Recruitment Process

Conduct a job analysis to identify tasks, success criteria, and development opportunities. Consider whether the position’s placement within the organization should be adjusted. This provides a strong foundation for a focused job posting.

It may be beneficial to define the professional and personal competencies you are looking for in a candidate. A clear candidate profile helps you assess whether applicants match the desired qualifications, competencies, and potential.

Timeline and Activity Plan

A timeline and activity plan makes it easier to assign responsibilities for recruitment tasks and ensures that the start date is met.

Corporate HR has developed specific processes for assistant professor, researcher, associate professor, senior researcher, and professor positions due to the need for academic assessment.

Professor Positions

The department director must always prepare a job analysis describing the content of the position.

The hiring manager must send the following to HR:

• Job posting (including standard text and internal approval)
• Advertising preferences and application deadline
• Approved job posting text

HR reviews the content of the posting and sends it to the dean for approval. For professor positions, the following also applies:

• The posting and job analysis must be approved by the Academic Council
• The posting undergoes language quality assurance before preliminary approval by the dean
• After the dean’s approval, the posting is discussed by the Executive Board
• The posting and analysis are then sent for written approval by the Academic Council (monthly)

HR informs the department director and the partner, and ensures the posting is advertised.

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

Materials for HR

• Job posting with standard text
• Advertising preferences and application deadline

Advertising

HR is responsible for advertising.

For positions that may be difficult to fill, you are encouraged to contact Recruitment and Onboarding to explore broader and more targeted advertising options. You may also use one of DTU’s external recruitment agencies with a cooperation agreement. For Technical and Administrative staff, we use Hartmanns A/S - read more about the agreement and contact information here: Framework Agreement - Prices - TAP positions.