Instructions for the electronic recruitment service
Instructions for the electronic recruitment service
The University of Helsinki employs an electronic recruitment system. You may register and log into the Recruitment Service through the link above. You can also register and log into the service by clicking the “Apply” button on a job announcement.
In addition to applying for a certain open position, it is also possible to update your profile and join the university's pool of applicants. When you have applied for an open position, your application is stored under "My Applications", which you can find under "Employment Opportunities" after signing in to your profile. You will also receive a confirmation by email when your application to an open position is stored.
Once you have registered in the system and completed your profile, your information will remain in the system so you can access it easily for your future applications. Registration into the system must be confirmed via email. If you have registered but forgot your password, you can request an email with a new password using the “Forgot your password?” link.
Internal applicants, i.e., people currently employed by the University, can use the Recruitment Service through the SAP HR portal on Flamma.
Our recommended browsers are Internet Explorer, Mozilla Firefox or Google Chrome. Cookies and pop-up windows must be enabled.
At the moment the system cannot be accessed on mobile devices.
If you have any questions about the system, please contact email@example.com
The recruitment of teaching and research staff at the University of Helsinki is usually handled by the unit offering the position. The heads of departments, the directors of independent institutes and the deans of faculties are entitled to recruit the staff of their unit, with the exception of assistant professors and professors, whose recruitment is subject to a rector’s decision. Professorships can be advertised as either assistant professorships in the tenure track system or permanent professorships. An appointment committee must be established to select the top candidates for assistant professorships and professorships. A statement on these candidates’ scientific qualifications and aptitude for the position must be requested from two experts in the relevant scientific field. The faculty’s teaching skills committee issues a statement on the top candidates’ teaching skills. The appointment committee, together with the faculty dean, prepares an appointment proposal, whereas the rector makes the final appointment decision.
The head of the unit or the dean will often also designate an appointment committee to prepare the recruitment for other teaching and research positions. If the position is teaching-focused, applicants' teaching skills are often evaluated based on a demonstration of teaching skills. See the qualification requirements for teaching and research positions (link in Finnish).
Heads of departments and independent institutes, deans of faculties, directors of sectors and heads of services can recruit support service and expert staff for their own units. Recruitment for some managerial duties falls under the authority of the University’s director of administration or the rector. Recruitment of staff for the teacher training schools is the responsibility of the head teacher in charge of the school. The recruitment of the University’s administrative staff is conducted centrally through Central Administration’s recruitment services, but for other support and expert duties, recruitment is carried out by the relevant unit. A psychological evaluation conducted by an external consultant may be used to support a recruitment decision if needed.
The academic portfolio can be used to assess academic competence. The portfolio is a way to record and document one's core competence and to cover aspects of academic work (research, teaching, societal interaction and administration) as a whole. The aim is to create an organised documentation of one’s professional skills and strengths and to give a concise portrayal of one’s professional growth. Portfolios are created for a variety of purposes, which influence their contents; when applying for a university post the academic competence should be presented in the light of the task in question.
An example of the structure of an academic portfolio:
1. Basic information
Personal and contact information
Education and degrees
Other necessary background information.
2. Research and scientific activities
Experience in research and other scientific activities
Research philosophy and ethics, primary fields of research
Research assessments and awards
Activities in the academic community
Visions and personal development plans
Other scientific merits.
3. Teaching and supervision
Experience in undergraduate and postgraduate teaching and supervision
Pedagogical approach and training
Published study materials and use of educational technology
Development of teaching and awards for teaching
Participation in the assessment and development of teaching
Strengths, development challenges and visions of one's teaching
Other teaching-related qualifications.
4. Administration and other activities
Administrative and management duties
Duties in one's field outside the University
Active role in society and positions of trust
Publications, presentations and dissemination of scientific knowledge through other means
Other significant merits and duties.
The recommended length for an academic portfolio is 4-7 pages plus the enclosures. Individual faculties and units may have the specific guidelines and recommendations of their own regarding the structure, extent and requisite enclosures. When applying for a teaching or research post at the university, one should always make sure whether the faculty or unit has given their own instructions on how to create one’s academic portfolio. The portfolio is also a tool for enhancing one’s competence and development.