Recruitment of technical-administrative staff (TAP)

On the recruitment portal, you will find answers to the following important planning questions:

• What people and activities could it be useful to include in the recruitment process?
• How can the job profile be presented?
• What should be considered when scheduling interviews and using screening tools in the recruitment process, including the use of telephone screening, tests, cases and references?
• How is the strategy for the advertising determined so that it reaches as widely, and at the same time accurately, as possible?
• What should be taken into account when preparing a job advertisement?

Inspiration, tools and templates here on the recruitment portal will contribute to making visible and strengthening SDU's work with recruiting qualified employees.

The aim is that:

• SDU attracts and hires a diverse talent pool that strengthens SDU's task solution
• managers and committee members receive high quality and qualified support, digitally and from HR professionals
• applicants experience a transparent, professional and digitally supported process.

There are good reasons to make sure that applicants experience the recruitment process as positive and professional. Regardless of whether the applicant is external or internal, the recruitment process provides a job-related experience of SDU that influence the applicant's forward-looking view of the organisation, regardless of whether they are offered the position or not. It is not only the applicant who can be influenced positively or negatively but also the applicant's network and thus potential future applicants.

Find information about formal requirements, inspiration, tools and templates that you can use to create a good recruitment process below.