Our recruitment process

It starts with your personality. Sharing and living our values is crucial for us to reach our vision to deliver world-class service to our customers. We believe that everyone has talent and we strive to continuously develop our employees

1. Profile and Ad

Job profiles of our vacant positions specify required competencies and experiences needed. The job profile serves as the basis for the ad published on our vacant positions page, and usually via LinkedIn or other social media channels.

2. The selection

Formal education is a requirement when demanded for a specific role, for example if we are looking for an analyst or a lawyer within a specific area. If you don't have any previous work experience, we think it is interesting to know what you have done during your time as a student, for example if you were active in a student association. This gives us an idea of what you are passionate about.

3. Interview and Assessment

It's always good to learn more about the unit for the job position. You can read more about this on our divisions page. You will be contacted for an initial interview if your profile meets the criteria for the position. A selected number of candidates will be invited for a second interview and a personality test. In some cases additional tests are used.

4. References

We do a number of security checks, for the final candidate. This includes for example verification of qualifications, credit checks and criminal records.

5. Job offer

The discussion around employment terms and salary will start as soon as you receive an offer from us. The employment contract will be signed upon agreement of terms. If you are offered a permanent or temporary employment depends on the specific role.

6. Feedback to Applicants

We will give feedback to all applicants in various ways during the recruitment process, including those who are not chosen for the position. The feedback is often in writing but when possible we give personal feedback.