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Recruitment processes

When you apply for a position as a teacher, researcher and other staff member at ÅAU, an overall assessment of your suitability for the position is made. Your qualifications are assessed based on your merits from different areas of expertise. At the start of a recruitment process the tasks, the specific eligibility requirements and other terms of employment are defined in a job description and advertisement. You can find the principles for recruiting staff to ÅAU and qualification requirements for different in the Personnel regulations (accepted by the ÅAU Board 17.8.2017, revised 24.1.2019).

In order to be a successful candidate for a position, you should have education and experience relevant for the position, allowing you to successfully carry out the work tasks at hand.

If you are a researcher or teacher, the qualification requirements consist of scientific and pedagogical requirements as well as expectations regarding interaction with society. In addition, there are language requirements for both academic and other staff members that are required by law.

Language requirements at Åbo Akademi University are defined in 78 § of the University Act (558/2009) and in the Åbo Akademi University internal language instructions (accepted by the ÅAU Board 25.2.2010). The teaching and administrative language of the university is Swedish. Teachers need to have excellent Swedish skills. If you are an international applicant or a non-native Finnish citizen you need to show sufficient knowledge of Swedish or, depending on the position and teaching language, are exempt from the requirement to have knowledge of Swedish and Finnish. The university will support you as an international staff member with language courses.

Your application for a vacant position is submitted electronically in the Laura recruitment system. As an applicant for an academic position you must document your qualifications in an academic portfolio. Åbo Akademi University has a recommended model for the academic portfolio. The content of the university portfolio is adjusted according to the description of the specific task. As a rule, it contains information about your research and scientific activities, teaching experience and educational training, activities related to interaction with society, leadership and administrative tasks.

Recruitment committees or the recruiting supervisor will participate in the recruitment process. An appointed committee will make an overall assessment of your suitability and then put forward a recommendation for employment. When assessing your relevant pedagogical experience, a matrix for evaluation of the academic portfolio will be used.

The overall assessment of your documented merits can also include external expert evaluations, interviews, teaching demonstrations, language tests or other aptitude tests. The Faculty Dean, Rector, a Director or another representative from the employer’s side will make the decision of employment.

The public teaching demonstration should be as authentic as possible, i.e. provide a relevant teaching situation for the position at hand. The audience consists of students of the subject. The goal of the teaching demonstration is to assess your pedagogical skills; i.e. how well you manage to make the audience understand, take an interest in and problematize the subject, as well as to relate it to the rest of its studies. As a rule, the length of the teaching session is 30 minutes, unless otherwise stated.

The teaching demonstrations is assessed based upon, for instance, your ability to structure your material and the teaching situation so that participants understand the context. Furthermore, you should demonstrate your ability to motivate your perspectives, make use of the latest research in the field, and act and teach in an interactive manner. Further details and recommendations for assessing teaching demonstration are given.

Updated 3.5.2019