Recruiting faculty members with international profiles

Category of recipe: Internationalisation through development of international skills for staff members.

Objective: Inclusion; Improving academic quality / offer; Attracting International students; Academic, professional and personal growth.

Short description: To recruit internationally recognised professors who bring diverse perspectives and expertise to the university, thus improving academic quality, fostering inclusion, and contributing to the global competitiveness of the institution.

Academic recognition: Improved institutional reputation and position in university rankings1. Additionally, some accrediting bodies set explicit requirements for hiring international professors, linking it to institutional recognition, funding eligibility, or compliance with accreditation standards. Meeting these criteria can strengthen the university’s position in national and global higher education frameworks.

Level of difficulty: Medium

Calendar and time needed: Recruitment cycles are dependent on institutional calendars and funding timelines.

Cost summary: €€€

Language and level required: English (advanced or professional level for facilitating international communication).

Roles and Responsibilities:
HR Department: Manages the logistics of recruitment, including posting job vacancies, reviewing applications, conducting interviews, managing contracts, and facilitating the onboarding process.
Head of Programmes: Define the specific academic and research needs for the department, evaluate candidates based on their qualifications, and ensure that the recruited faculty members align with the university’s internationalisation goals.
Hiring Committee: Composed of faculty heads, HR, and external experts to assess candidates' academic excellence, cultural fit, and international experience.
International Relations Office: Lead in identifying international recruitment opportunities, establishing global networks, and ensuring compliance with visa and immigration requirements.
Advisor in internationalisation (if there is such a person in the university): Provides insights on how international hiring can support institutional internationalisation strategies.
Pedagogical engineers (if there are some in the university): Assist in onboarding processes, ensuring that new hires integrate effectively into the university’s teaching methodologies and digital learning environments.

Ingredients:
A clear internationalisation strategy and commitment to building a diverse academic environment.
Dedicated recruitment team or committee, including key institutional stakeholders.
A detailed and transparent recruitment process that includes criteria for international experience and academic excellence.
International job postings and connections through academic networks, conferences, and collaborations.
Resources for relocation and integration support for international faculty.
Strategic partnerships with universities and research institutions worldwide.
Funding for relocation and professional development for international faculty members.
Support from the university’s international office for visa, immigration, and logistical support.

Recipe steps:
Step 1: Define recruitment goals.

• Identify the specific international competencies and expertise needed within the university programme.
• Set clear goals for professor recruitment that align with your institution's global academic and research objectives.

Step 2: Build an international network.

• Engage with other institutions, professional networks, and academic conferences to identify potential candidates.
• Establish collaborations with universities that focus on attracting global talent, using their networks and resources.

Step 3: Develop an attractive offer.

• Create competitive job offers that include attractive salaries, research opportunities, and professional development packages.
• Highlight academic freedom, innovative teaching methods, and research facilities available at your institution.
• Promote the possibility for professors to shape the curriculum and participate in impactful international projects.

Step 4: Create a transparent recruitment process.

• Develop a recruitment process aligned with global best practices to ensure fairness and transparency.
• Require application materials such as cover letters, CVs, teaching statements, research proposals, and academic references.
• Implement a structured evaluation process involving HR, senior professors, and external experts.

Step 5: Target specific candidate pools.

• Focus on both “rising stars” (early-career scholars) and “established leaders” (senior professors) to diversify the academic team.
• Promote the opportunity for professors to shape innovative curricula and develop interdisciplinary research.

Step 6: Leverage digital platforms for recruitment.

• Use tools such as LinkedIn, academic job boards, and institutional websites to share opportunities globally.
• Promote your institution's reputation and achievements to attract high-caliber candidates from around the world.

Step 7: Offer comprehensive relocation support.

• The Welcome Office or equivalent department should provide detailed information and support for relocating, including assistance with visas, housing, and family integration.
• Establish a mentoring programme to help new hires adjust to the university’s academic culture and community.

Step 8: Formalise the hiring and onboarding process.

• Once the candidate is selected, offer a clear and formal contract that includes academic expectations, compensation, and integration support.
• Create a comprehensive onboarding programme that introduces the new professor to university policies, culture, and academic resources.

Step 9: Evaluate and adapt.

• Continuously monitor the recruitment process to identify areas for improvement.
• Use feedback from new hires to refine future recruitment campaigns and onboarding processes.

Budget description:

• Cost for the Organising Institution: Includes advertising, relocation support, logistical assistance, and recruitment expert fees. Additional funds may be needed for integration and professional development.
• Business model of the activity: Funding may come from institutional funding, national public administration scholarships, international grants (e.g., Erasmus+, Fulbright), and partnerships.
• Budget type / Sources of Revenue:
• Institutional funding
• National scholarships
• International grants (Erasmus+, Fulbright, etc.)
• Partnerships
• Cost per participant: Not applicable (focus is on institutional recruitment costs).

Non-mandatory items:

Tips and tricks:

• Start building relationships with top international universities, faculty networks, and research institutions well before you need to recruit.
• Consider remote work or flexible start dates to attract international candidates.
• Emphasise the relocation and integration support offered.
• Promote professional development opportunities (academic freedom, growth programmes, research funding, etc.).
• Introduce a mentoring or buddy system to help international faculty integrate into the academic community and local culture.

Resource:

• Mazzara, M., Succi, G., Tormasov, A. (2022). Hiring and Developing an International Faculty in Innopolis University - From Zero to Hero. Springer, Cham.
• QS International. (n.d.). QS World University Rankings, Events & Careers Advice at TopUniversities.com. https://www.topuniversities.com/