Points to consider for search committee when recruiting teachers

Simplify and streamline the process

This information serves as supporting material for appointing a search committee and for the committee’s work and is intended to facilitate and streamline the recruitment process. It complements the needs analysis and person specification and is designed as part of the work on improved competence supply at the faculty. By using search committees, we can attract and identify the most suitable candidates, creating conditions for successful recruitment and strengthening our position as a world-leading university.

Qualified teachers and researchers are essential for the university to achieve its overall objective of conducting education and research of the highest quality and relevance. By identifying and encouraging suitable candidates early, formulating an attractive appointment specification, improving communication and using broader networks, the recruitment process can be made more efficient. An active search broadens the pool of applicants and increases diversity and gender equality in the workplace. A larger proportion of qualified researchers and teachers with different backgrounds and experiences in the applicant pool contributes to counteracting bias and promotes equal opportunities in the recruitment process.

Link to further description/research

In preparation for appointing a search committee

Representatives from the business units in the search group

The search committee must include representatives from the department, one of whom is to convene the committee’s meetings. External representatives may also be included. The committee must have a gender-balanced representation of women and men unless there are special reasons. Consider whether there are roles that always should be included in the search committee or whether this depends on the recruitment. For example, Director of Studies, Equal Opportunities Representative, and at least one representative from outside the recruiting department/programme, from another department or higher education institution. Possibly the same individuals who are likely to be included in the Recruitment Committee as subject representatives. Is the search committee diverse in terms of background, career stages and expertise? If not, how can more perspectives and experiences be included? A heterogeneous search committee tends to attract a more varied group of qualified candidates, which can contribute to diversity and gender equality.

Tasks of the search committee

Basis for the department’s decision

In cases where it is not clear which category of teacher is to be recruited to a certain subject area, the search committee’s report may provide a basis for the department’s decision. The search committee can help identify areas with many qualified applicants. Consider broader definitions of the position, where the subject area is not specified in detail, to attract a more diverse pool of applicants. Consider interdisciplinary approaches and recruitment from less traditional subject areas. Also consider closely related subjects with qualified candidates from underrepresented groups, which may broaden recruitment.

Support in drawing up the assessment criteria for the job profile

The search committee can provide support when formulating the criteria for assessing research and teaching expertise set out in the appointment specification. The appointment specification may be adapted based on where the search committee has identified qualified candidates. Use inclusive language and distinguish between required and meritorious qualifications to attract a broader range of qualified candidates. Avoid limiting the search with overly specific requirements. Consider whether any requirements can be removed or reformulated to include more qualified candidates. Ensure that the assessment criteria are clear, transparent and appropriately weighted.

Identify and attract suitable candidates

The search committee must identify and encourage suitable candidates nationally and internationally, both women and men. Consider which channels can be used to reach as many qualified candidates as possible. The committee should use its networks effectively. Discuss within the committee which candidates should be contacted and how the work should be organised. Who contacts whom? How should contact be made? What information should candidates receive about the position? Is there sufficient breadth in the committee’s network? This may affect the ability to identify and encourage suitable candidates to apply. The committee may also consult colleagues or other departments or institutions for suggestions of qualified candidates. Candidates from previous recruitment processes may also be considered.

Report from the search committee to the department board

Suggested content:

• Explain why the recruitment is needed.
• If not already decided, suggest the type of position and explain why.
• Present an announcement, including the subject area, if the search committee helped prepare it.
• Explain how the search committee has worked in Sweden and internationally to find and attract qualified candidates from different backgrounds and genders.
• Explain which channels will be used to advertise the position and why. Also explain how identified candidates will be informed during the application period. The search committee is responsible for contacting them.
  

Follow-up of the search committee’s work

When the Office for Science and Technology sends the list of applicants to the head of department and section dean, this is an opportunity to follow up the work of the search committee. Has the committee achieved the expected number of qualified applicants and the desired breadth? If not, consider how the recruitment process should proceed. If the number of applicants does not meet expectations, one option may be to cancel the process and start a new recruitment process.