- Support and service
- Recruitment - open, transparent and merit-based
Recruitment - open, transparent and merit-based
The ability to attract and recruit employees is a crucial success factor for Linnaeus University. Recruitment processes at the university are based on openness, transparency and merit-based assessment, in line with the principles of OTM‑R (Open, Transparent and Merit-based Recruitment) within HR Excellence in Research. These processes ensure that the best-qualified candidate is selected while guaranteeing equal opportunities for all applicants. On these pages, you will find information about recruitment at Linnaeus University, both nationally and internationally, aimed at Heads of Department and employees.
OTM-R at Linnaeus University
Recruitment processes at Linnaeus University are based on openness, transparency and merit-based assessment, in line with the principles of OTM‑R (Open, Transparent and Merit-based Recruitment). OTM-R is an important part of the European Charter for Researchers and the Code of Conduct for Researchers. The recruitment processes ensure that the best-qualified candidate is selected while ensuring equal opportunities for all applicants.
Open recruitment
As a public institution, Linnaeus University is required to advertise vacancies in an appropriate way to allow interested applicants to apply for available positions. All vacancies are published on our Vacancies page, and for many international recruitments of academic staff and researchers, announcements are also posted on the Euraxess job portal.
Transparent recruitment
For teaching positions, eligibility requirements and assessment criteria are clearly defined and made available to applicants. Recruitment decisions may be appealed to the Higher Education Appeals Board, which is the highest authority for such matters and whose decisions are final.
Merit-based recruitment
When making appointments within the public sector, decisions must be based solely on objective criteria such as merit and competence, in accordance with the Instrument of Government (Chapter 12, Article 5). This is further supported by the Public Employment Act (1994:260), which states that competence should be the primary consideration, unless special reasons justify otherwise. In addition, all recruitment processes comply with the Discrimination Act (2008:567), which prohibits discrimination.