Recruitment Process

Prepare a job analysis that identifies tasks, success criteria, and development opportunities. Also consider whether the position’s placement in the organization should be adjusted. This provides a solid foundation for a focused job advertisement.

It may be helpful to define the professional and personal competencies you are looking for in a candidate. A clear person profile will help you assess whether applicants’ materials match the desired qualifications, competencies, and potential.

Time and Activity Plan

A time and activity plan makes it easy to allocate responsibility for recruitment tasks and ensures that the start date deadline is met.

Internal Recruitment

Consider whether the vacant position should be filled through internal rotation, so that ultimately a different position becomes vacant. See the rules for internal recruitment here.

A job advertisement must be prepared and posted on DTU Job and Career and Jobnet. Use the job advertisement templates to ensure all relevant information is included.

Material for HR

• Job advertisement with standard text
• Preferences for advertising and application deadline

Advertising

HR is responsible for advertising. You can read about the options here.

For positions that may be difficult to fill, you are encouraged to contact Recruitment and Onboarding about options for broader and more targeted advertising.

You can also use one of DTU’s external recruitment agencies under our collaboration agreements.