Mission Statement
HRS4R – Human Resources Strategy for ResearchersHRS4R – Recruiting
Professional recruitment procedures are essential to quality assurance and the overall profile of the mdw. These procedures must establish clear definitions for differentiated recruitment criteria and set out the processes relating to the strategic advertising of job vacancies and the entire subsequent selection process.
Transparent processes
The mdw applies range of different statutory and internal regulations for recruitment procedures relating to different types of employment, and the university's statutes and guidelines of the Rectorate guarantee an open, transparent and merit-based process. All regulations are published and publicly accessible. The publication of an OTM-R (short for Open, Transparent, Merit-based Recruitment) policy is part of the HRS4R process.
The mdw strives to recruit excellently qualified staff in teaching, research and administration and to offer attractive working conditions as a future-oriented employer. To support professional recruitment processes, the mdw uses a digital application management system, the mdw application portal, for all positions at the university, including appointment procedures for professorships. Planned measures of the Revised Action Plan, such as the creation of a recruitment guide, training measures, a relaunch of the application portal and the revision of the mdw’s recruitment processes and internal regulations will support the implementation of the OTM-R policy at the mdw in the coming years.
The publication of vacancies on the mdw website, on online platforms, the dissemination in professional circles, as well as the international advertisement of artistic and academic positions via EURAXESS, make it possible to address outstanding national and international applicants and thus support the increased internationalisation efforts of the mdw.
Equal treatment
Throughout the entire recruiting process, special emphasis is placed on ensuring equal treatment of all qualified applicants regardless of gender, sexual orientation, ethnicity, religion, ideology, age or disability; the mdw has made it an explicit goal to increase the proportion of women in artistic, scientific and general university staff. In this context the Working Group on Equal Opportunities ensures compliance with the provisions of the Women's Advancement Plan and the Equal Opportunities Plan of the mdw.
Compliance with the provisions of data protection law to secure the rights of applicants is also ensured.
