Future of Student Recruitment

One of SLU’s greatest challenges is ensuring that a sufficient number of students apply to, choose to remain in, and graduate from our programmes. This is crucial both for internal skills provision and for meeting society’s needs. The inquiry now presents proposed measures that can strengthen SLU’s student recruitment.

Focus on Agriculture and Forestry

The greatest need for more trained professionals lies within agriculture and forestry, and the inquiry has therefore placed particular emphasis on these areas. The proposals cover the entire chain – from sparking an interest in higher education at an early age to supporting students during their first period at SLU.

Challenges, Recommended Measures, and Proposed Goals

The inquiry highlights a number of challenges, identified through discussions with staff, students, employers, and alumni.

Lack of internal coordination
Recommended measure: Improve governance and coordination.

• Clarify the organisation for student recruitment
• Introduce a steering group for strategic student recruitment
• Develop a coherent policy for student recruitment
• Clarify annual planning for student recruitment with a yearly cycle
• Work in a process-oriented way through communication plans for programmes/groups of programmes
• Ensure quality in follow-up and analysis

Limited awareness and weak visibility. Unclear link between education and working life.
Recommended measure: Develop working methods and messaging.

• Increase awareness and visibility
• Roll out the red carpet: SLU can do a great deal to provide practical support for new students, from the time they are admitted until the semester is fully underway. For example, new students should only need a single point of contact for their questions. The start of the semester should be a celebratory occasion for both staff and students.
• Clarify career paths and professional roles

The programme offering is too broad and fragmented. External factors.
Recommended measures: Additional proposals to attract more qualified applicants to SLU’s programmes.

• Increase dialogue with external stakeholders
• Raise the status of education within SLU
• Introduce performance-based funding linked to teaching
• Give subject areas a clearer role in programme development
• Assign departments the task of consulting programme boards when appointing teaching staff
• Change the programme offering
• Review the educational organisation

Proposed Long-term Goals – When Are We Satisfied?

• There should be at least two first-choice applicants per place on SLU’s programmes, to be achieved within different timeframes for different programmes.
• Mutual trust and confidence in each other’s competencies across academia and support services, in order to improve both outcomes and working environment.
• Funding for student recruitment initiatives should be long-term and cover at least three years.
• A decision-making organisation with clear mandate, roles, and procedures.
• Programme completion/retention rates at an acceptable level. A framework should be set by the Education Board, with exact levels determined by the programmes/programme boards.

Next Steps

Success will require long-term commitment and engagement across the whole organisation. By strengthening the quality and relevance of our programmes, clarifying career paths, and creating stronger links with working life, SLU can increase its attractiveness.

The inquiry has been led by Senior Lecturer Lars Johansson, and the report has now been submitted to the university management.

You can read the full report here (in Swedish only): Utredning Studentrekrytering.pdf

On 15 October, you are welcome to take part in a webinar on the inquiry, where Lars Johansson will present the findings and answer questions.
https://slu-se.zoom.us/webinar/register/WN_v82EcekJSFehKh6KXdABBA

The webinar will be held in Swedish. Questions in English are welcome though.