Areas

• Open recruitment

  SDU ensures open and accessible recruitment by publishing job advertisements on the University’s job portal and through relevant national and international channels and professional networks. For academic positions, search committees are established, and international networks are utilised to attract qualified candidates from home and abroad.

  We make it easy for all applicants to find information about SDU as a workplace, including the University’s values, strategy and staff policy. International applicants also receive information about living in Denmark, both via SDU’s website and through direct contact, which allows them to navigate the recruitment process with confidence.

• Transparent recruitment

  SDU’s recruitment processes are based on principles of transparency. We strive to ensure that everyone involved in the recruitment process – applicants, candidates and the managers and employees involved in assessment and decision making – experience the process as transparent, fair and honest.

  Transparency also includes information about employment conditions and salary formation so that all parties can make informed decisions. This helps us create a trusting and credible recruitment environment that strengthens SDU as a workplace and university.

• Merit-based recruitment

  The assessment of candidates is based on the desired professional and personal skills as described in the job advertisement and through professionally recognised standards. Our assessment and employment committees consist of qualified members with broad expertise and diversity. We prioritise skills development to ensure that committee members have relevant skills in recruitment, including up-to-date knowledge of legal frameworks and principles for equality, diversity and inclusion.

  For academic positions, candidate assessment should be based on the latest criteria for assessing research and teaching skills.

• Hiring without posting

  As a starting point, the University recruits through open calls that ensure a fair basis, high quality and support the values of openness, diversity and professionalism.

  There may be legitimate reasons why positions are filled without advertising – for example, when a specific function, task or authorisation requires a targeted hire or when a temporary solution is needed. This can include both technical-administrative and academic staff.

  Hiring without advertising must continue to be merit-based and transparent. This includes clear communication about the role, the reason for not advertising, the candidate’s qualifications and how professional expertise is ensured. This approach supports a strong and sustainable research and work environment.

• Management responsibilities and strategic recruitment

  Recruitment is a core task for SDU’s managers. Attracting and selecting the right managers and employees is a strategic task with a major impact on the quality of research, education, collaboration and administration. SDU’s managers are responsible for mobilising and engaging the entire organisation in the work. This ranges from building professional networks and showcasing SDU and their professional environments as an attractive workplace to identifying needs and development potential, spotting talent and ensuring that all candidates are met with respect and equal opportunities. This applies throughout the process – from the initial contact to professional selection and a good onboarding process.

  Strategic and quality-conscious recruitment is not just about filling positions – it is about shaping SDU’s future.

• Social responsibility

  We value an inclusive labour market and consider it a key task to provide opportunities for employees with reduced work capacity, while supporting society’s educational mission by engaging interns, trainees and student assistants.

• SDU’s Recruitment portal

  Guidelines, guides, tools and inspiration for recruitment can be found on SDU’s Recruitment Portal.

  Visit SDU’s Recruitment Portal