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How can we speed up the recruitment process? Internal processes are often too slow, with different and unclear responsibilities. You need engagement from all internal levels.
Lärarförslagsnämnden sometimes slow and takes too long time (varies by faculty though). Different local cultures, important to build an open and engaged culture for recruitments.
Different recruitment boards (lärarförslagsnämnder)? Can we have one for professors and one for BULs?
/Fredrik Tufvesson, and the breakout group

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When do you want the person to "arrive" at the department?
Then start counting backwards, when do we have to take the specific steps?
At what date do we interview and hold trial lectures?
When do we need the assessment by the external reviewers in order to make that happen?

Encourage the departments to start look for external reviewers when we announce the position, even though we risk have a conflict of interest after deadline. That risk could perhaps be mitigated by asking the department to find one reviewer more than required, a back-up reviewer, not a popular suggestion.

The department make the reviewer commit to a specific deadline (we have an economic incentive that the deadline is met), if we have a specific deadline it is easier for HR to follow up how the work is coming along. We should also be very clear on that we plan to interview at a certain date and that that date will be communicated to the candidates.

Sift applications, only send out the candidates that could be considered for the position. If the department are searching for a full professor there is no point in letting a clearly junior researcher be assessed. One should of course not dismiss candidates lightly, if the person were the only candidate would you consider to hire them? If not they could be sifted. A limited number of applications for the external reviewers to assess should speed up the process.

Let the chairperson for the LFN have a kick-off talk with the reviewers perhaps together with HR. If there are many recruitment processes ongoing, perhaps any member of LFN could perform the kick-off talk.
/Anders Kirchner

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In Denmark when positions are announced, the external examiners are already informed, and dates for reviews as well as interviews are already booked. This reduces process time and makes it easier for candidates to plan.

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Clear instructions are critical. The Faculty of Social Sciences' Tenure & Promotion Committee (LFN) has developed guidelines & recommendations which are specifying goals that should have been reached before a BUL applies for promotion to lecturer. HoDs, 'docentur', etc. are invoked in the guidelines & recommendations. This makes the expectations more clear, the process more transparent, and ideally prevent that research time is converted into teaching. Helle Rydstrom.

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Finding and attracting international candidates

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Finding and attracting international candidates

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Sometimes hard to find, and the focus gets directed inwards.
- The departments/division should proactively create wish lists
- HR should visit the departments for pro active recruitment planning
- Set long term goals rather than focus on short term needs
- Explain why it is so good to come to LU and Sweden. For instance the economical situation for families in Sweden is usually more attractive than in most other countries
-Onboarding has to improve. Even simple things like helping new recruits to find accommodation, dealing with the tax authority and other issues is not working great.

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The term ”strategic recruitment” inherently involves a long term aspect. The lack of such a long term perspective as regards funding/co-funding is an obvious challenge.
(Erik Serrano et al.)

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How can we speed up the recruitment process? Internal processes are often too slow, with different and unclear responsibilities. You need engagement from all internal levels.
Lärarförslagsnämnden sometimes slow and takes too long time (varies by faculty though). Different local cultures, important to build an open and engaged culture for recruitments.
Different lärarförslagsnämnder? Can we have one for professors and one for BULs?

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For some disciplines, the challenge is that we get very few applicants for certain positions. Extensive teaching responsibility in Swedish might be one obstacle. Knowledge about specific Swedish national contexts (e.g. legal system) makes international recruitment difficult. (Erik Serrano et al.)

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One challenge is the need to actually know Swedish in various university activities, for example teaching and university management. 

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One challenge is the need to actually know Swedish in various university activities, for example teaching and university management. 

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Maria Kihl

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For example at the chemistry department we consider how we support good and equal support representing two faculties. More central help is required from an international perspective. How do we help them and their families to come here? We don't know how to attract them, all meetings are in Swedish, need to get them to want to stay. General attitude towards foreingers. Differs within LU. How do we change our culture to be much more accomondating? Pro's and con's with Sweden, hard to make friends, people aren't open. Some things are great! Such as our equality, help with young kids, but we dont market it! Put more emphasies on our social security system. Of course an attractive research environement is needed but people leave because of our Swedish culture for spouses, International Citizen Hub. We don't have people to take care of international people locally to help empazise what is important especially when they arrive. The support is there. Communication, how do we get it out? The departments need to bring them in and help them, a social life there because that is where the context the international employees land in first.

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For example at the chemistry department we consider how we support good and equal support representing two faculties. More central help is required from an international perspective. How do we help them and their families to come here? We don't know how to attract them, all meetings are in Swedish, need to get them to want to stay. General attitude towards foreingers. Differs within LU. How do we change our culture to be much more accomondating? Pro's and con's with Sweden, hard to make friends, people aren't open. Some things are great! Such as our equality, help with young kids, but we dont market it! Put more emphasies on our social security system. Of course an attractive research environement is needed but people leave because of our Swedish culture for spouses, International Citizen Hub. We don't have people to take care of international people locally to help empazise what is important especially when they arrive. The support is there. Communication, how do we get it out? The departments need to bring them in and help them, a social life there because that is where the context the international employees land in first.

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support in writing job announcements so that they are visible to and are attractive to candidates that are not those most obvious in terms of those that were recruited in the past. Support might be needed to for instance include strategic aims in a way that they actually play a role.

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who do we want recruit in order to develop an research area? I think most research environments know which people/competence to recruit.

We can´t and should of course not handpick researchers and circumvent the proper procedures but we should become better in presenting LU as an attractive alternative.

/Anders Kirchner

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When we recruit a BUL that successfully achieve all conditions (and more) for a promotion to UL, then we offer these researchers a position that his biased towards teaching compared to the BUL position. This is not a particular competitive offer from an international perspective, especially for successful and internationally mobile researchers. /joakim gullstrand

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When we recruit a BUL that successfully achieve all conditions (and more) for a promotion to UL, then we offer these researchers a position that his biased towards teaching compared to the BUL position. This is not a particular competitive offer from an international perspective, especially for successful and internationally mobile researchers. /joakim gullstrand

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I really welcome Pontus comment that BUL conditions or "associated" packages offered could be very different depending on the environment hosting the BUL. That flexibility would increase the incitement from hosts to engage and support BULs

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It seems to me that the focus of most evaluations are on cultural barriers to achieve excellence in recruitments and less often, discussions revolve around operational/admin problems, which could be equally or maybe sometimes even more detrimental. In theory, these should be less controversial to address - Maria Gomez

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It is not always easy to recruit so that the balance between excellence in both education and research is achieved simultaneously in the same individual so that our objectives when it comes to both teaching obligations and research output are met. 

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It is not always easy to recruit so that the balance between excellence in both education and research is achieved simultaneously in the same individual so that our objectives when it comes to both teaching obligations and research output are met. 

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/joakim gullstrand

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External hiring, internationality, comparison to top universities

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External hiring, internationality, comparison to top universities

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I have the impression that external hiring and internationality are measured by comparison to American and British Universities and possibly the countries that are capable of offering very competitive salaries and working conditions that exceed the capacity of a Swedish University. Is it also true when compared to other universities, let say in France or Germany?
Krzysztof Podgorski

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It is nice to write your name under your comment

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It is nice to write your name under your comment