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Preparation of the recruitment process

Thorough planning and solid pre-analysis are essential steps for an effective process


The need for recruitment is always the starting point for launching recruitment processes, whether for a newly created post or for backfilling a position. We won't go into the actual requirement here on the recruitment portal, but it's a good idea to draw up a recruitment plan once a year. This can usefully be done in the context of budgeting.

  • If the post is newly created, it must be defined. In the case of a backfill position, consider whether it needs to be redefined, whether redeployment or reallocation of tasks within the unit are neccessary, and whether new skills are needed.

    Thorough consideration of the position and competency profile will ensure they match the strategic direction of both SDU and the unit. It is also the foundation for hiring the right person for the position.

    A Job profile is a description of the framework requirements and core tasks of the position.

    A competency profile is based on the job profile and defines the professional and personal skills required for the post.

    The job and competency profile template in the toolbox on the right can be adapted to your specific needs in the recruitment process and will help you get around the important considerations about the job and the competency needs.


     


  • Planning the recruitment process provides an overview of sub-processes, deadlines and responsibilities. Therefore, it is a good idea to draw up a time and process plan for the entire recruitment process.

    The important questions in the preparation of the recruitment process are:

    • Which persons and activities can we benefit from including in the recruitment process?
    • How do we establish the job and competency profiles?
    • What should be taking into account when preparing a job advertisement?
    • How is the advertising strategy designed to reach the widest possible audience and as accurately as possible?
    • What do we need to consider about scheduling interviews and using screening tools in the hiring process, such as tests, cases and references?

     


  • A structured recruitment process where all internal procedures and communication with candidates are carefully orchestrated ensures a good experience.

    If candidates experience a bad recruitment process, they may refrain from applying for jobs with the same organisation again - and share a bad recruitment experience with others, which means that potential future candidates will be discouraged from applying for positions in the organisation.

    Conversely, a positive recruitment process may lead candidates to recommend people in their network to apply for positions in the organisation - even if they did not land the job they originally applied for.

    The time and process plan template in the toolbox on the right can be customised to your specific needs in the recruitment process. Be aware that a recruitment process typically has to be launched well in advance.


     


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SDU HCM

Here you can find SDU's recruitment system

HCM - Human Capital Management

Last Updated 17.01.2024