensure a balance between the gender and countries of the people recruited, as well as the selection panel.
On the jury, we had an excellent ratio of 10/12 women to men and 10 countries represented.
For postdocs recruited, there is a slight imbalance in favor of women, with a ratio of 6/13. However, we managed to represent 14 countries out of the 19 recruited.
We also wanted to ensure that these postdocs had sufficient and appropriate career development support.
We have established a development plan that includes regular monitoring by their supervisor, management training, and career days where professionals from academia and industry are invited to help them see things more clearly. Feedback on these schemes has been excellent.
Moreover, we were committed to providing these young researchers with top-level training in the various technologies used in our research projects.
Once hired, the postdocs were given free access to the research platforms and the opportunity to be trained by the platform engineers. We also offered them the full range of CNRS training courses to enhance their skills in areas such as management and project management.
