#1 | Team of supervisors

On social media, you often read:

Choose your supervisor wisely!

Actually, it should be:

Choose your supervisors wisely!

In many countries, a PhD student is officially supervised by more than one person.

(This doesn’t refer to the postdoc guiding you whose name won’t appear in your dissertation)

For instance, in the US, PhD students typically have a primary supervisor, known as the Principal Investigator (PI), who oversees their research. However, students often have a dissertation committee composed of multiple faculty members. In the UK, the structure is similar but includes more formalized roles, such as the primary supervisor (main academic advisor) and the second supervisor (providing additional support and expertise). In the Netherlands, PhD students generally have a team of supervisors consisting of one or two promoters and one or more co-promoters.

Having a team of supervisors can be very useful, increasing the chances of having at least one supervisor with whom you have a great rapport. However, it also means dealing with multiple personalities and schedules, requiring excellent communication between all members and yourself. This can be tricky when supervisors have different styles, don’t get along, or come from institutes with different priorities. Understanding each supervisor’s role and contribution is crucial for a harmonious and productive PhD journey.

#2 | Communication

Communication skills are vital when choosing your supervisors. Assess how well potential supervisors communicate. Are they prompt in responding to emails? Do they follow through on their commitments? An accessible supervisor willing to engage in open dialogue will greatly enhance your PhD experience.

#3 | Experience level

Your team of supervisors may include seasoned professors with extensive research track records and those who are early-career researchers.

The experience level of your supervisors matters. Early- or mid-career supervisors may bring fresh ideas but may lack extensive supervisory experience. In contrast, senior supervisors have more experience but may be less available due to other commitments.

#4 | Commitment to your PhD success

Your commitment to finishing your PhD needs to be matched by your supervisor’s commitment, especially your main promoter. For instance, it’s frustrating to send your thesis to your promoter and wait six months or longer for feedback.

To avoid this, investigate the track record of your potential main promoter regarding PhD completions. A committed supervisor will have a history of guiding students to successfully finish their PhDs, ideally on time, reflecting their dedication and management capability. You can ask current PhD students or check the host university’s website for theses published over the past years. A large group with many PhD students but few completed theses? Run away.

#5 | Mentoring skills

A supervisor’s mentoring skills extend beyond research guidance. They should support your academic and personal development. Don’t underestimate the role of mentorship during your PhD and in the next steps of your career. Your PhD supervisors will remain present (and useful, if supportive) in your professional life.

For example, my main PhD supervisor was the person my current boss contacted as a reference when I applied for my current position. They knew and respected each other, which played in my favor. He supports my academic work and encourages my work with NextMinds, even inviting me to give a workshop at a conference he’s chairing in September.

#6 | Personality match

Compatibility between your personality and your supervisors’ can lead to a more harmonious working relationship. Consider how well you get along and whether you share similar values and work ethics. For example, if a supervisor expects you to work nights and weekends, but you value work-life balance, this could lead to conflicts. Take the time during the interview or by contacting current and/or previous lab members to understand better the personality of your future supervisors and how well they match with yours.

#7 | Supervising style

Reflect on the supervisory style that suits you best. Some supervisors offer high independence and freedom, while others are more hands-on and closely monitor your progress. Understanding your preferences will help you find a supervisor whose style aligns with your needs. For instance, my leadership style is to give a lot of freedom to my PhD students, allowing them to explore without me interfering too much. I seek candidates who like this and do not require intensive daily supervision. I also team up with colleagues who have a more direct management style to balance both supervisory styles.

Don’t hesitate to ask former or current PhD students about these aspects, or ask the supervisors directly during the interview.

#8 | Networking opportunities

A supervisor with a strong network can be invaluable for your future career. Depending on your career plans, this can be particularly useful to check in advance. For example, if you are interested in an industrial career after your PhD, a supervisor with an industrial network can provide introductions and opportunities that support your professional development. Investigate your supervisor’s network through their website or list of publications: do they have projects involving industry partners? Did they publish articles with people who work in your field of interest?