At the PDF Satellite Meeting in YIM 2025, IndiaBioscience initiated focused conversations around the criteria that research institutes in India prioritise when recruiting faculty members. For this, we engaged in insightful conversations with representatives from various institutions across the country. Among them were Anuradha Vaidya from Symbiosis International (Deemed University), SIU; Prasanna Venkatraman from Advanced Centre for Treatment, Research, and Education in Cancer, ACTREC, Navi Mumbai; Rakesh Mishra from Tata Institute for Genetics and Society, TIGS, Bengaluru; Roop Mallik from Indian Institute of Technology Bombay, IIT-Bombay, Mumbai; and H.S Subramanya from Chanakya University, Bengaluru. These institutions represent a wide spectrum, ranging from non-profit private universities to private deemed universities, as well as public institutions, all of which have a strong emphasis on both research and teaching. Furthermore, a conscious choice to have equal representation from both the sexes was considered.

Let’s have a look at their responses

1. What are the two most important things you look for in a curriculum vitae and interview during the hiring process?

Vaidya: The two most important things we look for in a CV are, first, the candidate’s background and its alignment with what we are seeking. These are the first aspects we consider in our rule of elimination. The institutional goals should align with the applicant’s research profile,teaching profile or both.

Venkataraman: A candidate’s academic background, research focus and domain expertise, is crucial in the selection process. A very good research proposal with a long-term vision that aligns with the institutional goal is mandatory.

Mallik: Innovation in their research is one of the primary aspects we look for in their work. 

Apart from this, we assess how different their ideas are and how they approach problems in novel ways. 

Mishra: For recruitment, we prioritise relevant background and domain expertise, including PhD, postdoc experience, or specialised training. Additionally, we seek scientists who are motivated to apply their research to solve real-world problems, like in healthcare and agriculture, ensuring the benefits of science reach society.

2. How important are networking and mentorship opportunities in securing academic positions?

Vaidya: It’s absolutely important. 

A strong professional network greatly benefits applicants in securing collaborative grants. It enhances institutional visibility, especially for institutions less known for life sciences or fundamental research. 

When faculty bring strong collaborations, it not only supports their work but also fosters great networking and research opportunities for the institution.

Subramanya: Mentorship and networking are very important. Building a new school or lab requires a supportive ecosystem where collaboration, networking, and mentorship thrive. Beyond technical expertise, candidates must be able to mentor PhD students and foster meaningful academic relationships. 

Venkataraman: Networking is an art; not all of us can excel in it. However, being an expert in your research domain is essential.

Mishra: Collaboration is fundamental to our institution. 

Every scientist works with multiple collaborators to scale efforts, reach stakeholders faster, and leverage shared expertise. This approach accelerates research progress.

3. What leadership roles do institutes look for while making hiring decisions?

Vaidya: Leadership is important for faculty; however, the ability to work collaboratively is the key to success. Leadership qualities develop over time, and individuals bring different strengths — some may need to tone down dominant traits to work effectively with peers. As careers progress, honing these skills becomes essential.

Mallik: Some of the leadership roles we look for include the capacity to expand a new field within the department, collaborate effectively with younger colleagues, and contribute to shaping long-term departmental policies. They should also demonstrate a vision that extends beyond their own lab.

4. How are institutions working to improve diversity, equity, and inclusion (DEI) in faculty hiring? 

Subramanya: Diversity and inclusivity are basic tenets of the University. We seek applicants from various backgrounds, regions, and languages while ensuring merit remains the priority. When candidates are equally qualified, preference is given to those who enhance diversity.

Venkataraman: I come from a cancer biology institute, where faculty composition has naturally been 50 – 60% women, though this has shifted slightly in the recent years. 

However, we remain mindful of maintaining balance and there is a conscious effort to include women in leadership and administrative roles.

Mallik: We prioritise inclusivity as much as possible. The biology department at IIT Bombay, for example, has a strong representation of women. We also have dedicated policies for gender inclusion and disability support. Additionally, newer building designs are thoughtfully structured to accommodate accessibility needs.

5. What strategies can young scientists adopt to stand out in a competitive job market?

Vaidya: To stand out, young researchers should be proactive and persuasive rather than complacent. With increased opportunities compared to past generations, they must actively seek out challenges and not just wait for them to come their way. They should also ensure that their skills align with what is stated in their CVs.

Subramanya:

To stand out in a competitive job market, candidates must excel in research, present a unique teaching philosophy, or demonstrate strong leadership. 

Additionally, establishing informal connections by visiting institutions, engaging with faculty, and understanding their work, can make a significant difference in securing opportunities.

Venkataraman: Candidates must thoroughly prepare their applications to align with job requirements, demonstrating a true understanding of the subject. Strong publications also add a significant value.

The diverse perspectives shared by these esteemed institutional representatives highlight the importance of aligning research and teaching expertise with institutional goals, fostering collaboration and mentorship, and prioritising diversity and inclusivity in the hiring process, offering valuable insights for young scientists aiming to make their mark in the academic world.