Finalize the Recruitment Process

Once you have decided whom you wish to hire, contact your Line Manager Assistant (LMA). The LMA will register the candidate in the recruitment system. After that, the HR consultant will be informed and will contact you regarding:

• Salary determination
• Salary negotiation
• Terms of employment
• The next steps in the employment process

All applicants must receive feedback within a reasonable time after the application deadline. Rejections play an important role in DTU’s reputation. Many applicants may be relevant for other positions at the university, and a positive experience can make them interested in future opportunities.

A rejection is considered a decision under the Danish Public Administration Act and must therefore include a justification. The decision is based on the discretion of the hiring authority, and as a rule, there is no requirement for a detailed explanation. However, it is important to mention the main points that influenced the choice of the candidate who was offered the position.

Applicants who have attended an interview should receive the rejection by phone and with a more detailed explanation. All applicants have the right to a written explanation if they request it.

If a trial period has been agreed upon, it is important to view this period as an active part of assessing the employee. During the trial period, the notice period is shortened for both employer and employee.

The manager and the employee must, within the first three months, assess whether the employment meets expectations. Even if a candidate performed well during the recruitment process, the trial period will show whether the person is a good fit for the position.

The trial period is usually set to the first three months in the employment contract. In case of termination during the trial period, the requirements for hearing under the Danish Public Administration Act apply. Since the notice period is 14 days and one week must be allocated for the hearing, the assessment and decision on permanent employment or dismissal must be made no later than 3–4 weeks before the end of the trial period.

Therefore, a trial period interview must be held well before the three months have passed. The interview can advantageously be combined with an employee development interview (MUS), where the first written development plan can also be prepared.

See the template for the trial period interview.