Lecturer (Level 2): For hiring consideration

Applicants to the position(s) will submit:

• CV (proposed content at https://tenk.fi/en/advice-and-materials/template-researchers-curriculum-vitae), including list of publications.
• Personal statement, which includes a description of teaching experience, research activity and plans for future research, a description of the candidate’s service to the own department and university, and a description of the candidate’s societal interaction. The personal statement needs to be written with the announced position in mind.
• A teaching portfolio (for proposed content, see https://www.hanken.fi/en/faculty-staff/job-opportunities/job-opportunities/applications-and-selection-process).
• Two letters of reference to be submitted directly to Hanken via humanresources@hanken.fi

All applications are submitted electronically to the recruitment database Laura (see How to apply).

A lecturer (teaching-oriented tenure track, level 2) in economics or business administration subjects is required to have a doctoral degree in a relevant field, good knowledge of the field of teaching, and teaching experience. A lecturer is also expected to have the potential to provide high quality teaching, conduct scientific research, and contribute through institutional service and societal interaction. The lecturer position is permanent. (Hanken's Personnel Instruction, 10 §).

The Department Committee assesses all complete applications using both qualitative and quantitative indicative examples of evidence for the extent to which each candidate fulfils the criteria in the Hanken Personnel Instruction (2024) and the criteria in the table below. 

Additional competence requirements specific to the open position in question are defined in the job advertisement.  

A Department Committee is appointed by the Rector based on a proposal from the Head of Department (HoD) and will consist of a minimum of a Chair who should be a professor or associate professor of the subject and could be the HoD, two department academics, one academic from another department/university, and one person from HR as secretary.

Hanken’s recommendations regarding conflict of interest will apply in terms of academic cooperation with an applicant by any member of Department Committee. In short-listing processes where a member has reported a conflict of interest/been disqualified in relation to individual applicants due to academic collaboration, the member’s participation in the decision-making process shall be limited only to the extent necessary to ensure an impartial and transparent process. If a member has reported a conflict of interest /been disqualified in relation to a short-listed applicant, the member shall resign from the Department Committee.
 

• The Department Committee (DC) assesses all complete applications using both qualitative and quantitative indicative examples of evidence for the extent to which each candidate fulfils the criteria in the Hanken Personnel Instruction (2024) and the criteria in the table above (see Competence Requirements). The DC shortlists candidates and organises and conducts interviews with a restricted number (usually 2-3) of the highest ranked candidates.
• The Teaching Evaluation Committee (TEC) organises a teaching demonstration and interview with the highest ranked applicants (usually 2-3). The teaching demonstrations should, as a rule, be organised in connection with the applicants’ interviews with the DC. TEC provides a statement to the DC on whether it considers the candidate to have good knowledge of the field of teaching, teaching experience and potential to provide high quality teaching. In its statement, the TEC also provides feedback to the candidate.
• The DC prepares a proposal for the Faculty Recruitment and Promotion (FRP) Committee in which it states which of the ranked candidates fulfil the requirements and are deemed suitable to be hired.
• The FRP Committee assesses all supporting documents underlying the DC’s proposal and within three business days of receiving the documents votes online whether or not it supports the proposal made by the DC. 
  • The FRP Committee may request clarifications from the DC. If needed, the FRP committee may organise a meeting, to which the Chair of the DC is invited to present the case, after which the Chair must leave the meeting. The FRP provides its collective recommendation to the Rector.
• Rector makes the final decision to offer, or not offer appointment to Lecturer Level 2.
• Rector informs the candidate about the decision and invites the candidate as well as the Head of Department to a meeting to discuss the work contract.
• Head of Department submits the material for the work contract to HR; HR completes the work contract, which is signed by Rector and the candidate.
• The Chair of the Department Committee informs the other short-listed candidates about the outcome.