for research organizations

Support to researchers

Several activities can be implemented within research organizations to facilitate the decision making and, if decided, the career transition of researchers. They are a set of activities that can be implemented as isolated activities or in combination within a programme. This will depend on the capacity of the research organization. They cover different factors of career management:

  • Career information
  • Career awareness and motivation
  • Career exploration
  • Career management skills
  • Transferable skills
  • Career planning and implementation
  • Job hunting and application process
  • Commercial and business accumbent
  • Networking
  • Psychosocial support
  • Role modelling

In this section, you will find information on activities such as:

This page is a section of information for research organizations in the EURAXESS Researcher Careers Beyond Academia Hub toolkit. Go back to the homepage to browse through other information and resources.

Support to researchers

Training

In terms of career transition to careers beyond academia, there are several skills on which facilitating learning will be an asset:

  • Career management skills. Training focused on upskilling career management skills will facilitate to the early-stage researchers learning how to self-explore, LMI literacy, and tools to continue these processes by themselves. This type of training also aims to increase awareness of participants' career decisions and make them more open to opportunities to advance in their learning and career.
  • Commercial and business accumbent. This training focus on aspects of business and IP. They exposed participants to the world of exploiting results and how the business function.
  • Transferable skills. Many transferable skills learning can be training-facilitated from soft skills such as effective communication or active listening to tech skills such as data management and programming. It is advisable to have a list of offers; however, the ideal trainee should already have a minimum level of career management skills.

There are many different types of training depending on the transfer of knowledge and learning facilitation method. You can learn more about effective training here.

As a research organization is advisable that you set up a quality assurance process for the offered training and a certification or acknowledgment process. You can find here recommendations from EU Council.

It is also recommended to centralize your offer within your institution, at least at the level of advertisement, and create calendars. In this way, early-stage researchers at your institution can plan their training activities in relation with their career goals.

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Support to researchers

Labour market information

The purpose of providing LMI to early stage researchers is to facilitate:

  • Their market knowledge and expand their career perspectives
  • Their reflection on their interest and extrapolation into world beyond academia
  • Their planning to fill the gaps of skills and expertise

Labour national or regional administration provides LMI; however, this information is very broad for researchers, and it is advisable to gather reliable and relevant information, curate it and present it in a meaningful way to researchers. Here there are some examples.

https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors

https://euraxess.ec.europa.eu/career-development/researchers/discover-ca...

https://www.imaginephd.com/job-families

If you want to know more about how to present LMI, please check this toolkit of CEDEFOP.

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Support to researchers

Career testimonials

Career testimonial and carer stories are examples of career trajectories from ex-academic researchers currently working in occupations different from academic research. They are in a sense LMI, because they can provide information about job profiles, in terms of working conditions, needed skills or entry requirements, but they also provide contextual and emotional information. This information is sometimes more meaningful to the audience, being more engaging, and efficiently inspire them and motivate them to explore careers beyond academia.

These career stories can be provided as:

  • individual stories in podcasts, blog entries, video, animated cartoons, etc.
  • shared stories where narrators are exchanging experiences, and impression in career panels or roundtables set ups.

These stories can be facilitated with guided questions and interviews, or non-facilitated producing self-narratives.

You can use different methods to deliver these career testimonials, from round table settings, reading material of career stories or podcast. Please find examples here:

EURAXESS Smart Talks on Beyond Academia Topic. Part 1

EURAXESS Smart Talks on Beyond Academia. Part 2

EURAXESS Career Stories for beyond academia topic.

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Support to researchers

Research 2 Business matchmaking events and Career Fairs

Career Fairs is a format meant to provide researchers with a possibility to explore employment and collaboration opportunities beyond academia and get insight into what is it like to work for a non-academic employer. At the same time, it should provide employers with a possibility to present their activities within the researchers’ community and gain access to research talent pool. The format combines panel discussion, and companies’ presentations and one-to-one meetings if the R2B matchmaking component wants to be added.

Here it is an example of Career Fair with R2B matchmaking events run  within Research Careers Beyond Academia EURAXESS Hub.

Why to organize a career fair with or without R2B matchmaking event?

 

 

How to organize a career fair with an R2B matchmaking event?

If you want to learn how to organize a Career Fair with and R2B matchmaking event, please read this toolkit.

Toolkit

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SUPPORT TO RESEARCHERS

Intersectoral mentoring programme

In and intersectoral mentoring programme early-stage researchers are paired with researchers (or professionals close to research) that are currently not working in academic research activities.

Why to run an intersectoral mentoring programme?

Apart from connecting people and providing LMI to early-stage researchers, mentoring programmes work best in the areas of career awareness and career management skills. Mentors are role models that provide information and professional development, growth, support, and readiness for opportunities.

REBECA by EURAXESS runs an intersectoral mentoring programme; you can check the results here. The organizing team has also published a toolkit to implement this activity.

How to organize a career fair with an intersecoral mentoring programme?

If you want to learn how to organize an intersectoral mentoring programme, please read this toolkit.

Toolkit

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