Hiring Procedures












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            Competitive hiring procedures at Charles University vary by position. A typical workflow i

            • Application collection – The job advert includes all necessary information, including th
              and instructions on how to apply.
            • Selection Committee – Selected employees of the university participate in the evaluation

              recruitment process. For academic positions and certain other managerial positions, the 
              appointed by the Rector of Charles University, or by the Dean or Director of the relevan
            • First round – Application assessment – We review CVs and required documents according to

              listed in the job advertisement. Applicants who do not progress to the next round are no
            • Second round – Interviews – We meet in person (or online) to discuss your and our expect

              round may include a task assignment or an additional interview.
            • Evaluation and decision –  The selected candidate receives an offer, and unsuccessful ca
              informed of the outcome.


            We minimise bureaucracy: We request only essential documents and aim to keep the process s



            We ensure equal opportunities: No candidate is disadvantaged due to gender, age, nationali
            or other personal characteristics. We evaluate solely qualifications, results, experience,

            potential.

            We value expertise: Members of the selection committees are qualified, professionally comp

            conflicts of interest.







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            * Competitive Hiring Procedures for Academic Staff
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            Competitive hiring procedures for Academic positions follow the Competitive Hiring Process
            "https://cuni.cz/UKEN-663-version1-uk_rvr_platny_january_2020_ang_verze_z_webu_new_en_fina
            reflects the principles of the European Charter for Researchers [ URL "https://euraxess.ec

            hrexcellenceaward/european-charter-researchers"] .



            1.Posting the Position and Collecting Applications
              Vacancies are advertised for at least 30 days in both Czech and English on university we
              external portals.

            2.Selection Committee
              The committee is appointed by the rector, dean, or director of the respective unit. It a
              of its chair, has at least three members, and is, where possible, balanced in terms of g

              expertise. Committee members are professionally competent and avoid conflicts of interes
            3.First round – Evaluation of Written Documents
              The committee evaluates whether applications meet the required criteria and creates a sh

              candidates progressing to the next round.
            4.Second Round – Interview
              Shortlisted candidates participate in an interview with the selection committee (in pers

              Interviews follow pre?defined evaluation criteria. We consider overall experience (resea
              teaching), motivation, creativity, potential, mobility, knowledge transfer, language ski
              project leadership experience, and other position?specific competencies.

            5.Evaluation and Decision
              After interviews, the committee submits a recommended ranking to the rector, dean, or di
              then decide on the final ranking. Results are published within 30 days, and unsuccessful

              notified. If requested within two weeks, we provide feedback on strengths and developmen
            Specific conditions may apply for grant?funded positions.






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            * OTM-R Policy for Hiring Procedures for Academic Staff
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            We ensure minimal administrative burden, equal opportunities, and compliance with the Euro
            principles (open, transparent, merit?based recruitment):


            Open – Every position is publicly advertised; we welcome internal and external candidates 
            Republic and abroad.


            Transparent – Conditions, deadlines, qualifications, and criteria are published in advance



            Merit-based – Selection is based on demonstrable results, not impressions.