Difficult headhunting

NHH is focusing like never before on international recruiting for the academic environment. However, it is not always easy to obtain the best candidates. "We are increasingly more flexible in the hiring process," stated Kristin Reichel Teigland, with the Department of Finance and Management Science (FOR). But there is still room for improvement, specifically in regards to salary and reception.

12.11.2007 - Jens Frølich Holte

Jack Stecher believes that an international staff is the difference between a regional school and an international research institute.

Foto: Jens Frølich Holte

Four years ago, the Department of Finance and Management Science (FOR) started a pilot project for the recruitment of newly educated doctorate students.
This work has continued and now NHH has posted job announcements on websites where qualified international people visit to search for a job.

Strict process
In addition, representatives from the Department of Finance and Management Science (FOR) will be attending the large American Financial Associations (AFA) conference, which takes place in New Orleans in January.

There, the stage is set for "speed-dating" with potential candidates who have answered NHH's announcements. Many have already shown their interest.

At AFA's conference, representatives from NHH will meet the most qualified newly educated doctorate students in finance. The possibilities are vast, but the strict hiring process is often a hindrance for international recruiting.

"The people who are given an offer are attractive candidates and it is important to act quickly. We are a state-owned institution. Salary and terms of employment are a challenge and it would have been better if we could have been more flexible in the hiring process," stated Kristin Teigland, the office manager with the Department of Finance and Management Science (FOR).

Before a candidate receives a final offer, the application must be reviewed by both the department head and the academic appointment committee. Both reviewers show flexibility in the process, but it is still a difficult process.

A good reputation is most important
The American Jack Stecher showed his interest over 2 years ago when he came across a job announcement from NHH on the internet. Now, he is a post graduate with the Department of Accounting, Auditing and Law (RRR).

He believes it is easier to recruit internationally if the school has a good academic reputation.

"A published article in a highly respected journal makes the school have a stronger profile in international research environments. This is how the school ends up on "the radar" of academics that are searching for a job," believes Stecher.

Stecher received knowledge about NHH through Frøystein Gjesdal and his research. Often, the "word-of-mouth" effect is decisive, and Stecher stresses the importance of international recruiting:

"An international staff is the difference between the regional school and the international research institute," he concluded.

Proctor Gunnar E. Christensen wants many good ambassadors for NHH.

Not just internal recruiting
Proctor Gunnar E. Christensen is the leader for an international group and also has led a work group that has analyzed the question of international recruiting. He believes that NHH will benefit from having an international academic environment.
There are two main reasons why NHH is now focusing on international recruiting.

Firstly, the need for qualified staff has increased, mainly because of the transfer to a five year Master of Science (or MSc) in Economics and Business Administration. Secondly, it has been a part of NHH's strategy to become more visible internationally through an increase in the business school's international orientation.

More internationally recruited staff will create a "good circle".

"If someone decides to leave NHH, they will hopefully bring with them a good impression of NHH. Then they will become good ambassadors for NHH out in the world, and the job of recruiting will be easier," explained Christensen.

Tough competition
Christensen admits that NHH is competing in an international labor market with an international salary standard.

Since NHH is a state-owned business school, what one can do is limited on this front. It is difficult to compete with private institutions, but NHH aims to be competitive in regards to salary with other business schools, especially those in Stockholm and Copenhagen. Luckily it is more than salary levels that can attract potential candidates.

"Employment terms, apart from salary, matter a great deal also. For example, we have less teaching duty here at our school than is required in many other leading schools throughout the world," explained Christensen in conclusion.


Translation by Nancy Cavanaugh