Recruiting PhD Candidates at Lund University: Towards a Better Practice

Abstract

This paper traced PhD recruitment procedures at Lund University and derives key lessons for an improved recruitment practice. With this investigation we hope to shed light on both pitfalls to avoid and good practices to follow when recruiting PhD candidates. We compare five case study departments by discussing theirr current PhD recruitment practices, and lessons to be learnt across the departments to ensure more efficient and effective recruitment of PhD candidates. Data is collected via analysis of academic and grey literature and 21 in-depth semi-structured interviews with Lund University staff involved in the PhD recruitment and applicants for PhD positions. Data is compiled into five case study narratives, which are compared to indentify key similarities, differences and lessons for an improved PhD recruitment. We conclude that any PhD recruitment procedure is constructed to evaluate a list of desired attributes for a suitable PhD candidate. Useful lessons can be learnt across Lund University departments and by other higher educational institutions by deriving "the best practices" in three areas: (i) questions on motivation and expectations, (ii) competency-based questions, and (iii) written assignments. HR inveolvment is generally recommended at various stages of the PhD recruitment process not least to ensure its objectivity.