Appointing external experts

Consider the consequences the composition of experts may have for gender equality and equal opportunities.
Every effort should be made to ensure diversity in terms of age, gender and nationality; however, in certain subject areas where there are few representatives of a given category, such requirements may have negative consequences. Requirements to participate on various panels may place such an administrative burden on the available individuals that it affects their ability to conduct research and acquire qualifications in other ways. Consider how to deal with this dilemma.
The specialisations and research interests of experts will inevitably influence their judgements. Give due consideration to what constellation of experts is likely to provide the best possible all-round assessment of the candidates’ qualifications.
Instructions regarding assessment criteria should be as unambiguous and specific as possible.

Reviewing expert opinions

Expert opinions can appear extremely diverse in how they describe, evaluate and compare applicants, both in terms of what they choose to highlight and what they choose to omit. The assessment panel has an important role to play in reviewing expert opinions. The book Lärobok för rekryteringsgrupper på universitet och högskolor [Textbook for recruitment groups in higher education institutions] (Salminen-Karlsson & Fägerlind 2012) lists a number of questions that may offer guidance when reviewing an opinion’s letter of recomendations descriptive and evaluative elements.

Descriptive element

Is everything included?
Are all of the applicant’s qualifications included in the expert opinion and with the same level of detail for all applicants?
Does the opinion include information of no relevance to the assessment criteria?
Is any lack of qualification described and, if so, how?
How is any deviation from a ‘normal’ research career described?

Evaluative element

Which positive and negative value words are used?
On what grounds are these used?
How are the following words used: breadth, depth, narrow, central, original, potential, independent?
How is the applicant described on a personal level?
Are names and titles included?
Are any personal ties mentioned?
How is the final sentence in the opinion formulated?

Further reading

Lärobok för rekryteringsgrupper på universitet och högskolor. Salminen-Karlsson, Minna & Fägerlind, Gabriella (2012). Uppsala: Uppsala universitet. Tillgänglig på: https://www.uhr.se/globalassets/_uhr.se/lika-mojligheter/dj-projektredovisningar-och-rapporter2/dj-larobok-rekryteringsgrupper.pdf