2: Job description and vacancy announcement
Support for managers
This page provides support and information on step two in the recruitment process for researchers and technical and administrative staff (TA).
Content on this page:
Job description
The next step in the recruitment process is that the recruiting organization produces a job description as a basis for the vacancy announcement. The job description should be based on the needs analysis and the university’s requirement profile template should always be used.
The requirement profile must contain clear information about:
- the organisation the employee is to be a part of
- the work duties that the employee is to undertake.
- the areas of responsibility that the employee will have.
- the requirements regarding education, experience, knowledge, and other skills.
Consider whether it might be useful to include more than the recruitment team when producing the job description. For example, it may be valuable to get input from specialists, colleagues, trade unions or others affected by the recruitment before advertising. Based on the needs analysis, the recruitment group write the job description with the help of the template.
Job description template (Word 82 kB, new tab)
Vacancy announcement
It is based on the vacancy announcement that the choice of candidate will be justified, and any appeal will be measured (read more about appeals). It is therefore important to clearly define the qualification requirements against which the candidates’ skills will be measured. To avoid the risk of discrimination, it is also important to consider whether the requirements are objectively justified and based on the job tasks.
The vacancy announcement should be based on the job description and should be designed in a clear and measurable way. A well-written and clear vacancy announcement increases the chance of getting the right candidates and a manageable search field.
The vacancy announcement shall always:
- be advertised on the University’s and Swedish Public Employment Service (Arbetsförmedlingen) websites.
- be advertised for a minimum of two weeks.
- be advertised in Swedish.
- for appointments that include research, be advertised in English via Euraxess.
The vacancy announcement should:
- have an English translation.
The vacancy announcement is created in the recruitment system by the HR officer in consultation with the recruiting manager. The HR officer is responsible for ensuring that the vacancy announcement follows the university’s templates and regulations and that it is written in a way that appeals to the applicants.
Selection questions
In the recruitment system, it is possible to use selection questions, which can facilitate the work of selection at a later stage. There are also examples of ready-made vacancy announcements that can be used as a starting point. Contact your HR officer for support regarding selection questions and how to design the vacancy announcement.
Vacancy channels
Once the vacancy proposals has been finalized, it is important to consider how it will be disseminated. What is the target group and how and where can it best be reached?
Several vacancy channels can be accessed via the recruitment system, other sites should be used via our contracted advertising agency.
Contact your HR support to get help with which vacancy channels might be appropriate
Contact
Contact your nearest HR function at faculty level/equivalent.
Via the HR Division's case management system, it is also possible, based on your role in the HR work, to ask questions to the HR Division in different areas.
Log in to the case management system
Your HR function
HR support is organised differently in different parts of the university, which means that HR functions may be located at departmental, institutional or office level.
If you do not know who your nearest HR function is, please contact the HR manager at your office.