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Tampere University’s principles of recruitment

Open, transparent, and merit-based (OTM-R) recruitment policies defined by the European Commission are the cornerstone of our recruitments. Successful recruitments improve the level of scientific and societal expertise within our community.

Transparent, fair recruitment processes

Our recruitment processes are transparent and consistent with the principles of fairness, equality and non-discrimination. We mainly use an open recruitment process for filling vacancies. International recruiting is encouraged, and it is done in a goal-oriented manner.

Our University has adopted a four-level research career model supplemented by our separate guidelines on career path models.

Read more about our tenure track career path

Application and recruitment process

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We publish all our open positions on our website. Apply the position that you are interested in by leaving an application in our electronic recruiting system. After the application deadline, we will send invitations to the candidates that we wish to interview and notify the candidates that will not move forward in the process. In addition to interviews, we may use other evaluations in our recruitment processes. When we have made our decision on the selection, we will inform the top candidates on it. Work at Tampere University can begin once the employment contract is signed (Picture: Linda Saukko-Rauta, Redanredan).

As a rule, we recruit employees in accordance with our HR plan. At our University, human resource planning is consistent with our strategy, reflect our core values and goals, have a long-term focus and be responsible and sustainable. 

Our job advertisements are published and applications are submitted via our electronic recruitment system.

Open positions at Tampere University

The appointment process involves people who are relevant to the vacancy. When necessary, appointment committees manage the process of filling our vacancies.

We treat our candidates equally and follow the principles of equality and non-discrimination when making hiring decisions. During the recruitment process, we inform our applicants about the progress of the application process in suitable ways.

We use the most appropriate methods to assess our applicants in each case, such as video interviews, expert reviews, interviews, research presentations, assessments of teaching competence or aptitude tests.

Hiring decisions are based on an overall assessment of the candidate's competence and suitability for the position which has formed during the recruitment process.