Composition of your application file & how to upload it
A 4-stage process
The recruitment of new academics follows Rules of Procedure no. 1, appended to the University Statute (March 2010- This text exist only in French – hereunder “FR”), and is essentially a four-stage process :
the first stage involves collating all the applications and submitting them to the selection committees appointed by the Executive Board. Before this can happen, the vacancies (proposed by the faculties & institutes and approved by the Sector Board) are confirmed by the Executive Board prior to being published.
the second is the first selection stage. Each selection committee selects the applicant(s) it would like to short-list, i.e. the applicant(s) it would like to interview before identifying the best candidate for the position published.
the third stage, selective also, is when the Executive Board confirms - or doesn't confirm the selection, having met the selected applicant and read the committee's report, the opinion of the Dean/Head of the Institute and an interview report issued by the Human Resources Department (HR). An e-mail is sent to the successful applicant, offering him/her the post. Unselected applicants will be notified by personal letter and invited to discuss the decision with the vice-rector for personnel policy.
the fourth and final stage is when the appointment and associated conditions of appointment are confirmed by the Board of Governors and then by the Board of Trustees (“Pouvoir Organisateur”). The official letter of appointment and all the relevant documentation and information is then sent to the successful applicant.
The recruitment schedule can be viewed here.
Reimbursement of expenses
Our academic recruitment policy
At UCL, our academic recruitment policy is fully transparent and we particularly welcome applications from external candidates. In the last few years, the majority of applications received were from foreign candidates or holders of a doctoral degree (PhD) awarded by a foreign university.
The number of women pursuing an academic career with us remains low; however, in the last two years, we observe that the percentage of women that introduce their application is lower than, in fine, the percentage of women that are recruited. That shows that women are quite successful in this procedure.
In 2017, recruitment reflected almost complete gender balance: if we look at all new faculty members’ incl. senior researchers FNRS and clinicians, the number of women (18) is just slightly smaller than the number of men recruited (20). We still have some work to do in this area if we want to achieve a better male-female balance in the academic workforce. Application of women are therefore particularly welcome.
Recruitment for academic positions at UCL is opened annually and follows the procedure described in the regulations appended to the University Statute (revised early 2010 - only in French).