Working at UiS: Application and Appointment

• ^{Read the job ad carefully – have you understood what the job involves?}
• ^{Work out what education you have that is relevant for the position.}
• ^{Work out what work experience you have that is relevant for the position.}
• ^{Work out what personal attributes make you suitable for the position.}
• ^{Work out why you want the job.}
• ^{Keep your application brief. You do not need to repeat any information that your CV already includes if it is not of any particular relevance to the position.}
• ^{Make sure that your CV or application makes it clear that you meet the qualification requirements.}
• ^{Remember to attach the enclosures requested by the job ad.}
• ^{Make sure your CV is up to date.}
• ^{Submit your application electronically via Jobbnorge – and don’t forget the deadline for applications!}

Qualification principle 

The qualification principle entails that all public institutions must select the candidate who, after an overall assessment, is the most qualified. This principle ensures that the selection process is objectively justified and not influenced by external or arbitrary factors.  

The qualification principle is regulated in Section 3 of the Civil Service Act. Exceptions must be authorized by law or regulation (see Civil Service Act Section 9(3), 13, and 24).  

When assessing who is the most qualified applicant, the assessment must be based on the requirements outlined in the job advertisement. Emphasis should be placed on education, experience, and personal suitability.  

The requirement to advertise vacant positions contributes to hiring the best qualified applicants. 

Functional Impairment 

Diversity is a core value at the University of Stavanger, and individuals with disabilities are encouraged to apply for positions with us.  

If an applicant indicates that they have a disability requiring accommodation, they will be invited to an interview, as long as they are qualified for the position. Furthermore, they may be hired if they are nearly as well qualified as the most qualified applicant (see Regulation of the Civil Service Act § 4) 

CV Gaps 

In line with the government's inclusion efforts, the University of Stavanger aims to encourage applicants who, for various reasons, have been without employment, education, or training for a total of two years (over the past five years) to apply to our vacant positions. At least one qualified applicant who indicates CV gaps will be invited for an interview. The regulation in Section 4a of the Civil Service Act provides a more detailed definition of CV gaps and simultaneously grants the authority to employ such an applicant if they are nearly as well qualified as the most qualified applicant. 

Immigrant Background 

Government institutions are required to invite at least one applicant with an immigrant background for a job interview, provided that the applicant is qualified for the position.  

The overarching goal is for government institutions to recruit more individuals with immigrant backgrounds. This is justified both by the fact that organizations themselves benefit from diversity in the workforce to achieve a high service quality, and by the requirement for state entities to adhere to anti-discrimination laws. 

State entities must systematically endeavor to tap into the broad range of competencies present in the entire population when searching for and recruiting qualified employees. By ensuring that the recruitment process also includes individuals with immigrant backgrounds, the state increases its chances of hiring skilled employees. 

This provision applies for applicants from country group 2 (see Statistics Norway's list below). If there are applicants with immigrant backgrounds who have not been invited to an interview, this should be accounted for in the recommendation.  

Statistics Norway's definition of "immigrant background" is as follows: Immigrant background is attributed to individuals who are themselves born abroad and have immigrated, or individuals who have parents who are both foreign-born. 

Note: The applicant must have actually immigrated to Norway, which implies that he/she must possess a residential address in Norway to be considered eligible to be invited for an interview under this provision. 

Statistics Norway's Country Groups: 

Group 1: EU/EFTA countries, North America, Australia, and New Zealand 
Group 2: Europe outside of EU/EFTA, Asia (including Turkey), Africa, South and Central America, and Oceania outside of Australia and New Zealand. 

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Our recruitment process:

• ^{The recruitment process normally takes 1 to 3 months from the deadline for applications to the decision to employ an applicant.}
• ^{You will receive information on the applicant list and the schedule for the process after the deadline for applications.}
• ^{The applicants considered to have the best qualifications in the opinion of the management will be invited for interview. The interview panel is normally made up of a manager, an employee representative and an HR representative. Applicants who are not invited for interview will receive responses relating to this.}
• ^{Initial interviews are held, and at the end of this round of interviews the manager assesses whether it is necessary to invite more candidates for interview.}
• ^{The manager assesses which candidates are to continue with the process. Candidates are informed of whether or not they will be continuing.}
• ^{After the interviews, relevant candidates are asked to complete ability tests and personality tests. Candidates then review their test results with an HR representative.}
• ^{References are taken up for candidates who are considered to be recommended.}
• ^{The manager presents their recommendations to the appointments board. Relevant candidates receive responses relating to the recommendation sequence.}
• ^{The appointments board (made up of employer and employee representatives) makes decisions on appointment and, normally, the ranking of three qualified candidates.}
• ^{We send out an offer of employment in accordance with the decision.}
• ^{All applicants are notified of who has been appointed to the position.}
• ^{We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!}

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Assessment of applications for teaching and research positions:

• ^{The recruitment process normally takes 3 to 5 months from the deadline for applications to the decision to employ an applicant.}
• ^{You will receive information on the applicant list and the schedule for the process after the deadline for applications.}
• ^{An expert committee is appointed. This committee is made up of three members who are asked to undertake a technical assessment of the applications. You will receive information on the composition of the committee. Your application may be rejected before the committee is appointed if you fail to meet key elements in the skills requirements.}
• ^{The expert committee submits its statement, normally within 1 to 3 months.}
• ^{You will be sent the committee’s statement and given the opportunity to submit comments on it within 10 days. The manager assesses whether any comments are to be sent to the committee for a supplementary statement.}
• ^{The applicants considered to have the best qualifications in the opinion of the committee will be invited for interview and a trial lecture. The interview panel is normally made up of a manager, a representative of the specialist team, and employee representatives and a student representative from the appointments committee, along with an HR representative.}
• ^{References are taken up for candidates who are considered to be recommended for employment.}
• ^{The manager presents their recommendations to the appointments committee. Relevant candidates receive responses relating to the recommendation sequence.}
• ^{The appointments committee (normally made up of a Dean, two Vice-Deans, an employee representative and a student representative) makes decisions on appointment and, normally, the ranking of three qualified candidates.}
• ^{We send out an offer of employment in accordance with the decision.}
• ^{All applicants are notified of who has been appointed to the position.}
• ^{We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!}

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Assessment of applications for recruitment positions:

• ^{The recruitment process normally takes 3 months from the deadline for applications to the decision to employ an applicant.}
• ^{You will receive information on the applicant list and the schedule for the process after the deadline for applications.}
• ^{An internal committee is appointed. This committee is made up of two or three members who are asked to undertake a technical assessment of the applications. You will receive information on the composition of the committee.}
• ^{The applicants considered to have the best qualifications in the opinion of the committee will be invited for interview. The interview panel is normally made up of a unit manager, a supervisor/supervisors and an employee representative from the appointments committee.}
• ^{References are taken up for applicants who are considered to be recommended for employment.}
• ^{The manager presents their recommendations to the appointments committee. Relevant candidates receive responses relating to the recommendation sequence.}
• ^{The appointments committee (normally made up of a Dean, two Vice-Deans, an employee representative and a student representative) makes decisions on appointment and, normally, the ranking of three qualified candidates.}
• ^{We send out an offer of employment in accordance with the decision.}
• ^{All applicants are notified of who has been appointed to the position.}
• ^{We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!}

As an applicant for a vacancy, you are entitled to information on who else has applied for the position (a list of applicants, including their professional qualifications). Applicants or regular teaching and research positions will be sent the expert committee’s assessment in accordance with practice incorporated in the sector. You can request information on who was recommended for appointment, and in what order. You are not entitled to find out the reasons behind the recommendation order. You may also ask to view applications (with enclosures) from applicants who were recommended. Decision if the appointment is public. The regulations on parties’ right of access to documents in cases relating to employment can be found in chap. 5 of the Public Administration Regulation.

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