Our permanent staff recruitment processes are governed by the terms and conditions listed in each vacancy notice. The most common procedures, phases and tests in the processes are detailed below:
- A. Examination:
Examination processes involve an initial elimination round, in which the aptitudes required for the post are assessed, followed by an assessment of merits. - B. Competition:
In competition processes only the merits listed in the vacancy notice are assessed (qualifications, professional experience, languages and professional skills, among others).
All recruitment processes start with an admission phase, where we check whether you fulfill the general and specific requirements (nationality, qualifications and experience, among others) listed in the vacancy notice.
We then publish the list of admitted and rejected candidates. Make sure you check these lists and pay attention to the deadlines established if you want to remedy any errors.
In examination processes, the definitively admitted candidates are called to knowledge tests, where their level of English, specific knowledge and IT skills, etc. are assessed.
In competition processes, once candidates are admitted the process tends to move straight on to the initial assessment of merits phase. The recruitment panel is responsible for performing this assessment, based on the merits and criteria listed in the vacancy notice, using the information declared by the candidates in their application forms and, where applicable, the tests defined in the process. Candidates’ level of English is often assessed in this phase. To do so, we generally use TOEIC® Listening and Reading. You can find more information about this test here 
(2 MB).
Based on the merits and criteria listed in the vacancy notice, the recruitment panel makes an overall assessment of your profile in this phase. It can be based on personal interviews, technical questions, presentations, resolution of case studies and an English oral exam, among other tests.
If you obtain the minimum score agreed by the recruitment panel, you will pass either with or without a position, depending on your position in the definitive list and the number of vacancies.
If you don’t get a position, you will generally be placed on a reserve list which can be used to cover any vacancies for the same profile that open up in the 18 months following resolution of the process. Read the vacancy terms and conditions carefully to check whether it mentions a reserve list.
In permanent staff recruitment processes, the Banco de España publishes all the related information (calls to tests, results, updates, resolution, etc.) on the website, in the Closed vacancies section. We recommend subscribing to Newsletter to be notified when we publish new information about a vacancy
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Permanent staff recruitment processes – Examination processes (81 KB)
Click the following link for an alternative to the videos in accessible format:
Permanent staff recruitment processes – Competition processes (80 KB)