Recruitment process for research staff that teach
This page describes the recruitment process for the researching and teaching staff positions of associate senior lecturer, senior lecturer and professor. There may be certain differences in the process depending on which faculty is recruiting.
Each faculty’s Academic Appointments Board is responsible for recruiting associate senior lecturers, senior lecturers, and professors.
The board includes a chairperson, at least three academic staff members, and two student representatives. At the end of the recruitment process, the board submits a proposal for employment.
Final employment decisions are made by the Dean for associate and senior lecturers, and by the Vice-Chancellor for professors.
Selection process
The selection process begins once the application deadline has passed. Assessment is based on the vacancy announcement and person specification, both of which are aligned with the University’s appointment rules and the qualification criteria set out in the Higher Education Ordinance. All applications are reviewed by the Academic Appointments Board.
In the first stage, applications that do not meet the qualification or other listed requirements are excluded. The board may also remove applications that technically meet the criteria but clearly lack sufficient qualifications.
Assessment by external experts
Applications that pass the initial review are sent to external experts for evaluation. These are usually subject specialists from other higher education institutions. They assess each applicant’s expertise and qualifications.
Note that this step can be time-consuming and may take several months.
In-depth assessment
Following the external review, the Academic Appointments Board decides whether further selection methods are needed. Shortlisted candidates may be invited for interviews, trial lectures, research seminars, tests, or other assessments.
In some faculties, external experts are also involved in this stage before submitting their final statements. After completing all assessments, the board makes an overall evaluation and proposes a candidate. In most cases, references are checked for the proposed candidate.
The duration of this process can vary depending on the number of qualified applicants and may take several months.
Offer of employment
If you are the selected candidate, the recruiting manager will contact you with an offer of employment. You will then discuss the salary and terms of employment, such as your start date and induction process.
Decision on employment
Once you have accepted the offer and, if necessary, obtained a residence permit, Lund University will issue a formal employment decision. This formal decision serves as the employment contract. There is no need for you to sign it.
Appealing an employment decision
Because Lund University is a public authority, employment decisions can be appealed.
How to appeal an employment decision
Residence permit for applicants from outside the EU
If you are from outside the EU or Nordic countries, you may need a residence permit to work in Sweden. Once you have accepted the job offer, you and the relevant department will need to apply for a residence permit through the Swedish Migration Agency.
This process can take several months.
Guiding documents
Contact
For questions about the recruitment process or a specific position, please contact the person or people listed in the vacancy announcement.