Interviews, References and Tests

A well-structured interview process is essential to ensure both relevant insights about the applicant and a positive impression of the workplace. Preparation should be based on the unit’s specific needs and objectives.

Schedule and interview structure

Decide in advance how and when the interviews will be conducted. Consider the number of interview rounds, the duration of each interview (typically one hour), and who will participate. It is recommended to include a break of approximately 30 minutes between interviews to allow time to discuss initial impressions and adjust the approach for subsequent interviews.

Allocation of roles and responsibilities

Clearly agree on who is responsible for which parts of the interview – for example, welcoming the applicant, presenting the workplace, asking questions about professional and personal competencies, aligning expectations regarding salary, and providing information about the next steps. A clear division of roles contributes to a structured and professional interview.

Diversity and legislation

When selecting applicants for interviews, consider diversity and new perspectives. During the interview, be aware that employers, according to the Danish Equal Treatment Act and Anti-Discrimination Act, must not ask about or place emphasis on matters such as religion, political beliefs, pregnancy and family planning, sexual orientation, ethnic origin, or certain health-related information.

Preferential access to interviews for applicants with disabilities

As a public employer, DTU is obliged to invite applicants with disabilities to an interview before filling a vacant position – provided that the applicant has the necessary qualifications and wishes to make use of this preferential access. The assessment of the applicant’s qualifications is carried out in collaboration with the assigned HR consultant.

Secondary employment

To ensure that any secondary employment held by an applicant is not incompatible with employment at DTU, the hiring manager must ask the candidate about secondary employment. If the applicant has secondary employment, they must complete DTU’s reporting form for secondary employment in accordance with current guidelines.

The Head of Department assesses whether the secondary employment is compatible with the position and approves this by signing the form. This approval must be in place before the applicant receives an employment offer.

When hiring international candidates, it is particularly important that the hiring manager informs them of the obligation to report and obtain prior approval for secondary employment. This obligation also applies during the ongoing employment relationship.

See the procedure for identifying any incompatible secondary employment prior to hiring.

First interview

The selected applicants are invited to an interview. Before the interview takes place, it must be thoroughly prepared. There will often be several participants in the hiring committee, so it is a good idea to clarify who has which roles.

The first interview is typically used to assess the applicants’ professional competencies.

Second interview

During the second interview, there is an opportunity to use test tools. Please contact the assigned HR consultant for advice. HR consultants are certified in the use of tests in connection with recruitment.

The test results are used as a basis for a dialogue about personal competencies, behaviour, needs, and preferences.

At the second interview, it is possible to use personality and cognitive tests. At DTU, we use these tests as dialogue tools to identify the applicant’s work style preferences and behaviour in the job.

The assigned HR consultant provides feedback on the selected tests during the second interview round. The hiring manager participates in the interview.

Insight into a person’s characteristics, behaviour, and response patterns can greatly help us understand and predict how the person will perform and act in a given role, as well as how they will fit into the organisation’s culture and work environment. Personality tests can help clarify this.

Feedback

HR recommends that no more than three people (including the hiring manager and a certified HR consultant) participate in the feedback session on the test results. Colleagues should not participate, as the conversation is personal and confidential, and it is important to ensure a safe space for the candidate. Too many participants can create unnecessary pressure.

At DTU, we use three different tests:

MPA – Master Person Analysis

MPA is a personality test that provides quick insight into the candidate’s preferred behaviour in a work context. The test helps assess who best matches the position.

MPA measures nine traits divided into three main areas:

• Ego-drive (self-behaviour): Ability to achieve goals, take control, and apply energy at work
• Social factors (we-behaviour): Interaction with others, emotional approach, and trust
• Work style (task-behaviour): Problem-solving, overview, innovation, and decision-making

MPA complies with international standards for professional tests.

Feedback time: approximately 60–90 minutes.

ACE – Cognitive test

ACE measures the candidate’s potential to handle complexity and make logically sound decisions. The test also provides insight into the ability to acquire new knowledge.

You gain insight into:

• Job complexity: Assessment of the level of complexity the candidate can handle
• Acquisition of new knowledge: Approach and speed of learning
• Logical and analytical reasoning: Ability to analyse and make well-considered decisions

ACE tests three general cognitive abilities:

• Numerical reasoning: Solving tasks through calculation
• Spatial reasoning: Identifying patterns in figures
• Verbal reasoning: Solving verbal tasks through analogies and matrices

Feedback time: approximately 5–15 minutes.

EASI – Typological test

EASI identifies behaviour and motivation in a work context and is a visual tool for employee and leadership development. The test divides individuals into four types based on specific characteristics.

Each type has its preferred behaviour and is motivated by different factors. A person may have elements from several types to varying degrees.

EASI is easy to understand and apply, and most people will recognise themselves and others in the types.

The test can be used for:

• Recruitment of candidates with limited work experience
• Individual development
• Team development
• Leadership development

Feedback time: approximately 30 minutes.

Important considerations before conducting reference checks

Before contacting referees, there are several aspects you should take into account:

• The applicant’s consent must be obtained, even if they have listed referees in their application.

• References should only be collected late in the recruitment process, when you are close to making a hiring decision. The purpose is to elaborate on your impressions of the candidate.

• It is recommended to obtain two references to gain a more nuanced picture of the candidate.

Reference check guide

In certain cases, you may be required to consult the applicant after conducting reference checks. This applies if information emerges that is unfavorable to the applicant and relevant to the final decision.

Before the case is concluded, the applicant must be informed of this information and given the opportunity to comment.

The reference check guide can be used as support during the conversation with referees.

Expectation alignment interview

In connection with interviews at the department, HR offers an expectation alignment interview with the two best-qualified international applicants. The purpose is to ensure a good starting point for a successful recruitment process, both for the candidate and the department.

The interview is planned in collaboration with the HR consultant responsible for the specific recruitment case and includes guidance on relevant topics such as:

• Tax and pension
• Housing options
• Support for accompanying children and spouses
• Practical matters related to relocation to Denmark

Travel expenses

The department is authorized to cover reasonable travel expenses in connection with interviews for international candidates at DTU.