LU Recruitment Workshop - Afternoon by Heiner Linke https://padlet.com/heinerlinke/td5ysm1ooke34nzf What to aim for en-us 2021-09-21 15:19:15 UTC 2026-02-27 21:07:53 UTC hello@padlet.com Please write something heinerlinke https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1757564885 It is nice if you like to sign with your name. It is also nice to like others' comments that you like.  Or write a comment.]]> 2021-09-21 15:23:08 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1757564885 Ability and willingness to collaborate and share heinerlinke https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762444066 2021-09-23 08:56:27 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762444066 EPFL betonar bred annonsering. I Lund överlåter vi det på insitutionerna. Jag tycker att det borde ske på fakultetsnivå, efter att man frågat institutionerna om lämpliga kanaler. Fakulteten borde också efterfråga strategiska överväganden när man godkänner en utlysning, inte bara titta på utlysningstexter från ett juridiskt perspektiv. rantzer https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762541611 2021-09-23 09:50:51 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762541611 openness and thinking out of the box stasyuha https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762551604 2021-09-23 09:57:09 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762551604 Streamlined EPFL interviews fredriktufvesson https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762679572 I was impressed about the resources EPFL is putting into the interview days. 2 days times 5 candidates, leading you through the department meeting many of the potential colleagues on an eye-to-eye basis. What can we learn from that? ]]> 2021-09-23 11:18:34 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762679572 Need for transparency in the LU process https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762689991 2021-09-23 11:25:15 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762689991 We do not have recruitment strategies in place - we should work with that in a more structure way https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762693565 2021-09-23 11:27:24 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762693565 as we do not have strategies we are not messuring how we suceed. as we do not have anything to measure against https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762695095 2021-09-23 11:28:20 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762695095 We should implement kompetensförsörjningsplaner! longtime thinking about competences and recrutiment! https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762699358 2021-09-23 11:30:48 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762699358 I do agree that we can possibly capitalize on Nordic systems (free childcare, and social systems in general), for attracting international and excellent candidates https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762702880 2021-09-23 11:33:02 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762702880 Considering a full-blown career pathway assistant-associate-full professor, might well be worth it, not just in terms of departmental climate (taking out intra-personal competition among colleagues) https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762705811 2021-09-23 11:34:59 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762705811 We should strengthen the collaboration between the faculty appointment board, the department and HR for best results. https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762712569 2021-09-23 11:38:24 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762712569 Long hiring processes https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762713862 2021-09-23 11:39:08 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762713862 https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762714462 We should adopt EFPLs system.]]> 2021-09-23 11:39:29 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762714462 Department vs faculty https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762718688 It would help to strengthen interaction between the department and the faculty appointment board, also involving HR-expertise. In this way, different criteria can be better balanced.]]> 2021-09-23 11:41:55 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762718688 martintuner1 https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762724093 - Exiting with the perspectives from companies
- Good with mixed groups within academia
- Reasonable times for recruitments is important. To speed up proactivity and planning is critical - requirement profiles and also defined start fields of potential candidates are import
-Processes should be planned to also deal with the event of huge numbers of applicants. Examples include two-step exclusion of less than ideal candidates]]> 2021-09-23 11:45:05 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762724093 Astrid Söderberh Widding words mariagomez89 https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762762548 regarding recommendations to chairs when worried about budget:  "be bold" and then,  regarding fully funded positions "we should never need to apply for our own salaries" - worth thinking about these 2

]]> 2021-09-23 12:06:12 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762762548 A similar recruitment process https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762775380 If the basis of the process was the same (of course with some difference depending on the different faculties), it would be easier to work together over the faculties and a lot clearer for the applicants to know what to expect of the recruitment process. 
 It could also lead to more similar administrative support (needs analysis, HR-support, templets, time planning, bias and so on) which today vary over the University ]]> 2021-09-23 12:12:40 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762775380 Statistik https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762801061 Hur ofta/varför lyckas vi med rekryteringar och hur ofta/varför misslyckas vi? Vad är orsaken när vi misslyckas, hur har vi genomfört rekryteringarna, vilket förarbete gjordes, hur utlystes de osv? Hitta mönster hos de som lyckas och misslyckas. Titta både på de som inte leder till en anställning och de rekryteringar som misslyckas efter anställning (inte rätt kompetens, slutar i förtid, blir ett arbetsmiljöproblem osv)

]]> 2021-09-23 12:24:26 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762801061 Om det är möjligt på Nationalekonomi att ha ca 2 månader från utannonsering till anställning när de har deras Jobmarket (transfer fönster), då måste det ju också vara möjligt att få ned tiden inom alla andra discipliner på LU? Finns det något resten av LU kan lära där? https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762959103 2021-09-23 13:20:04 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762959103 Techncal and administrative personnel https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762972318 We haven't even started to discuss excellence when recruiting Administrative personnel. Staff there is very often not international or diverse. Or have worked abroad or even in another university.]]> 2021-09-23 13:24:20 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762972318 Regarding the fact that VR approves projects under that assumption that universities will create positions afterwards: I recall from my time at VR in 2013-15 that this was actively discussed. The impression at that time was that universities did not feel they were ready to make strategic priorities on their own, but rather found the VR process to be a useful help. Maybe this has now changed? rantzer https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762975767 2021-09-23 13:25:23 UTC https://padlet.com/heinerlinke/td5ysm1ooke34nzf/wish/1762975767