The application process at HVL

The qualification principle

The qualification principle entails that an applicant who, after an overall assessment, is the most qualified for the position shall be offered the position. The selection process is based on the requirements stated in the job advertisement, as well as any legal or contractual requirements. The principle ensures that the selection process is factually and objectively justified and in accordance with the law in Section 3 of the Civil Service Act.

Functional impairment

If there are applicants who indicate that they have a disability requiring accommodation, then at least one person with functional impairment will be invited to an interview, as long as they are qualified for the position.

CV gap on resume

If there are qualified applicants with employment gaps on their resume, at least one applicant will be invited for an interview. An employment gap entails that an applicant has been without employment, education or training for a total of two years over the past 5 years, cf. Section 4 of the Civil Service Act.

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. This applies to applicants from countries outside the EU/EFTA, Asia, Africa, South and Central America, as well as Oceania excluding Australia and New Zealand. Immigrant background is attributed to individuals who are themselves born abroad and have immigrated to Norway or individuals who have parents who are both foreign-born and have immigrated to Norway, cf. Section 4 of the Civil Service Act.

Examples of technical work areas: IT engineers, building and construction, janitors, office cleaner and more.

Examples of administrative work areas: finance, communication, study administration and HR.

The application process for technical-administrative positions

1. Apply for the position
2. Initial interview
3. Possible second interview
4. Recommendation
5. Appointment

• 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 by the head of the department, will be invited for an interview. The interview panel usually consists of the head of the department, a subject coordinator,an employee representative and a representative from HR.
  
  
• After the interviews, references are obtained for recommended candidates.
  
  
• The head of the department presents a recommendation of ranked candidates to the appointment board at Western Norway University of Applied Sciences.
  
  
• The appointment board makes a decision on the final appointment and ranking of the qualified candidates.
  
  
• In accordance with the decision, an offer of employment is sent to the person being offered the position. 
  
  
• All applicants will be notified of who has been appointed to the position.

These are higher academic positions such as university lecturer, associate professor, senior lecturer, professor and docent.

1. Apply for the position
2. Professional committee
3. Trial lecture and interview
4. Recommendation
5. Appointment

• The recruitment process normally takes 4 to 9 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 will be appointed, who will prepare a written assessment of the applications.
  
  
• The committee will normally have a period of 3 months in which to complete its assessment. 
  
  
• The applicants will be presented with the committee’s statement and be given the opportunity to submit their comments within 2 weeks.
  
  
• The applicants considered to have the best qualifications, based on the committee's assessment, will be invited to deliver a trial lecture and attend an interview. The interview panel will usually consist of the head of the department, a subject manager, an employee representative and a representative from HR.
  
  
• References will be obtained for recommended candidates.
  
  
• The head of the department presents their recommendation of the ranked candidates to the appointment board.
  
  
• The appointment board at the faculty level makes a decision on the final appointment and ranking of the qualified candidates.
  
  
• In accordance with the decision, an offer of employment is sent to the person being offered the position. 
  
  
• All applicants will be notified of who has been appointed to the position.

A PhD position is a doctoral programme with independent research duties, which will lead to a doctoral degree.  The period of employment is 3-4 years, depending on whether the position includes teaching and supervision duties.

A postdoctoral fellowship is a position for a person with a doctorate who wants to qualify for work in top-level academic posts. The appointment is for a fixed term of 3-4 years to conduct an approved research project. 

The application process for research fellows and postdoctoral positions

1. Apply for the position
2. Professional committee
3. Project presentation and interview
4. Recommendation
5. Appointment

• The recruitment process normally takes 3 to 6 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 will be appointed, who will prepare a written assessment of the applications.
  
  
• The committee will normally have a period of 1 month in which to complete its assessment. 
  
  
• The applicants will be presented with the committee’s statement and given the opportunity to submit their comments within 2 weeks.
  
  
• The applicants considered to have the best qualifications, based on the committee's assessment, will be invited to deliver a project presentation and attend an interview. The interview panel will usually consist of the head of the department, a subject coordinator, an employee representative and a representative from HR.
  
  
• References will be obtained for recommended candidates.
  
  
• The head of the department presents their recommendation of the ranked candidates to the appointment board.
  
  
• The appointment board at the faculty level makes a decision on the final appointment and ranking of the qualified candidates.
  
  
• In accordance with the decision, an offer of employment is sent to the person being offered the position. 
  
  
• All applicants will be notified of who has been appointed to the position.

Pursuant to section 25 of the Freedom of Information Act, information concerning the applicant may be disclosed to the public, even if the applicant has requested not to appear on the public list of applicants. The applicant will be notified if the request is not granted. Applicants for vacancies are entitled to view information on all applicants, summarised in a list of applicants, this is in accordance with the regulation for the Public Administration Act, § 15. The list will be made available to applicants in JobbNorge.

In line with the Norwegian government's inclusion efforts, Western Norway University of Applied Sciences has a broad and inclusive approach to recruitment. We want to prevent exclusion and increase the employment of people with reduced functional ability, immigrant background and gaps in their CV. If you find the position to be interesting, we encourage you to apply, regardless of gender, disability, cultural background or any periods of unemployment.

Criteria for basic educational competence in respect of appointing and promoting associate professors and professors