Making it Work
“Making it Work – Best Practices in Hiring International Tenure Track Professors” was the title of a workshop that the Foundation organized with international experts in Berlin at the end of November. Six universities were invited, each having delegated a team of three participants, consisting of the university’s (vice-)president, a representative of its academic appointments department, and a representative of its international department. The international experts and the Foundation were impressed with the response and the keen interest shown by the universities.
On the evening before the workshop, neuroscientist Graziana Gatto (University of Cologne) gave an entertaining pre-dinner speech about her route into the German academic system as a “true international”. The workshop on the following day took place in the former GDR State Council Building, now the headquarters of the European School of Management and Technology (ESMT). A short keynote speech by the Foundation introduced the topic: Despite Germany’s attractiveness as a research location, offering a high degree of academic freedom and good quality of life, only 7.7% of university professors come from abroad.
Focus on early career phases
Policymakers, funding organizations, and universities are therefore making efforts to attract more outstanding international academics. The new internationalization strategy of the federal and Länder governments emphasizes “increased focus on appointments of international staff and the transition of international researchers in early career phases” in order to improve “the conditions for recruitment, admission and integration of international academic staff” (see Strategy of the Federal and Länder Ministers of Science 2024–2034: Internationalization of the Higher Education Institutions in Germany, p. 12).
Benefits of greater internationalization
Various expert reports and studies (including by EFI, HRK, DZHW/InWiDeHo) also underscore the need to increase the number of international professors, and numerous university strategy papers address the benefits of doing so. These include, in particular, gains in academic creativity, global connections, and the recruitment of international doctoral researchers and postdocs.
Prior to the workshop, universities identified the following challenges for international appointments:
- Lengthy procedures
- Language barriers
- Compatibility of qualifications
- Lack of networks
- Unfamiliarity with the funding landscape
- Bureaucracy
- Onboarding challenges
- Inadequate culture of welcome
- Dual career issues
- Family-related concerns
Their suggested solutions were:
- Active recruitment
- Encouraging faculties to widen their search to other countries
- Developing tenure track processes
- Adapting to international standards
- Enhancing support services
- Introducing onboarding concepts
- Breaking down language barriers on all sides
In the interactive workshop, the participants discussed key aspects of international appointments with the help of ideas and examples provided by the international experts. The aim was to find ways for universities to attract and successfully integrate international talent. Suggestions ranged from “active recruiting” and designing attractive job adverts to considering the needs of international academics, personalized onboarding, and necessary internal processes. The experts provided feedback and practical tips, and presented best practices from other countries
Key Takeaways
The take-home message was that successful international appointments call for concentrated strategic planning, clear communication, and a dependable culture of welcome. These elements can help to increase the number of international tenure track professorships.
The foundation thanks all participants and looks forward to consultations, applications, and a further workshop next fall.
Marion Müller
With the Appointment Accelerator and Tenure Track Professorship programs, Wübben Stiftung supports universities in attracting the best international talent. They offer academics attractive research conditions and tailored onboarding.