Hasselt University wants junior researchers to become excellent research professionals who are broadly employable, both in and outside academia. In order to achieve this mission, junior researchers are encouraged and supported to take their professional and personal development into their own hands.
An important step in preparing for any type of further professional development is becoming (more) aware of the range of skills you have developed and/or want to develop further. This awareness increases your opportunities on the labour market in several ways: it broadens your horizon, enhances your self-knowledge, helps you to get a better view on the match between yourself and a potential new position, and supports you in ‘selling’ yourself in an authentic way.
The competency overview is a list of 50 competences, potentially mastered by PhD holders, categorized into five clusters:
- academic research competences,
- intellectual competences,
- personal effectiveness,
- interpersonal competences.
The (non-exhaustive) list thus contains a mixture of academic and generic skills that might be (further) developed during the course of a PhD. Its main goal is to broaden junior researchers’ field of vision and to help them find the right words to describe their personal competences.
Of course, one single person is not expected to master all of these competences perfectly. The list is rather meant to be a source of inspiration. You can use the overview:
- to identify your strengths and the competences you value most (what are you good at? what do you like?),
- to determine your potential for growth (which competences would you like to develop further?),
- in order to thoughtfully consider various career options based on your strengths and preferences.
Each competence has been given a definition referring to the specific behaviours through which the competence can be shown.
List of definitions (with competences in alphabetical order per category)
The category of 'academic research competences' mainly consists of technical competences and discipline-specific knowledge, whereas the other categories mainly consist of behavioural competences. Important to consider, however, is that competences always refer to a cluster of knowledge, skills and attitudes. Although the definitions provided are behaviourally oriented, it is very important to also take into account your attitudes and personal characteristics when considering your professional ‘value’. Your competency will show when you combine your knowledge, skills and attitudes to perform well in a certain context.
Sources of inspiration:
- Onderwijs+ woordenboekje UHasselt
- Competentieboek Vlaamse Overheid
- Vitae researcher development framework
- DocPro: the professional profile of PhD holders
- The skills mismatch: what doctoral candidates and employers consider important
- Competentiedefinities Ascento
- Van talent naar performance: Talentgericht selecteren, ontwikkelen en beoordelen. Acerta - Ehrm Vision, 2014.
- Competentie-ontwikkelend onderwijs: een verkenning. Vlaamse Onderwijsraad, Garant Antwerpen - Apeldoorn, 2008.
Already in 2013, the five Flemish universities started a campaign highlighting the strengths of PhD holders: Seeing a doctor can seriously improve your professional life. The campaign is aimed at showing potential (non-academic) employers the benefits of hiring a PhD holder. A doctoral degree is (still) valued very differently depending on the discipline and the specifically aimed function. However, the universities want to make clear that - as a group - PhD holders have certain specific strengths that can be of value in any context or profession: They are (1) team players and powerful individuals, with (2) strategic insight combined with highly developed analytical skills. They are (3) experienced organisers with excellent project and time management skills, (4) enterprising, pro-active go-getters, and (5) outstanding communicators. Finally, they also are (6) creative thinkers with great improvisational skills, (7) adapted to work in international environments.
These seven characteristics reflect strengths resulting from the experience of doing a PhD. It is however an entirely different question to ask employers what they find most important or desirable in an employee, be it with or without a doctoral degree.
Specifically for the field of research, Euraxess recently developed research profile descriptors. They describe four broad profiles that apply to all researchers, independent of whether they work in the private or public sector: in companies, NGOs, research institutes or universities. Regardless of any particular profession, both the necessary and desirable competences of researchers in various stages of their career are listed. The competences mentioned for a 'first stage researcher' strongly relate to what is mentioned in the UHasselt charter PhD supervisor - PhD candidate.
The UHasselt competency profile for PhD holders (under construction) will demonstrate which competences PhD holders are expected to master by potential (academic and non-academic) employers across fields and disciplines. In order to create the profile, input of a wide range of stakeholders is currently being gathered. The goal is to identify which competences are valued and required – and thus considered ‘essential’ – in both the academic and non-academic sector.