At the University of Eastern Finland, recruitment is based on openness, transparency, fairness and candidate merit. We strive to ensure equal opportunities for all candidates, along with appointments that are transparent and well-justified.
Our recruitment practices comply with current legislation, the university’s internal policies and the European Commission’s principles for open, transparent and merit-based recruitment, OTM-R. Learn more about the OTM-R principles at the University of Eastern Finland (PDF).
The university promotes high standards in its human resources policy, and responsible assessment of research and researchers, by adhering to the CoARA- ja DORA-principles. As part of the HR Excellence in Research initiative, we are also promoting the status and careers of researchers.
Methods of recruitment
At the University of Eastern Finland, recruitment is primarily carried out using one of three methods:
- Public notice of vacancy: Public vacancies are advertised through a public notice of vacancy. Vacancies are listed on the Open positions website and applications are submitted via the Varbi recruitment system.
- Direct recruitment: Direct recruitment is used when a position needs to be filled quickly or when seeking a candidate with highly specific expertise and experience.
- Invitation procedure: In accordance with the Universities Act, a professorship may be filled by invitation without a public notice of vacancy when an academically distinguished person is being invited to take the position, or a candidate is appointed to the position for a fixed period.
If you are interested in working with us, you are welcome to share your expertise and submit an open application via our Open positions website.
Process for public vacancies and communication with candidates
The supervisor responsible for the recruitment for the vacancy, or the appointments committee, will initiate the recruitment process.
A job advertisement will be published for all public vacancies. The advertisement outlines the qualifications required of the candidates, as well as other desirable qualities and competencies.
Job advertisements are published on the university’s website and on LinkedIn Jobs, and often also on Academic Positions, Euraxess and Työmarkkinatori.
The position’s requirement level and salary range will be stated in the job advertisement. We do this to promote transparency, openness and equality in remuneration.
Candidates will complete their application and upload any requested attachments via the Varbi recruitment system. The system will send a confirmation message once the application has been received.
Candidate assessment and their shortlisting will be based on the criteria outlined in the job advertisement.
We will keep the candidates informed of the progress of the recruitment process. The duration of the process varies depending on, for example, the number of applications received, the nature of the position to be filled, and any assessment procedures involved.
Some of the candidates will be invited to interview, which is overseen by the supervisor responsible for the recruitment. Interviews may take place in person or remotely.
Candidates are encouraged to prepare for the interview by learning about the university and the unit concerned by visiting the university’s website, for example.
Once the selection has been made and the recruitment process has been completed, this will be transparently communicated to the candidates.
We will prepare a selection memorandum comparing the candidates’ qualifications and their suitability for the role.
If there aren’t enough suitable candidates for a vacancy, the recruitment process may be suspended or the application period extended. In such a case, the candidates will be notified via the recruitment system.
We will announce the name (and academic degree) of the appointee to the other candidates via the recruitment system.
Candidates may request feedback on their application from the supervisor responsible for the recruitment.
A contract of employment is concluded, in writing, before the start of the employment. A trial period applies to our new employees.
Once recruitment is complete, documents are transferred to the university’s case management system, Dynasty. Documents to be archived include the job advertisement, the recruitment decisions, the appointee’s application with attachments, the shortlisted candidates’ applications with attachments (for professorships and tenure track positions), the list of candidates and the selection memorandum.
The selection memorandum is a public document and may be requested by email from [email protected]. Further information on the processing of personal data, and on whether application documents belong in the public domain, is available on the Processing of personal data website.