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University’s strategy for recruitment to science. Kenneth Ruud Prorector for research and development. Bachelor/Master studies. Provide the students with relevant background knowledge , ideally broad in scope Introduction to research ethics and research methodology

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University s strategy for recruitment to science

University’sstrategy for recruitment to science

Kenneth Ruud

Prorector for research and development

Bachelor master studies
Bachelor/Master studies

  • Provide the students with relevant background knowledge, ideally broad in scope

  • Introduction to research ethics and research methodology

  • Possibility of more integration of education and research

Learning research methodology the phd degree
Learning research methodologyThe PhD degree

  • Provide you with a detailed training in the scientific method

  • Provide you with expert knowledge in a limited field

  • Develop skills in how to find new knowledge

    • Using existing literature

    • Using your own skills

    • Learning to use other people’s skills

  • Produce high-quality scientific results

  • Provide you with a suitable set of complementary skills

Broadening your horizon the postdoc years
Broadening your horizonThe postdoc years

  • You should:

  • Broaden your scientific profile

  • Travel to a different group, ideally abroad

  • Create new networks

  • Publish

  • Supplement still missing skills, in particular applying for research funding/review processes/supervision skills

  • We as an institution should:

  • Provide high-level specialization training

  • Broaden the horizons of our own research group/environment

  • Help contribute to the independence of our postdocs

  • Assist our PhD students in finding suitable postdoc hosts


  • Marie Sklodowski-Curie

  • NFR

  • Mentor’s postdoc funding

Creating an independent scientific career
Creating an independent scientific career

  • The weakest point in the Norwegian funding system

    • How do we fund the need to test scientific independence?

  • New measures are coming:

    • Innstegsstillinger

    • Ungeforskertalenter

    • ERC Starting/Consolidating Grants

  • More active recruitment of research talents by the University (but how?)

    • COFUND?

  • A frequent comment in evaluations of Norwegian research: Lack of mobility

Developing the scientific career
Developing the scientific career

  • Universities can/should help develop the scientific career of staff members

    • Mentoring

    • Performance reviews

  • Science is largely a group effort, the Universities must build structures that support this

  • Need to be clearer on the capacity we need for research in different domains

  • Help identify and combat “invisible” obstacles to furthering scientific careers

The norwegian academic funding ladder
The Norwegian academic funding ladder


FRIPRO Forskerprosjekt

ERC Starting/Consolidator Grants



Postdoc abroad (COFUND)

PhD studies

Big questions in temporary appointments

  • Rindal-report:

    • Researcher-driven vs. Strategically driven research.

    • Qualificationprinciple vs. priority to existing staff members

    • Difficultprocesses for terminatingworkcontracts

  • The use of external funding to improve scientific quality

  • Each researcher his/her own research manager

  • If we hire more staff members in permanent positions based on external funding, do we get two different classes of researchers?

    • The division of work between university sector and applied research institutes?

  • The amount of research based on university funding almost exclusively based on the study choices of students

    • We an evaluation of the societal need for competence (the need for education) and the societal need for research capacity in different scientific disciplines)

The u niversity recruitment considerations
The university recruitment considerations

  • Need to find the best people to develop the institution as a whole

  • Good balance between building on expertise and scientific renewal

  • Challenge: permanent vs. temporary employment

  • Open calls vs. targeted calls

  • Open recruitments vs. targeted recruitment

  • Large part of decisions delegated to faculties

  • (and departments)