Process 

1. Job value analysis
2. Job profile
3. Candidate sourcing
4. Job interviews
5. Test or assessment
6. ‘Grandfather’ interviews
7. References
8. Contract
9.  Induction

1. The job value analysis
Before recruiting for any position – existing or new - we undertake a detailed analysis of the role and its responsibilities and consider how it fits into the department.

2. The job profile
Then we produce a job profile with a clear job description and a list of the competencies and qualifications required.  This is a key tool in helping us to judge whether you match the position.

3. Candidate sourcing
We use a variety of sourcing channels to target the right pool of candidates for every vacant position. These include job advertisements, external recruitment providers and search and selection agencies (head-hunters).

4. Job interviews
You may be asked to attend a number of interviews, depending upon the complexity and level of the position.  At least one of these will be with your potential new manager, but further interviews with other key people may be required before we can make a decision.

5. Test or assessment
We will inform you in advance of the methods that will be used to assess you. Our standard test package includes a personality questionnaire and numerical and verbal ability tests, adapted to the specific position. We will always give you verbal feedback on your results.

6. ‘Grandfather’ interviews
If you are selected, you will sometimes be invited back for a final interview with your potential new manager’s manager. This gives us an expert second opinion on your suitability for the role.

7. References
Late on in the process, and only with your prior consent, we may contact your referees to check the facts from your application or obtain information on your previous performance. We usually only take up references on the top candidate and only ask questions relevant to the position.

8. Contract
Your new contract will be sent for your signature before your first working day. We grade all positions in accordance with the Carlsberg grading system and offer an appropriate salary package and working conditions. We will also ensure that your contract complies with local legislation.

9. Induction
We invest a lot of time and resources to get the right person on board – as do you! So we’ll ensure you receive a well-planned and efficient introduction to your new role to make you feel welcome and able to contribute effectively right from the start.