| (a) | Vacant posts may be advertised both internally within the Agency and externally, with a specific job level indicated. Preference must be given to members. |
| (b) | The Director-General may waive advertising procedures, and by invitation appoint a person to fill a post according to the provisions contemplated in regulation 8(3). |
| (c) | The advertisement must specify the requirements and criteria set for the post. |
| (d) | The structure responsible for recruitment and selection within the Agency must be responsible for the compilation of the advertisement, in consultation with the relevant line management. |
| (e) | Care should be taken not to include any potentially discriminating criteria in the advertisement of posts. |
| (f) | The closing date for applications must allow sufficient time for potential applicants to receive relevant information on the post, and to submit their applications within the given period. |
| (g) | Applications must be forwarded and registered by the structure responsible for recruitment and selection within the Agency. The relevant structure must acknowledge receipt of all applications. |
| (a) | Headhunting as a method of recruitment may be used simultaneously with advertising according to regulation 6(1). |
| (b) | Headhunting measures may be used to identify and invite a number of applicants with specific relevant skills, which are not readily available in the open market. |
| (c) | The Agency may utilise the services of registered and security-cleared recruitment consultancies to reach a targeted pool of persons, and to enhance the headhunting capacity. |
Talent spotting may be utilised to identify persons with specific talents and skills for recruitment.
