Thank you for your interest in applying to the GIGA Doctoral School.
The application deadlines for 2019 admissions will be announced here in late January 2019.
The application procedure consists of the following stages
1. Application via email
2. Skype interviews
3. Personal interviews at the GIGA (Liège)
After each step of the selection process, all candidates will receive an email with a feedback.
A candidate has to submit a complete application package including:
2. Motivational letter (in a free format describing the motivation to join the GIGA Doctoral School)
3. Education transcripts
4. Names and contact details of two referees
Eligibility criteria for Stage 1:
- Completed Master degree (or expected date of receiving it)
- Educational transcripts (mean grades > 6.5)
- Motivational letter (writing style and information provided)
Eligible candidates from Stage 1 will be invited for a 20-minute Skype interview with the members of the recruitment committee (RC). Appointments for the interviews are made with candidates and are fixed at least one week in advance. Each candidate will be asked to prepare a 10-minute presentation in an open format that will describe personal and professional interests and a research background. Skype interviews will be conducted by the RC: representatives of the different thematic units of the GIGA, an English language expert and an HR specialist from the University of Liège.
Selection criteria for Stage 2:
During an interview, a motivation and suitability of a candidate will be assessed. Moreover, English proficiency and communication skills will be evaluated. Candidates will be asked about their educational background, internships, summer schools, exchange programs, work experience, research and personal interests, career plans and motivation to enrol to the GIGA Graduate School. The selection of the candidates at this stage will be made by RC members.
The candidates selected from the Stage 2, Skype interviews, will be invited to the Recruitment Day (RD). This event will be organized by the GIGA and candidates will receive reimbursement for all travel and accommodation costs. The candidates will come to Liège for a full day. At RD, candidates will be asked to give a short 10-minute scientific presentation of their project in public, which will be followed by an open discussion with the RC members, the GIGA researchers and other candidates. Additionally, each of the candidates will have a 10-minute closed interview with the RC.
Selection criteria for Stage 3:
Based on the interview, research presentation, discussions and informal talks, the following aspects will be assessed: motivation and enthusiasm of the candidate; capacity of an applicant to explain a research project and hold a discussion; communication skills and social interactions of the candidate.
At the end of the Recruitment Day, the recruitment committee has a high priority /reserve list /non-eligible ranking of the candidates. High priority candidates will be notified by an official email about the position and will be given two weeks to make a decision. Non-eligible candidates and candidates from the list will be notified of the results of the Recruitment Day within five working days. If any of the above listed candidates declines a position offer, the next applicant (based on the final ranking) will be contacted and offered a position.
The working conditions of the PhD candidates recruited for the GIGA Doctoral School comply with the EU, national and ULiège institutional regulations. ULiège is one of the European Universities which in 2005 commits itself to honoring the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. ULiège is hosting at EURAXESS Mobility Center for Researchers, takes an active part in Erasmus Staff Trainings that focus on HRS4R initiation and the introduction of OTM-R principles in institutional evaluation & selection procedures. ULiège was the first Belgian University to receive, in 2011, the HR EXCELLENCE IN RESEARCH label.
The feedback will also inform an applicant about the possibility to introduce a redress request. If a candidate believes that there have been shortcomings in the handling of their selection procedure and that these shortcomings have jeopardised the outcome, he/she will be able to submit a request for redress. Redress requests should be raised within 10 days after receiving the feedback letter on the outcome of the relevant selection phase provided by the GIGA Doctoral School, and should be sent by email. Requests must be related to the procedural aspects of the eligibility check and must include a clear description of the reason to complain. The Internal Redress Committee, that will be formed by representatives of the Recruitment Committee, will examine any complaints. The redress procedure will address application evaluation. If a candidate provides evidence of shortcomings in the application and selection process, the Redress Committee may recommend a re-evaluation of the final decision. The Redress Committee will not question the scientific or technical judgment of the evaluator. Final decisions about application refusal or acceptance will be sent by email within 10 working days after receipt of the redress request. Individual feedback will be given to each applicant thus protecting the privacy of the applicants.
Promoting equal opportunities
Gender: GIGA is highly ranked in terms of gender equality and has comprehensive policies to ensure this is maintained. Out of the 601 members of GIGA, 53% are female. The same gender balance is present at the managerial level. GIGA is managed by a male director and a female vice director. From the nine research and three support thematic units of GIGA, six are currently lead by female directors. Accordingly, the GIGA Doctoral School strives for gender balance at all levels. The selection of candidates will be based on the above-defined quality parameters. For the final ranking, the Recruitment Committee will make serious considerations for gender-balance when finalizing the rank list of candidates.
Ethnicity: We anticipate and encourage a selection of candidates with different cultural and ethnic backgrounds.
Researchers with special needs: GIGA and ULiège have solid policies in place for the accommodation of disabled employees. Facilities and buildings are generally accessible for persons with disabilities. Help and information will be provided for such candidates at later stages regarding the identification of the suitable housing. In the case of equality of candidates, the above mentioned groups will receive a priority in selections.