Selection process
Once the application period has ended, the University of Vaasa will select the applicants who will proceed to the next stage of the recruitment process. Depending on the position, the recruiter or a named appointment committee will decide on the next steps, such as interviews, language and aptitude tests as well as teaching demonstrations (test lectures).
In accordance with the Act on the Openness of Government Activities (JulkL 1999/621) the university's recruitments are public. More information about publicity of data.
Language skills
You can read below about the language proficiency requirements related to the open positions at the University of Vaasa:
- Language skills
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The administrative language of the University of Vaasa is Finnish. The teaching languages are Finnish and English. Candidates are required to have the language skills required for carrying out the duties of the position.
Section 1 of the Finnish Government Decree on Universities (707/2009) requires personnel recruited to teaching and research positions to be proficient in Finnish. However, if the candidate is a foreigner or a Finnish citizen who is not a native or has not been educated in Finnish, they may be granted an exemption from the Finnish language proficiency requirement. The selected candidate is expected to acquire the necessary language skills needed in the position in accordance with the language policy of the University of Vaasa.The aim is that all persons recruited to the university achieve at least the level of a basic language user (A2 according to the CEFR framework) in Finnish within four years of their recruitment. If the person’s job description includes or will presumably include demanding administrative tasks, it is recommended that the person achieve at least the level of an independent language user (B1 or B2) in Finnish within a certain time frame.
The expectations for English skills depend on the position. The general rule is that in all positions, the persons to be recruited should achieve at least the basic level in English (level A2). Most of the positions are such that the level of an independent language user (at least B1/B2) is required.
Director and management positions, as well as many other University Services positions, require the level of a proficient user (C1 or C2) unless there are special reasons why a lower level is sufficient. Teaching and research positions in which fluency is needed to successfully perform the duties also require the level of a proficient user (C1 or C2).
The job announcement will specify the level of language proficiency required for successful performance in the position.
The University of Vaasa supports the development of language skills e.g. by organising regular language courses for members of staff.
Appointments for positions in teaching and research
Our four-stage career model and tenure track system provide a predictable and flexible framework for career development. Recruitment and advancement are guided by clearly defined criteria, aligned with the Finnish Universities Act (558/2009), university regulations, and our recruitment guidelines — ensuring a fair and transparent process for all teaching and research positions.
Open, Transparent and Merit-Based Recruitment (OTM-R) at the University of Vaasa
At the University of Vaasa, we uphold the principles of open, transparent, and merit-based recruitment (OTM-R) as part of our commitment to the European Charter for Researchers and the Code of Conduct. These principles guide our Human Resources Strategy for Researchers (HRS4R), which aims to improve working conditions and career development opportunities for researchers.
OTM-R ensures that recruitment processes are fair, inclusive, and focused on selecting the most suitable candidate for each position. For more information about OTM-R and our HRS4R strategy, please visit our dedicated page.
- Advertising and application phase
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Each job advertisement provides detailed information about the role, selection criteria, working hours, benefits, salary and contract type.
For academic positions, we specify the required application attachments in the job ads. Instructions for preparing CVs, teaching portfolios, and publication lists are provided through links in the job advertisement.
All open positions are published on the university’s website, as well as on the Job Market Finland site. International positions are also listed on the Euraxess portal. Depending on the nature of the position, additional channels such as social media or field-specific portals may be used.
Applications are submitted through our electronic recruitment system, LAURA. Instructions for using the system are available on our website, and each job advertisement includes contact details for both job-related and technical inquiries.
- Evaluation and selection phase
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The selection process involves a comprehensive assessment of the applicant’s qualifications and suitability. Depending on the position, the evaluation and selection phase may include interviews, expert evaluations, teaching demonstrations, language and/or aptitude tests.
We are committed to the principles of DORA and COARA, which promote responsible and fair evaluation practices. The impartiality of the experts is governed by the Finnish Administrative Procedure Act (434/2003).
Teaching demonstration
For some positions, candidates may be asked to give a teaching demonstration, typically lasting around 30 minutes. These demonstrations are public and may be recorded, and they form part of the overall assessment of the candidate’s teaching skills.
- Appointment phase
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Final selections are based on a holistic evaluation of each candidate’s eligibility and suitability. After the selection process is complete, candidates are informed of the outcome of their application. Appointments are subject to a trial period, which is typically six months.