Recommendations in teaching and research positions: Expert assessment, interview, retrieval of references and trial lectures must form the basis for the department’s written recommendation. The recommendation document must contain an assessment of the candidate’s qualifications. The candidate deemed most qualified will be placed as number one on the list with recommended candidates.
What is a recommendation?
A recommendation includes an assessment of the candidates' qualifications.
The list with recommended candidates should usually contain three of the best qualified candidates in order of priority. The assessment of the candidates’ qualifications must be based on to what extent the competences, experience and personal skills meet the requirements of the job description.
The recommendation document should also contain the number of applicants with an immigration background, how many of these were called in to the job interview, and a short explanation as to why such applicants were not considered eligible candidates. Only qualified applicants should be called in for the job interview.
For teaching and research positions: Remember that the academic evaluation has largely been conducted through the expert assessment.
The employer has the possibility to hire persons with disabilities or work-related limitations. In such case it is sufficient for the candidate to be qualified for the position, without necessarily being the most qualified. This is an exception from the regulations as determined by the qualification principle of the Act on Public Employment (in Norwegian).
How to write the recommendation
In addition to a description of each individual candidate, an assessment summary in which candidates are compared to one another is to be included (listing the candidates according to qualification, conclusive assessment). This assessment must follow the qualification principle, and be based on the expert assessment, impression after the job interview, feedback from references, trial lecture and any other additional tests that were taken.
For the recruitment committee it is of vital importance that the recommendation document contains sufficient information on, and assessment of, each and every candidate. This will ensure that the committee’s members can form their own opinion of all candidates, and the recommended employment. It should be made very clear which candidate is best qualified for the position and why.
The division of human resources may assist in preparing and/or checking the quality of the recommendation document together with the manager, before it is sent to the recruitment committee for assessment.