Step 4: Appoint
Support for managers
This page provides support and information on step four in the recruitment process for researchers and technical and administrative staff (TA).
Content on this page:
Salary setting
The department’s salary proposal is submitted by the salary-setting manager, according to the delegation rules at the relevant faculty/equivalent via the HR officer Salaries may NOT be offered to candidates before they are approved by the head of department/equivalent and the faculty/equivalent.
Salary setting is to take account of:
- the degree of difficulty and responsibility of the position
- the individual’s personal skills
- the significance of the individual’s performance for the results of the organisation
- the salary level at the department/faculty/LU
- market sensitivity (potential competition/risk of defection)
Statement
Before a decision of employment is made the department/equivalent must prepare a statement. The statement is to provide a clear account of how the selection process was conducted and which qualifications were decisive in the choice of candidate. The statement is an important document in case of appeal or report for discrimination and the university’s template for the statement must always be used.
Statement template (Word 82 kB, new tab)
ID and residence permit checks
Before an employment decision is made, an ID check must always be carried out on the person to be employed to verify identity and the right to reside and work in Sweden.
The candidate must therefore provide a copy of a valid ID (passport or international ID card) and potential residence permit. This is handled in the recruitment system by the HR function in consultation with the recruiting manager.
Decision on appointment
It is important to be aware that oral agreements are valid. Therefore, the recruiting manager and head of department/equivalent must always check with the faculty/equivalent (often via the HR officer) before a final offer of employment and salary can be sent to the candidate. An decision of employment can be appealed, but only by the candidates who applied for the position (read more about appeals).
The decision on appointment is created in Primula by the HR officer in consultation with the recruiting manager.
Feedback
It is important that candidates who do not receive employment at Lund University get a positive impression of Lund University as a workplace. Therefore, all candidates who have been interviewed at Lund University should receive verbal feedback as to why they were not offered the position. Candidates who have not been interviewed are to be notified via the recruitment system.
Introduction
First impressions of the workplace can be crucial to the future work performance and relationships with colleagues. A good introduction to the new workplace creates a sense of well-being and belonging. It allows the new employee to settle in quickly which is a benefit for the organisation both in human and financial terms.
It is mainly the recruiting organization that is responsible for the new employee’s induction. Use the university’s introduction process with associated templates and support materials when introducing a new employee.
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.