• Qualified candidates for a professorship have a proven record of research work and academic publications in their area of specialization.

• They should be active members of the international scientific community in their field and have good intercultural skills.

• Candidates are expected to teach courses at all academic levels (bachelor’s, master’s, doctoral/PhD). The responsibilities of the position may also include teaching executive education courses.

• Support and guidance of students, especially graduands and doctoral candidates, and young scientists.

• Candidates are also expected to actively participate in university management and in knowledge transfer and dissemination activities.

For further details see the respective position announcement.

Open chairs are published on the WU website under Current Job Openings.

Usually, the application documents should include a CV, a list of publications, and an overview of courses taught and lectures/conference presentations given. Please see the respective position announcement for detailed information on the required application documents.

Only applications uploaded via our online recruiting tool during the official application period (date of receipt) will be considered.

WU is an equal opportunity employer and seeks to increase the number of its female faculty members. Therefore, qualified women are strongly encouraged to apply. In case of equal qualification, female candidates will be given preference. WU has established an Equal Opportunities Working Group, which is involved in all selection proceedings pursuant to § 42 of the Universities Act 2002. The Equal Opportunities Committee is intended to counteract discrimination by university bodies on the basis of gender, ethnicity, religion or worldview, age, or sexual orientation.

Any travel expenses incurred for giving a candidate lecture or participating in a hearing at WU will be refunded according to the applicable WU guidelines and directives.

If you are interested in a guest professorship or have any questions or inquiries in this respect, please contact the appropriate academic department at WU, which will provide you with further information.

§ 98 and § 99 (shortened selection proceeding) of the Universities Act 2002 and the Senate Directive on the Appointment of University Professors, Annex 7 of the WU By-Law, (Berufungsrichtlinien des Senats), provide the legal basis for senior faculty recruitment proceedings at WU.

1. Call for applications
   Announcements of senior faculty positions are initiated by the Rector’s Council. The Senate then convenes a Search Committee, consisting of five full professors, two junior faculty representatives, and two student representatives. The Senate also nominates two assessors, at least one of them from outside WU. The Equal Opportunities Working Group has the right to send two representatives to participate in the committee meetings in an advisory capacity.

2. Constituent meeting of the Search Committee
   In its meeting, the Search Committee first assesses which of the applications received fulfill the application criteria and which must be rejected because the formal criteria are not met. The applications that fulfill the criteria are then forwarded to the assessors. As a first step, the assessors evaluate whether the applicants meet the requirements of the position in question on the basis of the criteria specified in the position announcement. In the next meeting, the Search Committee uses these short evaluations to decide which applicants are invited to give a candidate lecture.

3. Peer review assessment
   Afterwards, once a decision has been made on the candidates under consideration for the final shortlist, the assessors submit detailed, written assessments comparing the different candidates. These comparative assessments serve to determine which of the candidates best fulfill the academic requirements for the position in comparison with the other suitable candidates.

4. Shortlist
   Following the public candidate lectures or hearings, the Search Committee convenes for a further meeting to draw up a shortlist of candidates considered to be the most suitable applicants for the position. The Rector then selects a candidate from the shortlist and starts appointment negotiations.

5. Equal Opportunities Working Group & employment contract
   The Rector has to inform the Senate and the Equal Opportunities Working Group before she starts negotiations with the candidate of her choice and when an employment contract is signed with the selected candidate.