Recruitment process

This page provides you with information on preparing and publishing a job advertisement as well as the application management, selection, and hiring of candidates.

It is important to make the application process as simple as possible and to reduce hurdles for candidates. We recommend that you do not request a letter of motivation in the application documents so that you can address more suitable candidates with your advertisement.  

Alternatively, you can collect the points that are important to you with protected page hard-factor questions.

Please note

Discuss any potential holiday absences in order to prevent any delays in the recruitment process.

  • Release the position for publication in the recruitment system.
  • The Recruiting Support team checks for the job registration requirement as well as further regulatory aspects and publishes the position on the ETH Job board and selected job portals within 2 working days.
  • As soon as the position is published, you will receive a confirmation with all relevant publication details.
  • Inform your personal network (email, social networks, conferences, etc.) about the position, and if necessary, publish the advertisement on other relevant portals.

Please note

www.jobs.ethz.ch (ETH job portal)
www.jobs.ch
www.academicpositions.com
www.jobs.nzz.ch
www.researchgate.net
www.it-jobs.ch
www.eth-gethired.ch
www.ictjobs.ch
www.medienjobs.ch

  • Applicants complete the application form and receive an automatic confirmation message.
  • Send interview invitations, patience messages as well as rejections, and request further documents through the recruitment tool. Consult the protected page application management instructions.
  • Inform candidates as soon as possible about the result of their application. For suitable candidates, we recommend a first contact within five days at the latest. Candidates who are not eligible should also receive feedback within a useful period of time (ideally within three weeks) in order to keep ETH Zurich in positive memory.
  • Close the position as soon as you have received enough applications. If necessary, the position can be published again at a later point in time.

Please note

Applicants retain ownership of their data (in accordance with data protection guidelines), and may edit or withdraw their application at any time.

  • Determine the main points for evaluation with all members of the hiring committee.
  • Evaluate the incoming applications on an ongoing basis.
  • Compile a shortlist.
  • The recruitment tool allows you to either share all applications or only those on the shortlist with further people.

Please note

  • protected page Hardfactor questions can support you with the pre-selection.
  • Your HR Partner will support you with the pre-selection, if necessary (excl. scientific positions).
  • Document your contact with applicants in the recruitment tool.

Please note

  • Your HR Partner or recruiting partner will attend the interview if desired or previously agreed upon.
  • Offers or rejections sent to interview candidates should be issued personally by you, your HR Partner or your recruiting partner.
  • You or your personnel consultant informs HR Admin about the decision, in order to start the ETHIS workflow entry.
  • Your HR Partner or HR Admin inspects, signs, and sends the contract of employment.
  •  Send the remaining rejections and conclude the position in the recruitment tool. Consult the protected page instructions for closing a position.

Please note

After three months, the application data is deleted from the database in line with data protection regulations.

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